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
- Corporate strategy: This strategy is formulated at the top management level. This strategy may be influenced by both internal and external environmental forces.
- Internal environment: Internal environmental forces play a pivotal role in formulating a corporate strategy as well as business strategy.
- External environment: Some external forces also affect corporate and business strategies. Among these forces, competition and government regulations play most significant roles.
- 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.
- 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.
- 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
- 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,
- 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.
- Staffing: Staffing means the acquisition of human resources for the vacant and potential vacancies of the organization. The efficient employer must be recruited through the effective staffing program.
- 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
- Performance management: Effective performance management systems need employment results, assess both organizational and individual needs and plan for the future progress.
- 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.
- Labor relations: A good industrial .climate is very important for smooth running of the organization. Harmonious labor-management relations may help the purpose.
Therefore, 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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