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 management level. This strategy may be influenced by both internal and external environmental forces.
2. Internal environment: Internal environmental forces play a pivotal role in formulating a corporate strategy as well as a business strategy.
3. External environment: Some external forces also affect corporate and business strategies. Among these forces, competition and government regulations play the most significant roles.
4. Business strategy: The 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.
5. 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.
6. 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
7. 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,
8. 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.
9. Staffing: Staffing means the acquisition of human resources for the vacant and potential vacancies of the organization. An efficient employer must be recruited through an effective staffing program.
10. Training: After effective staffing, training is the next stage of SHRM. Training is a process of increasing knowledge, skills efficiency and changing the attitude of employees toward attaining goals properly
11. Performance management: Effective performance management systems need employment results, assess both organizational and individual needs, and plan for future progress.
12. Compensation: Another most important and difficult task of SHRM is to make a well-accepted compensation plan. If the plan made it acceptable to the union leaders and general employees, it may be an excellent job for the SHR manager.
13. Labor relations: A good industrial .climate is very important for the smooth running of the organization. Harmonious labor-management relations may help the purpose.
Therefore, SHRM (Strategic Human Resource Management) always tries 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 that 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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