7 Barriers to Strategic Human Resource Management

Nothing is free from obstacles. SHRM also suffers from some barriers. These barriers are related to mentality, strategy, and outcomes Barriers are classified into seven main types. All these barriers to strategic human resource management are briefly discussed below:

Barriers to strategic human resource management

1. Short term mentality

Short-term mentality and focus on the current performance of SFIRM is the first barrier. Every manager act, long-term focus, because the organization has been established with long-term objectives/focus.

2. Strategic inability

Very often SHRM does not think strategically and he cannot think it to due in capability. This type of inability may arise for many reasons as a lack of technical knowledge, insufficient training, and the like.

3. Lack of appreciation

Sometimes top managers do not recognize the activities of strategic human resource management. So SHR manager does not get interested in doing any innovative venture. A few appreciations may get them a substantial mental boost up.

4. Failure understands the role

General managerial roles may not be fully understood by be managers. This failure is due to a lack of knowledge about the specialty of a degree of responsibility. This failure may create distance between these managers.

Barriers to Strategic Human Resource Management
Barriers to Strategic Human Resource Management

5. Difficulty in quantifying outcomes

Many outcomes may not be quantified. But SHRM   tries to enjoy the contribution. This is not always possible. Participation, work, etc. type function cannot be quantified because of their intangibility.

6. Wong perception of human assets

Investment in human assets may be regarded as high risk than that of technology and information. Though these technologies are run by human resources. This wrong perception may inhibit progress.

7. Resistance

SHR Managers may be resisted because of the incentives for change that might arise. The change implemented demand some incentives for efforts to execute the changed program. If these incentives are not given reasonable, they may create barriers to SHRM.

In addition to these barriers, there may be other points also. For example, a lack of union support, government backing, and weak financial position of the company can act as bathers to SHR management.

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