It is a practice devised to maximise the performance of employees, i.
Share on Facebook Strategic HR decisions establish standards for each job role to define its competencies. Then, performance management systems measure employee achievement relative those competencies.
Managers use performance management systems to assess and reward the behavior of their employees. Additionally, a strategic human resource management function handles the recruiting, interviewing, hiring and development of all personnel required to ensure your company can achieve its goals.
Setting Organizational Goals As part of the strategic planning process, an organization defines its goals and objectives. For example, a company may decide to focus on specific IT trends such as cloud computing, data security and global markets.
As a result, strategic direction may dictate whether a company maintains research and development spending.
This impacts the HR department's ability to attract and retain top talent. For example, a strategic HR department can publish self-assessment tools that allow an employee to determine how she rates in terms of attributes.
These attributes might include accountability, reliability, integrity and customer-centric behavior. Performance gaps may reveal a need to improve in one or more areas.
Establishing a specific, measurable and attainable goal makes it easier for an employee to achieve her objective.
Goals should also be realistic and time constrained. To complete the process, managers usually require employees to submit a development plan. Only after approval can the employee begin completion of her defined activities.
Work usually involves a combination of technical and professional skills.
For example, if a business needs to make a shift from doing business one way to transforming to using new processes and technology, skill in change management becomes a priority.
Managers need to recognize, through performance management processes, individuals who can act as leaders and help others achieve strategic goals. Providing Training Strategic HR management allows you to recognize the need to offer training and development opportunities that ensure personnel can respond to challenges both now and in the future.
Workshops, seminars and self-paced podcasts, videos and job aids can help prepare employees to address problems in the workplace. By analyzing performance review results, HR administrators identify problem areas, such as communication, collaboration and business acumen.
Then, they can offer learning and development options. Or, if all employees appear to lack technical knowledge about a new infrastructure, the success of the entire company may depend on addressing performance gaps.
The HR department needs to rise to the challenge of developing, delivering and evaluating training that meets this learning need.The purpose of this paper is to discuss the relationship between Human Resource Information System (HRIS) functions and Human Resource Management (HRM) functionalities.
Hiring, and human resource management which is undertaken strategically, and is planned to be responsive to the overall direction and strategic goals of the organization lends stability to an organization, and increases the liklihood that people will be hired to fill legitimate long term needs.
Relationship between Strategic Management and Human Resource Management Every organisation is trying to become more efficient and more productive.
The key to an organisations success is to become more global and advance from a technological prospective. Strategic Human Resource Management (SHRM) also identifies the long-term effects of HR decisions on the employment and development and development on the bond between management and staffs in the organisation as being significant (Barrett, ).
Determining relationship between strategic human resource management practices and organizational commitment Strategic human resource management at the crossroads: Relationships among human resource capital, overlapping tenure, behaviors, and performance. Google Scholar: International Journal of Humanities and Social Science Vol.
2 No. 10 [Special Issue – May ] 62 Relationship between Strategic Human Resource Management and Firm.