Strategic Human Resources Management and Planning

    Strategic Human Resources Management and Planning

HRM is defined as the process of managing Employees in Organization  and it can involve hiring,Firing ,Training and motivating employee.

Importance /Purpose Of  HRM  

Compensation,Performance management,Organization Development,Safety,Wellness,Employee Motivation

Major Functions of HRM

Strategic Management,Recruitment and Selection,Training and Development,Compensation and benefits,Policy Formulation,Employees and Labor Relations,Risk Management.

Practices of HRM

Planning,Staffing,Appraising,Compensating,Training and Development,Managerial Relationship.

HRM begins with the Recruitment and Selection Process of the Organization.In this stage it is very important to do the correct manpower planning as well as select best of out of the best according to JD and JS. Keeping right persons in right places  is a challenge in HRM.

1 Figure: HRM planning process

Training and Development play Major role in HRM. It creates the working attitude ,Sharpenning skills,Teamwork of the employees and generate future leaders of the Company.

According to the Maslow's  need Hierarchy theory The lower Levels of need are satisfied prior to the higher Level of needs ,Higher level need can not be a motivation factor unless the proceeding the Lower Level need is satisfied.Once need is satisfied it is not motivation factor anymore.Theory Explain unsatisfied need act as a motivators. HRM follow this Theory to Motivate people through employees Carrier  path /Promotion and Compensating.There is a relationship between HRM practices and Organizational performance.Example Delery and Doty (1996,P 829)done a study in HRM practices on organizational performance in Banking industry may not be valid in other industry. and Effective HRM leads to achieve cooperate Vision Mission and goals of the Organization.

Although there are many ways by which companies can gain a competitive advantage ,as Macmillan(1983) has suggested ,one way overlooked is through their HRM practices.

References
Delery and Doty  1996. Strategic human resource practice implementation: The critical role of line management. Human Resource Management Review, 24(3), pp.271-281

Lepak, D.P., Liao, H., Chung, Y. and Harden, E.E., 2006. A conceptual review of human resource management systems in strategic human resource management research. In Research in personnel and human resources management(pp. 217-271). Emerald Group Publishing Limited