13 Models of Strategic Human Resource Management

There are various models of strategic human resource management. The aspects of the strategic human resource management model are discussed in the following paragraphs:

Models of strategic human resource management

  1. Corporate strategy: This strategy is formulated at the top manager level. This strategy may be influenced by both internal and external environmental forces.
  1. Internal environment: Internal environmental forces play a pivotal role in formulating a corporate strategy as well as business strategy.
  2. External environment: Some external forces also affect corporate and business strategies. Among these forces, competition and government regulations play most significant roles.
  3. Business strategyThe next stage of, strategic human resource management after formulating the corporate strategy is a business strategy. This strategy is formulated for each business unit as per its overall objectives.
  4. Human resource strategy: The main function of strategic human resource management is to formulate a well-conceived HR strategy incorporating HR planning and job design approaches.
  5. Employee separation: This process is a key strategic issue for the separation, employees  leave  the  organization  smoothly  but at  this, operations do not suffer or important professional relationships do not hamper
  6. Laws regulating employees: Sometimes regulating authority imposes an embargo on recruitment promotion, pay scale of the organizations and so on. Thus SHRM activities are affected,
  7. HR information systems (HRIS): For making an effective HR strategy some relevant information is essential. Through a strong HRIS, the decision makers may make a human resource strategy and perform other HR functions.

    Models of Strategic Human Resource Management

    Models of Strategic Human Resource Management

  8. Staffing: Staffing means acquisition of human resources for the vacant and potential vacancies of the organization. Efficient employer must be recruited through the effective staffing program.
  9. Training: After effective staffing, training is the next stage of SHRM. Training is a process of increasing knowledge, skills efficiencies and changing the attitude of employees for attaining goals properly
  10. Performance managementEffective performance management systems need employment results, assess both organizational and individual needs and plan for the future progress.
  11. Compensation: Another most important and difficult task of SHRM is to make a well-accepted compensation plan. It the plan made acceptable to the union leaders and general employees, it may be an excellent job for the SHR manager.
  12. Labor relations: A good industrial .climate is very important for smooth running of the organization. Harmonious labor-management relations may help the purpose.

Models of strategic human resourceTherefore, SHRM (Strategic Human Resource Management) always try to maintain good labor-management relations. The above model of SHRM is an elaborate model.

In addition to the aspects of the model there are a few areas those could be included in the model such as global factors. In the open market world, SHRM cannot decide anything on the basis of domestic forces only.

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