Create a Valuable HRD With Strategic HR
Create a Valuable HRD With Strategic HR
Nowadays, a new embryonic field is beginning to emerge from the older Human Resources discipline: Strategic Human Resource Management or SHRM. This is a newer field with a different protocol. SHRM was created in response to the rift between the hard-line corporate agendas and the more people-centered, more of a 20th century style HR department. How does your more familiar, standard human resources discipline differ in function from the new Strategic Human Resource Management? With strategic human resource management, the aim is to make HR more relevant to business strategy and more aligned with your business goals.
SHRM is meant to take into scope obstacles beyond the department itself, and thus has a much more marked effect on the organization as a whole, with its own agenda being taken into consideration in management as well. From the implementation of SHRM a spillover effect can be clearly evidenced across the entire company. You could say that SHRM is used to more effectively funnel corporate agenda through your standard HR action, from recruitment to rewards and training. It is this critical hand-in-hand cooperation between the HR department and the management team that is the cornerstone of strategic human resource management. Instead of your run of the mill HR island' in between the management and employee continents, it acts as a bridge of sorts. That's why cooperation from all teams is key for its effectiveness.
Strategic HR management takes into account the long-term objectives of both employees and the company as a whole, streamlining the agenda to have both ends play into one another. This is the level beyond your general human resources department, which many people are beginning to consider as lacking in foresight and at times only put as an afterthought in their modus operandi. This extra thought put into formulation better cultivates a more organized and mutually beneficial work environment throughout the company, giving the entire organization a competitive advantage.
Again, strategic human resources management takes into consideration the long term goals of both individuals and the entire organization. This notion goes hand-in-hand with Employee retention, and development, which plays a large role in having an effective strategic HR department.
If you're going to implement SHRM, you need to start this from the recruiting process. From the candidate interview itself, with better interviewing techniques, you can better determine which candidates will be more beneficial to the company in the end. With already-existing employees, training programs, coaching, and continual assessment will not only make better and more loyal workers for the company but also provide certification and improved efficiency for the individual. This mutually beneficial implementation is what helps a workplace thrive and is an integral aspect of SHRM.
Strategic Human Resource Management is the new phase on outdated techniques of your usual Human Resources department. In the face of globalization, employee participation and human resource flow are one of the major issues facing HR professionals when your "Tried and True" methods are becoming archaic. SHRM encourages greater communication throughout the levels of the company and streamlines the focus of the entire organization. Without it, many companies will not be able to operate effectively in the new international and competitive economy. Survive they might, but next to an SHRM integrated company their conviction to ancient HR techniques will wane along with their business.
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