Discussion Of Strategic Human Resources Management

Discussion Of Strategic Human Resources ManagementIn this crabby occupation we leave alone discuss the Strategic Human Resource Management. What it is, what is the importance of SHRM in the modern business, purpose and the contribution of SHRM in the business.With the increased global competition and the asylum of new technology and knowledge ,human choice concern became the most critical function of shaping. and then, the fitforce which was con positionred as resources became assets and be valuable for gaining competitive advantage for governing. HRM helps organisation in aligning individual goals and objectives with the corporate goals and objectives, and rather than working as dictator HRM works as facilitator and promotes participative approach of manpower.In short, the SHRM cogitatees on the efficient and sticky-hitting management of bulk in achieving the brasss vision or purpose.Conceptu entirelyy, the SHRM goes beyond a set of coordination functions and activi ties of an arrangements human resources. One of the funda amiable ideas underlying the SHRM theory is that the organization arsehole create a strategic fit or synergy amidst its HR strategies and organizational strategies. In other words, the organization should be able to side with its HR strategies and policies with whatever their organization might exist for. SHRM if designed c arfully can become the driving force for organizational success. For, it is the HR that stands in the headstone position to influence growth and increase of any organization. Variables such as customers and stakeholders, the quality of products or services, revenues or development outcomes ar greatly determined by HR strategies and polices.Definition of SHRMStrategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to cleanse business positioning and develop organizational culture that foster innovation, flexibility and com petitive advantage. In an organisation SHRM means accepting and involving the HR function as a strategic partner in the formulation and execution of instrument of the companys strategies through HR activities such as recruiting, selecting, pedagogy and rewarding violence. ezinearticles.com,2010Task 1.1 Importance of SHRMWith the hard core competition and the tough market conditions it is acquiring hard for the organisations to survive in the market .organisation hire to develop themselves in such a focussing that they can survive and gain competetive advantage over its competitors.this is where shrm comes into picture as SHRM helps in the long term curriculumning of the business.SHRM is a proactive management of people. It is a two way process where organisation meeting need of people and employees meeting needs of organisation SHRM helps in aligning individual goals with that of organisational goals and objectives by growth the scientific disciplines of the employees by tra ining and motivating employees. SHRM have provided new dimension for training and development by encouraging and facilitating innovation and creativity.Employees are motivated by enriching their work experience . Instead of the accomplishment Appraisal s performance and talent management have taken place.Strategic Human Resource Management blurs the bank none between a specialized Human Resource Management function and core operational activity, SHRMAims to achieve strategic fit by integrating Hr strategies and business strategies vertically.Adopted from People managementDESTS Strategic Human Resource Management FrameworkAccording to survey in 2007 by Australian presidency a DEST Strategic Human Resource Management Framework is designed which explains the development of the department which shows to retain talented people in challenging milieu department is introducing new and innovative strategies while delivering fundamental human resource services like the salaries, payroll and recruitment.A strong emphasis on leadership is used as a key strategic element to help and support for department people. the department has built and maintained a creative and engaged workforce able to deliver the growing and diverse education, science and training agenda.Adopted from Curtin.edu,2011This diagram illustrates the HRM function factor are the specific factors that influence the compatability of HR practices ,while firm level factors are analysed as major determinants for matching hr activities with strategy.personal factors which embrace the capabilities of both employees and manager are identified as common determinants for both horizontal and vertical fit.Task 1.2 Purpose of SHRMThe aim of SHRM is to ensure that the strategic decisions are made having a major long-term impact on the doings and success of the organisation by ensuring that the employees of the organisation are skilled, motivated and highly committed to achieve the organisational goals and exce ssively attain the competitive advantage against other rivals. roughly of the SHRM activities are listed as belowResourcingSHRM main activity is to have correctly people to do the castigate job at the arightime.Main emphasis is laid on the efficiency and posture of provide.resourcing is a process and pay.which have planning,recruitment, selection ,induction.Retention once the rung is hired emphasis is laid on the retention of round by providing them necessary training and development, by motivating them, by providing them job security ,job enlargement and using the reward management like the the performance associate pay.Flexibility employees are provided with the flxibilty of work life balance, getting job done from home, like the part tiome jobs for students and mums and the maternity or the paternity holidays and the sick holidays to retain staff.Therefore the purpose of the shrm is to deploy right people for the right task and look after the flexibilty and training and development of employees.The purpose of Shrm can all be achieved by proper planning and implementation.Task 1.3 Contribution of SHRMIn todays economy the HRM plays an important role in achieving the main objective of the organization. it has lot to contribute as the policies of the organization is set by the Human resource management jointly with the approval of the senior level management hence a lot is depend on the contribution of SHRM in the organization .For any HRM to make positive contribution to the organizational achievements it is necessary that the HRM should know the business ,the core competencies and their competitive advantage on with expectations of the organization and their customers .there is a need to evaluate key drivers in the business performance . This will help the HRM in formatting the stratergic according to the need of the organization .the organizations mission and vision is the key factorFor example if the organization is a Fast Food Industry where ge nerally the vision is customer centric, customer rejoicing and the value of time. All these requires a well trained workforce usually available for the job to be done on time hence astir(p) quality of work-life can have a substantial impact by reducing errors accidents, reducing absenteeism turnover, and improving productivity customer service. Thus contribution of the strategic human resource management in todays economy and style of business can makes substantial impact to the objectives of the organization and thus in turn put down in helping the business of the company to grow to higher limits.SHRM contribute to the paradigm of the business.Shrm provides a value added core responsibility of HRM.HR grooming The current process of systematic planning to achieve optimum use of an organizations most valuable asset its human resources.(inves make itedia,2011)Hr supply assist organisations to recruit ,retain and optimise the deployment of the personnel need ed to meet the b usiness objectives and to respond to the external environment.The three key elements of the HR planning process are forecasting jade demand, analyzing present labor supply, and balancing projected labor demand and supply. This may include the development of training and retraining strategies.(bnet,2011)Utility of Human Resource supplying in an unstable econonmic environment can be stated as followEmployee Maintainence Tha administration and monitoring of workplace.Safety ,Health and benefit policiesto retain fit staff and come after with the statuatory standards and regulations.Employee Maintainence gives access to the employee data in regard to the personal and workplace information. mathematical process ManagementAccordng to Armstrong and baron -Performance Management is a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved.Performance Management should be Strategic- About broader issues and long term goals and the Integrated -which links with the various aspects of the business ,people Management and individuals and teams. Peformance Management helps in the performance improvement and development of the individuals,teams and overall organisation.it in like manner helps in managing behaviour iensuring that every there is split up working conditions within the organisation.Performance mangament is a continuous process . line of work starts of with the corporate goals and the departmental goals followed by the agreement on performance and development, leading to the development of plans betweenindividual and managers with continouous monitoring and feedback supported by formal reviews. Managers play aa important role in the performance management as they define individual behaviours ang assign duties and re sponsibilities and inform individuals about their accountibilities. Performance management is continuous improvement of the business processess, skills and behaviour of individuals and groups.Long Term Consequences HR Planning main purpose is to recrit, retrain , optimise and deploy people.But HR is also responisble ethically to individuals working for the organisations.Ii has its responsibity towards individual for devolping their skills by providing them training .Training should lead the organisational effectiveness. HR is responsible towards the society for its well being following the ethical issues and the corporate governance.HR policies should be ethical and complaying with the laws.Because of the unstable Economic milieu large number of efforts are compulsory by the organisation sto sustain.Most of the organisations are trying to elimainate wastage like redundacy to get rid of the people who are not doing their job properly, Multitasking is pervailing and companieis are i nvesting only on those employess who are capable and competent of multi tasking to assess sustainability. Hiring and training of new staff need lot of expenditure so companies is trying to train the staff internally from within the organisation.Task 2.1 Business Factors that underpin Human Resource Planning In an Organisation.Different business facors that underpin the Human Resource Planning in an organisation can be stated as followCompetetive advantage Human Resources within the organisations are treated as assets than capital.Having the Capable and capable workforce than the competitor provides a competetive edge to organisation over the rivals.Talent management Talent management is the systematic attraction, identification, development, engagement/ retention and deployment of those individuals who are of particular value to an organisation, either in view of their high potential for the future or because they are fulfilling business/operation-critical roles.(cipd,2011)From Bus iness perspectives hiring those people who have the right skills that will be helpful to the organisation.Labour Market HR Planning is affected by the labour Market which deals with the demand and supply of the skilled and unskilled workforce available in the market. Due to the Unstable economic Conditions their is to much of supply and less demand for the workforce .Strategy of the Organisation Depending on the Strategy of the Business if they are the having a leader plan or the survival plan Hr will recruit and train staff.Finance Heavy investment is needed in recruiting ,training and retaining staff . Different levels of management have Different raes of compensation.According to the Finances Available to the HR Department Recriument or Training of workforce is done.Expansion or growth Expansion or growth requires recriument and promoting of the workforce.Law HR policies and planning has to abide by the law .Law relating to the women working, pay, holidays or the ethical issues. Internal /External Environment Environment affect the operations and the working of the orgaistions. As the market is turbulent therefore the Hr planning is affected by the economeic conditions .Organisational need Depending upon the structure or the culture of the organisation HR act . To provide flexibilty there can be number of part timers within the organisation.Apart from these factors HR planning is also affected by the mission and purpose of the organisation and the resource planning of the organisation.Task 2.2 HR Requirement in a given situationIn a given situation HR requirement is about the workforce analysis.HR main job is to have right number of people with the right skill available for the job. Any training and development required is also analysed by the HR.HR estimates the cost of training and development. It is the responisibity of the HR to retain the staff.Basically HR is involved in all the activities related to the human resources such as recuiting,selecting, t raining, retaining .Task 2.3 Develop a HR Plan For an organizationOrganizational objectives are defined by the turn over management and the role of HRP is to sub serve the overall objectives by ensuring availability and utilization of human resources.HR Demand Forecast Helps in estimating future measuring stick and quality of people required.There are several good reasons to conduct demand forecastingQuantify the jobs necessary for producing a given number of goods break what staff-mix is requiredAsses appropriate staffing levels in different parts of the organizationPrevent deficits of peopleMonitor compliance with legal requirements with regard to reservation of jobsHR return Forecast Supply forecasting measure the number of people likely to be available from within and outside an organisation .Reasons for supply forecast areHelps quantify number of people and positions expected to be availableHelps clarify staff mixes that will exist in the futureAssess alive staff levels in different parts of the organizationPrevents shortage of peopleMonitors expected future compliance with legal requirements of job reservationsHR ProgrammingOnce an organizations personnel and supply are forecast, the two must be reconciled or balanced in order that vacancies can be filled by the right employees at the right time.HR Plan ImplementationImplementation requires converting an HR plan into action. A series of action programmes are initiated as apart of HR plan implementation.Recruitment, Selection and Placement- after the job vacancies are known, efforts must be made to identify sources and search for suitable candidates. The selection programme should be professionally designed.Training and development- The training and development programme should cover the number of trainees required and programmes necessary for existing staffRetraining and Redeployment- new skills are to be imparted to existing staff when technology changes.Retention plan- retention plan covers action s which would help reduce avoidable separations of employees.Downsizing- where there is surplus employee, trimming of labour force will be necessaryControl and EvaluationControl and evaluation represents the fifth and the final stage of hrp process. It should also clarify responsibilities for implementation and control, and establish reporting procedures, which will enable achievements to be monitored against the plan.Task 2.4 Critically evaluate how a human resource plan can contribute to meeting an organisations objectivesHuman Resource Planning plan for the optimum use of its human resources. HR planning therefore deals with having right people for right job at the right time. Therfore Hr is responible for fulfilling the organisational objective.Making exceed use of people HR is responsible for hiring right people for the right job. Proper utilization of the capabilities of the individuals help the organisation to achieve its goal.Planning for the surplus and shortage of staff H R plans helps the organisation about the skill and unskill labour market . If there is excess of staff then staff is made redundant or the early retirements are given to employees .but if the staff is in shortage than than the staff is hired or trained from within . Multiskilling is practised by the organisation. It is the responsibilty of the Hr to have right number of staff for the right job.Efficient utilization of people Hr helps in the effective and efficient use of the workforce Hr helps the organisation to be cost effective by providing employees with the job rotation, job enlargement and job enrichment.Employees tend to acquire more skills by this.Succession PlanningWendy Hirsh defines epoch planning as a process by which one or more successors are identified for key posts (or groups of similar key posts), and career moves and/or development activities are planned for these successors. Successors may be fairly ready to do the job (short-term successors) or seen as having lo nger-term potential (long-term successors). Therefore Hr defines the right candidate to be promoted for the right post.Recriument of Efficient Staff Talent Management is in practice which helps the organisation to gain competetive advantage over its competitors and finding the cabable and competent employee for the job.Creating a fit between the HR Strategies and business StrategyHR need ritcto follow the policies which will help in the achievemnet of the business objectives.Strategies concerning recruiting, training, deployment and delayering should all be aliged with the business strategy to achieve business objectives.The Development and Retention of the Human resourcesBeside recriument and training it is very essential for organisation to retain and develop the staff.Task 2.5 explain the purpose of HR management policies in organisationHuman resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce.(uslegal,2010)Rules and Norms HR policy should follow the rules and norms and should comply with the law.Procedures- HR policies provides a clear idea about the procedures relating to the displinary.Support- HR policies provide support in regared to the working hours and the break timimngs etc.Displinary and greviaces-Policies relating to the greviances such as how the greviances by solved and what are the displinary measures and the misconduct and the gross misconduct.Performance Management Performance management accents the Hr policies about analysing and measuring the performance of individuals. These underline the probation time , appriasal and the reviews by the management.Employee Relations-HR policies provide support to employees in relation to any problem or information relating to the workplace.Reward Management HR policies states the pay and remuneration of the employees and how the employees are paid .Task 2.6 Analyse the Impact of regulatory requirements on HR policies in an organisationsRegulatory bodies have tremendous effect on the HR hence it is mandatory for the HR to keep the Law and regulatory authorities at priority before finalizing on HR Policies failing to do so would lead the organization into serious trouble with consequences up to heavy penalty and license being cancelled. There are a few of those policiesNo contrast policy discrimination of any sort is a crime hence the HR follows the policy of no discrimination policy. Training is been given to employees on this way out which explain them what they can say or do.Equal opportunity policies where the Hr has to plan a structure to offer jobs for everyone irrespective on anythingEconomic Hr sholud look after tax policies as well. Any Tax Evasion of wrong Income Shown leads to the unethical bahaviour .therefore HR policies should work ethically towards the government.Sexual or mental harassment policy Hr takes a serious action against any employee breaking this policyW orking HR Restriction policy Hr Has to proved a contracted hours of job for immigrants that have work hour restriction for their jobSocial Corporate Responsibiltyit is HR responsibility to look after the welfare of the society or invest in the ecnomic infrastructure or creating jobs for the unemployed in the society.Adequate Resource and Training HR policies should have proper measures for the training and development of workforce.Respect for employees HR policies should support diversity in work cultures and the common law for respect for the employees and forbade the use of abusive language at work. continual performance review it is mandatory for the Comapnies to perform reviews of employees as it provide the idea of the working of employees.There are various policies and procedure that has to be implemented by the HR due to the legal restrictions of the government .Task 3.1 Impact of Organisational structure on HRAn organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims (wikipedia,2010)An organisation s structure is presented as an organisational chart which shows how management is organised vertically with layers of hierarchy and horizontally by function, product or division.There are three main types of organisational structure tall ,hierarchical,flat hierarchical and matrix.In the centralized structure decision making power is concentrated in the top layer of management and in the decentralised structure decision making power is distributed.HR do not have much power to coif in the traditional structure but in regard of the decentralised Hr have rights and power to exercise. Hr helps in improving the communication between managers ,supervisors and employees.It helps in allocating the roles ,powerand responsibilities are delegated ,controlled and coordinated.Task 3.2 Impact of organization culture on HR The specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholdersHYPERLINK http//en.wikipedia.org/wiki/Stakeholder_(corporate) outside the organization.(wikipedia,2011)Role culture also known as the Greek tabernacle classical structure, bureaucratic nature, roles more important that the people who fill them. Position power predominates and expert power tolerated. This culture serves the cause of structure.This type of culture is commonly for the Army or the Home Office. Hr define the role properly for every individuals.Task culture also known as the Net the focus is on completing the job. Individuals expertise and contribution are highly valued. Expert power predominates, but both personal and position power are important. The consolidative force of the group is manifested in high levels of collaboration. NHS nurses and doctor are the examples of the tash culture.There is continouous training needed for the jobs.Person culture also known as a clod or Galaxy a loose collection of individuals usually professionals sharing common facilities but pursuing own goals separately. Power is not really an issue, since members are experts in their own right. This type of culture serves the individual.Accountant,businessman are the examples.No hr is needed for the person culture as the individuals take their own decision and do not require any staff.Task 3.3 How effectiveness of HR is monitored-Performance appraisal (PA) is one of the important components in the rational and systemic process of human resource management. The information obtained through performance appraisal provides foundations for recruiting and selecting new hires, training and development of existing staff, and motivating and maintaining a quality work force by adequately and properly rewarding their performance. There are two primary purposes of performance appraisal evaluative and developmental. The evaluative purpose is in tended to inform people of their performance standing. The collected performance data is used to reward high performance. The developmental purpose is intended to identify problems in employees performing the assigned task. The collected performance data is used for training and development purposes.The effectiveness of HR can be monitored by analyzeing the following functions of the Human resources likeHiring Procedures/Recruitment/Interviewing- the quality of the hiring procedure ,recruitment and the interviewing criteriaReference Checking Process - To thoroughly check the reference provided by the employeeNew Employee Orientation Program- the Quality of the orientation programmed for fresh employeesSalary Reviews/Compensation Issues - the prison term Taken to provide solution to these issuesEmployee Benefits Programs - Are these programmed Worth for the employeesHR Policies and Procedures - their Adherence qualityEmployee Handbook - How well it is reviewedJob Descriptions for K ey Positions- if the employees know about their duties and responsibilities. mess up Training - Quality of Checking if the training was worthy enough for the employeeSkills Assessments criteria to assess the skills of the employeeStaff Mentoring the degree or the quality of mentoring provided to the staff by the HR if situation arises where a staff needs mentoring (htr,2010)Task 3.4 Recommendation to improve the effectiveness of HRMBelow are some recommendationsHave a check on the composition of the audit team which audits the performance of the HR. have a member of HR in the team representing the HRReview the values and the Mission statements of the HRReview the effectiveness of the Hr policies in getting the polices adhere to the desired resultKPIs ( Key performance indicators should be set for Hr functions and should be monitored performance monitoring for the implementation for the planning made by the HR in the next six months also implementation and proper execution of the trading or other activity assigned for the employees. The time or the period taken by the HR to solve or rectify or address a query shall also be monitored and their follow up for the same has to be made.Appointing a consultant to examine the HR of a given Company would be a better optionConclusionHuman Resource Planning helps ,in selection,recruiting,training and appraising . HR department helps the organisation to gain competetive advantage over its competitor by selecting the employees with the right skill to do the right job. HR now a days is focussing more on the talent management.Concepts like psycological contract ,learning organisations are getting into practise to increase the efficiency and productivity of employees.RefrencesInroduction of SHRM availableonlinehttp//www.rim.edu.bt/Publication/Archive/rigphel/rigphel2/people_mgt.htm accessed 24th January 2011Image of organisational culture adopted onlinehttp//changeworksblog.com/category/viral-change-change-management/ acce ssed 14th January 2011defination of personnel management available onlinehttp//www.businessdictionary.com/ rendering/personnel-management.html accessed 14th January 2011HRM Availableonlinehttp//humanresources.about.com/od/glossaryh/f/hr_management.htm accessed 24th January 2011Defination of SHRM avaliable onlinehttp//ezinearticles.com/?What-is-Strategic-Human-Resource-Management?HYPERLINK http//ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585HYPERLINK http//ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585id=549585 accessed 14th January 2010HR Planning Availableonlinehttp//www.bnet.com/topics/human+resource+planning accessed24th January 2011Image of HR Available onlinehttp//rphrm.curtin.edu.au/2006/issue2/strategic.htmlAccessed 18th January 2011HR Planning Available(online)http//www.investopedia.com/terms/h/human-resource-planning.asp accessed 24th January 2011Utility of HR Planning availableonlinehttp//www.cipd.co.uk/subjects/perfmangm t/general/perfman.htm accessed 24th January 2011Talent Management Availableonlinehttp//www.cipd.co.uk/subjects/recruitmen/general/talent-management.htm?IsSrchRes=1 Accessed 25thJanuary 2011Human Resource Policies Availableonlinehttp//definitions.uslegal.com/h/human-resource-policies/ Accessed 25th January 2011Organisational structure Availableonlinehttp//en.wikipedia.org/wiki/Organisational_structure Accessed 25th January 2011Defination of Organisational Culture Availableonline http//en.wikipedia.org/wiki/Organizational_culture Accessed 25th January 2011HR Effectiveness Availableonlinehttp//www.htr.org/hrmanagement.asp accessed25th January 2011Doherty N.,Tyson S.,1999Human Resource Excellence.,Cranfield School of Mnagement.,Financial TimesManagement.Anthony P.W.et al.,1995.Strategic Human Resource Management,Dryden Press.Image of Evolution of SHRM available online http//www.brighthub.com/office/project-management/articles/77199.aspx?p=2 accessed 18th January 2011DEST Strategic Human Resource management Framework Availableonlinehttp//www.annualreport2007.dest.gov.au/chapter_eight/people_management.htm accessed 18th January 2011Workforce planning Availableonlinehttp//www.cciq.com.au/Business-Skills/Adult-Learning/What-training-is-right-for-your-business Accessed 19th January 2011