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Implementing Strategic Human Resource Management (SHRM).

SHRM is a process that organizations use to manage their employees, a way to ensure that the organization’s human resources are used in a manner that supports the organization’s goals. With this, businesses can more effectively manage employee performance & development as well as create programs & policies that support the company’s overall strategy and by aligning HR programs and policies SHRM can help businesses improve create a positive work environment.  Its academic relevance has been receiving international attention due to the importance of the strategic performance of human resource management (HRM) (Jackson, Schuler, & Jiang, 2014). It is possible to define SHRM as a vertical connection between HRM practices and international strategy and horizontally as the congruence among the several human resource practices (Wright & McMahan, 1992).

Here are the key points on how to implement SHRM into an organisation -

1. Knowing your company’s goals and abilities


 Figure 01

When you know your company goals and can articulate them, you’ll have an easier understanding on how to create programs & policies that support achieve these goals. You’ll be able to more effectively measure the success of your SHRM programs and make changes to fine tune them as needed.

Identify the following –

·         The company’s long-term goals.

·         The company’s strengths & weaknesses.

·         Existing resources. 

·         What skills do your workforce currently have.

·         The various gaps in talent or skills.

2. Forecast future needs


 Figure 02

In order to ensure your company’s future success, you need to predict how many employees with the required skills will be necessary and measure it against your company’s current workforce and thereafter determine what skills your company will need in the future and how to develop those skills in your workforce.

3. Determine the resources needed to achieve company goals


 Figure 03

This includes identifying the financial resources, human resources and physical resources required.

  • Financial resources – Internal/External Audits.
  • Human resources - invest in recruiting programs.
  • Physical resources – having the right people in place.

4. Execute your plan

If you already have a large talent pool to choose from, start by cultivating skills of current employees before recruiting outside talent. Once completed, you may find you still need to hire. If so, organisations have analyse the clear expectations and skill required before recruiting.

The components of SHRM will impact the strategy directly and so the organizational excellence as it affects the quality of processing and outputs of the organization (Alkhazali & Halim, 2015).

Executing your SHRM plan -

  • Briefing & involving higher management. 
  • Setting realistic goals & timelines. 
  • Communicate with your employees. 
  • Being prepared to adjust your plan.

5. Assess and pivot


 Figure 04

Checks & Balances on what’s working and what’s not. The reliability of strategic human resources management (SHRM) could lead organizations to build their integrated plan for human resources that help accomplish sustainable excellence (Vardarlier, 2016).

·         if you’re not seeing the results you want, you may need to change your recruiting strategy.

·         Or, if you’re finding that your training programs aren’t effective, you may need to make changes.

Conclusion -

It’s also important to keep in mind that implementing a SHRM plan is not a one-time thing. As your company grows & changes, so will your SHRM needs. As such, it’s important to revisit your SHRM plan on a regular basis to ensure that it’s effective and is meeting expectations and contributing to your company’s bottom line.

References

Jackson, S.E., Schuler, R.S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), 1–56.

Available at : https://www.emerald.com/insight/content/doi/10.1108/REGE-10-2018-0102/full/pdf

[Accessed on 02.04.2024]

 

Wright, P.M., & McMahan, G.C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, Thousand Oaks, CA: Sage Publications. Sage CA

Available at : https://www.emerald.com/insight/content/doi/10.1108/REGE-10-2018-0102/full/pdf

[Accessed on 02.04.2024]

 

Alkhazali, Z., & Halim, M. (2015). The influence of strategic human resources management on firm performance of Jordan’s corporate organizations. International Journal of Academic Research in Business and Social Sciences, 5(12), 342-353. http://dx.doi. org/10.6007/IJARBSS/v5-i12/1962

Available at : https://pdfs.semanticscholar.org/ddc0/ed051026bb60e943164ee9612eec439142ef.pdf

[Accessed on 02.04.2024]


Vardarlier, P. (2016). Strategic approach to human resources management during crisis. Procedia – Social and Behavioral Sciences, 235, 463-472. https://doi. org/10.1016/j.sbspro.2016.11.057

Available at : https://pdfs.semanticscholar.org/ddc0/ed051026bb60e943164ee9612eec439142ef.pdf

[Accessed on 02.04.2024]

Comments

  1. Laurena CottlingApril 7, 2024 at 7:55 AM

    With an emphasis on crucial steps including comprehending business objectives, projecting future requirements, and carrying out the plan, your blog post provides a clear view of how-to for adopting  SHRM. For businesses looking to match HR procedures with strategic goals, it's a great tool.

    ReplyDelete

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