Chapter 2

Strategic HRM
stratgic HRM focus on this three area HR Practices HR Policies HR Philosophies Strategic Human Resource Management refers with the over all direction the organization wishes to pursume the objective to the people it address broat organizational concern related changes structure, culture, organizational effectiveness performance matching resources to the requirement developing distintive capabilities and management policy of change. Over all it consider any major people related issues that are affected by the strategic plan of the organization. Main job to achieve the sustable competitive advantage.

The Importance of Strategic HR Planning

There are various HR issue that helps to HRP as well business strategy and it will linked each other the corporate strategic planning, with its objectives/ strategies.other departments like HR/ MARKETING etc use the base and develop their strategic plan, like HRP. Such as Tax policies such tax hinder the business and what taxes incentives are available, International trade regulations and restrictions, Economic growth as what is the economic growth rate /what are the reasons, Interest rates & monetary policies, Income distribution.

Employees as Strategic Resources

In an organization employee leads as strategic resources becouse the employee are human being and their behavior knowledge ability can't imitate also they will achieve the sustable competitive advantage it willapply the best resources as an organization.

Linking HR Processes to Strategy

An effective Organization Structures begin with Strategy and needs to be flexible. Incremental changes will not produce the results expected and a regular process to organization structure is essential. Employee performance

is often attributed to lack of motivation. Employees often are aware of the base performance line to maintain a current performance level that is higher.

Corporate strategy leads to HR strategy

HR dept to concentrate more on recruiting more people rather than devising strategies towards retaining the existing employees. Such activity leads the HR department in to becoming a recruitment office rather than the driving force behind processes and initiatives that play a crucial role of leading employees that based on the corporate strategy. Recruit correctly, Job Definition, Goal setting, Incentives, High attrition rate in markets. Most employees shift jobs for higher salaries however, the money spend on recruitment, training and administrative activities are related with the particular organization.

HR Competencies leads to Business Strategy

HR Competencies mainly focus on the Effective communication, Strategic thinking, HR knowledge, Integrity, Ethical behavior.Increase the knowledge of effective communication and HR practices. HR topics such as compensation and benefits, orientation and performance management, staffing and recruitment, and communication. Integrity and ethical behavior are provde as some of the most important competencies for HR professionals, and help to express those competencies more fully. HR services you provides recruitment, selection, compensation, benefits, performance management, training and development, and more. That will create the competences as responsiveness to employee and line manager needs cannot be underestimated.

HR Strategy and Corprate Strategy

HR strategy and corporate strategy both are linked each other corporate strategy comes first than front of this corporate strategy the HR strategy will make to achieve this.Corporate strategy that the direction an organization will take to achieve business success in the long term. Human resources that provides a strategic framework to support long-term business goals and outcomes. Human resource strategy to support the business plan requires human resource management planning to be fundamental part of the business planning process.

HR Become a Business Partner

HR Business Partners On The Job responsibilities, On the jobs skills, On the Job required experience, Basics domain expertise differentiators new competencies, Differentiators board level board consultative approach, Core

competences. Develop the skills and high performance business partner to become more effective in influencing business leaders and managers to added Business solutions. Also high impact and business focused HR solutions that enjoy the commitment and support of the organization.