Pr

oces
sofSHRM

1.
Scanni
ngt
heEnv
ironment
:

Thep rocessbeginswiththes canningoft heenv i

ronment,i
. e.b
otht heext ernalandi nternal
factorsoft heor gani
zation.Theext ernalenvi
ronmentenc ompassesthep oli
t i
cal,legal,
technologi
c al
,economic,s oci
alandc ulturalforcesthathaveagr eatimp actont hef unctioning
oftheb usiness.Theinternalf actorsinc l
udetheor gani
zat
ionalcult
ur e,hierar c
hy ,busi
nes s
processes,SWOTanal ysis
,i ndustrialrelati
ons,etc.thatpl
ayac ruci
alr oleinp erformingt he
businessoperations.

2.
Ident
ifySour
cesofComp
eti
tiv
eAd
vant
age:

Thenextstepi
nthes t
rategichumanr esour
cemanagementp
roc
essist
oident
ifythe
parameter
sofcompeti
tiv
ead vantagethatcoulds
temfromdi
ver
sesourc
esasprod
uctqual
it
y,
pri
ce,cust
omerser
v i
ce,brandposit
ioning,d
eli
ver
y,etc.

TheHRd ep
ar t
mentc anhel
pingai
ningthecompet
iti
vead
vantageb
ycond
uct
ingt
heef
fic
ient
trai
ningprogrammesdesi
gnedtoenri
chtheski
ll
softhestaf
f.

3.
Ident
ifyHRMSt
rat
egi
es:

Ther
ear emaj
orf
ours
trat
egi
esund
ert
akenb
yanor
gani
zat
iont
oenr
icht
heemp
loy
ees
c
apabi
li
ties
:

a)Lear ni
ngasSocial
ization:Thiss
trat
egyinc
ludest
het echni
quesast r
ainingcour
ses,
coachingsessi
ons
,ed ucationprogr
ammestoensurethattheemp l
oyeesab i
debytherul
es,v
alue
andb eli
efsofanorganizat i
onandareabl
etomeetthep er
f or
mancet argets.

b
)Devol
vedInf
ormalLearni
ng:Thi
sstr
ategyhel
psi
nmaki
ngt
heemp
loy
eesawar
eoft
he
l
ear
ningopp
ortuni
tiesandthecar
eerdev
elop
ment.

c
)Engi
neeri
ng:Thi
sstrat
egyfocus
esoncreatinganddev
elop
ingc
ommuni
tiesofp
rac
tic
eand
s
oci
alnet
workswithi
nandout
s i
detheor
ganization.
d)Empower
edInformalLearning:Thr
ought hi
sstrat
egy,theHRdepar
tmentfoc
useson
devel
opi
ngthel
earningenvironmentsuchasknowledgeab
outthenewp r
oces
ses,d
esi
gningof
newworkareasandt hepr
ovisionofsharedspac
es.

4.
Imp
lement
ingHRSt
rat
egi
es:

Oncethest
rategyhasbeendeci
dedthenextstepistoputi
tint
otheacti
on.TheHRs
trat
egy
canbeimp
lementedbyc
ons i
der
ingtheHRp ol
ic
ies,pl
ans
,acti
onsandpr
actic
es.

5.
Moni
torandEv
aluat
ion:

Thefinalst
epinthes
trategi
chumanresourc
emanagementprocessi
stocomp
aret
he
perf
or manceoft
heHRs t
rategyagai
nstthepre-es
tab
lis
heds
t and
ards.

Atthiss t
age,certai
nactiv
iti
esarep
erfor
medtoev
aluatetheoutcomesofthestr
ategi
c
deci
sion:estab
lis
hingtheperfor
mancet
arget
sandtol
eranc
el ev
els
,analyzi
ngthedevi
ati
ons
,
executingthemodifi
cati
ons.

Thus,tohav
eanef f
ecti
veHRstrat
egythefi
rmf ol
lowt
hes
est
epss
yst
emat
ical
lyandens
ures
thatthepurpos
eforwhi
chiti
sdesi
gnedisf
ulfi
ll
ed.

I
mpac
tofSHRMonp
erf
ormanc
e

Thei mpac tofs t rategichumanr esour cemanagement( SHRM)onor gani zationalp erformanceis
assessed .Add i
tionally,t heimpac tofaSHRMap p
r oachont heindi
v idualp erfor manc e,
organizat i
onalc ommi tmentandj obs ati
s facti
onl evel
sofhumanr esour cepr ofessionalsis
investi
gat ed .Anor gani zationexhi bitsSHRMwhent hehumanr esour cesf unc ti
oni svertical
ly
ali
gnedwi tht hemi ss i
onandob j ecti
vesoft heor ganizationandhor izont all
yi ntegratedwi th
otheror gani zationalf unc t
ions .Dat af romanat ionals ampleof269humanr esource
professionalsf roml ar geUSmanuf ac turingf i
rmswer eanalyzedus i
ngs truc turalequat i
on
mod el
ingt echni ques .Res ul
tsind i
catet hatt hedir ec
timp actofSHRMonor gani zational
performanc eisp ositiveands igni fi
cant ,ashy pothes i
zed.Further,SHRMwasf oundt od i
rectl
y
andp osi
t ivel
yi nf l
uenc ei nd
ivi
d ual perfor mance,or ganizati
onalcommi t mentandj ob
s
ati
sfac
tion.

Topmanager
si mp
lementi
ngaSHRMs ys
temcan,therefor
e,expectimprovedor
ganizat
ional
p
erfor
manceandimprovedlevel
sofindi
vid
ualp
er f
ormance,j
obs ati
sfac
t i
onandorganizat
ional
c
ommitmentfromtheorganizat
ion'
shumanresourcepr
ofessi
onals
.