Scribd Logo
Upload

Welcome to Scribd!

  • 27 views

    Strategic Human Resource Management: Assignment 1

    Uploaded by

    Kaneez Amna Sabir
    Strategic human resource management (SHRM) links a firm's human capital and HR practices to its business strategy and goals. SHRM views employees as a source of competitive advantage. It is the process of defining how and with whom a firm will achieve its strategic objectives through integrated HR policies and practices. SHRM benefits firms by providing an objective view of problems, allowing decisions to better support goals, and giving a framework for improved coordination. It also benefits employees through attractive compensation, training opportunities, incentive pay, and diversity initiatives that increase job satisfaction and commitment.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd

    Strategic Human Resource Management: Assignment 1

    Uploaded by

    Kaneez Amna Sabir
    27 views2 pages
    Strategic human resource management (SHRM) links a firm's human capital and HR practices to its business strategy and goals. SHRM views employees as a source of competitive advantage. It is the process of defining how and with whom a firm will achieve its strategic objectives through integrated HR policies and practices. SHRM benefits firms by providing an objective view of problems, allowing decisions to better support goals, and giving a framework for improved coordination. It also benefits employees through attractive compensation, training opportunities, incentive pay, and diversity initiatives that increase job satisfaction and commitment.

    Original Title

    Assignment 1

    Copyright

    © © All Rights Reserved

    Available Formats

    DOCX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Strategic human resource management (SHRM) links a firm's human capital and HR practices to its business strategy and goals. SHRM views employees as a source of competitive advantage. It is the process of defining how and with whom a firm will achieve its strategic objectives through integrated HR policies and practices. SHRM benefits firms by providing an objective view of problems, allowing decisions to better support goals, and giving a framework for improved coordination. It also benefits employees through attractive compensation, training opportunities, incentive pay, and diversity initiatives that increase job satisfaction and commitment.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    27 views2 pages

    Strategic Human Resource Management: Assignment 1

    Uploaded by

    Kaneez Amna Sabir
    Strategic human resource management (SHRM) links a firm's human capital and HR practices to its business strategy and goals. SHRM views employees as a source of competitive advantage. It is the process of defining how and with whom a firm will achieve its strategic objectives through integrated HR policies and practices. SHRM benefits firms by providing an objective view of problems, allowing decisions to better support goals, and giving a framework for improved coordination. It also benefits employees through attractive compensation, training opportunities, incentive pay, and diversity initiatives that increase job satisfaction and commitment.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    Strategic Human Resource Management

    ASSIGNMENT 1

    Kaneez Aamna
    MBA-1939128 | TO MADAM SARAH KHAN
    What is Strategic Human Resource Management?
    ‘An organization’s [human resource management] policies and practices must fit with its strategy in
    its competitive environment and with the immediate business conditions that it faces”

    The literature of SHRM is rooted with manpower and affirms to the importance of effective
    management of humans as a source of competitive advantage. SHRM is an outcome of organizational
    systems that are developed to avail sustainable competitive advantage through human resource and
    may be viewed as a process of connecting Human Resource practices to business strategies. In simple
    words; the manner through which institutions seek to link the human capital of their employees to the
    strategic needs of the organization is what SHRM is.
    SHRM may also be defined as “The pattern of
    planned human resource deployments and
    activities intended to enable an organization to
    achieve its strategic goal”

    In other words, SHRM is understood as the


    procedure of defining how and with whom the
    firm’s goals will be achieved through its members by
    means of strategies and HR integrated policies
    and practices.

    How does SHRM benefit the FIRM?


    Provide objective view of management problems Allows major decisions to better support
    established objectives.
    Mitigate effects of adverse conditions and Gives a degree of discipline and formality to the
    changes management of a business
    Give framework for improved co-ordination and Provides a co-operative, integrated and
    control activities and New ways of the Valuation enthusiastic approach to tackling problems and
    of Assets and Human Capital Measurement; opportunities and Consistent Management of
    Functions and Skills
    Allow effective allocation of time and resources; Framework for internal communications; selective
    acquire and retain valuable human capital; hiring, encouraging employee performance;
    improve employee turnover; take part in conflict promoting constructive work environment
    management. Heightened productivity, quality,
    service, efficiencies, and people satisfaction.

    How does SHRM benefit the Employees?


    Improves job satisfaction through attractive Develop cordial industrial relations and generate
    remuneration better employment opportunities
    Train people for challenging roles, develop skills Flexible job definitions, cross training and work
    and competencies; promote team spirit teams
    Extensive reliance on incentive pay performance- Foster diversity initiatives; help employees with
    based compensation, talent-based recruitment disputes; help mediate disputes within an
    and selection practices organization Lower turnover, reduced
    absenteeism, increased job satisfaction, and
    higher employee commitment

    You might also like