A long-term solution to human resource data management in an organization is to develop and

implement a strategic human resource management (SHRM) framework that aligns the
people management and development practices with the long-term business goals and
outcomes1. SHRM can help the organization to achieve a competitive advantage by leveraging
its human capital, enhancing its performance, and fostering a culture of innovation and learning.

Some of the key elements of a SHRM framework are:

● Defining the organizational purpose, values, and culture: This involves articulating
the vision, mission, and core principles of the organization, and how they guide its
actions and decisions. The purpose, values, and culture should reflect the identity and
aspirations of the organization, and inspire and motivate its employees2.
● Conducting a strategic analysis: This involves assessing the internal and external
factors that affect the organization’s current and future performance, such as its
strengths, weaknesses, opportunities, and threats (SWOT analysis), its resources and
capabilities, its market position and competition, and its stakeholder expectations and
needs1.
● Formulating a strategic plan: This involves setting the long-term objectives and goals
of the organization, and identifying the strategies and actions that will enable it to
achieve them. The strategic plan should consider the various dimensions of the
organization, such as its products and services, its customers and markets, its
processes and operations, its structure and governance, and its people and culture1.
● Implementing and evaluating the strategic plan: This involves executing the
strategies and actions that are outlined in the strategic plan, and monitoring and
measuring their progress and outcomes. The implementation and evaluation should
involve regular feedback and communication, and adjustments and improvements as
needed1.

The role of HR in the SHRM framework is to ensure that the human resource data management
system supports and facilitates the strategic plan, and that the data is accurate, reliable,
consistent, and secure. Some of the ways that HR can do this are:

● Adopting a centralized database or a human resource information system (HRIS):

This can help to store and manage all employee data in one place, and reduce data
duplication, inconsistency, and fragmentation. It can also facilitate data sharing and
access across different departments and functions, and enable data integration and
analysis3.
● Automating routine tasks and workflows: This can help to save time, reduce errors,
and enhance productivity and accuracy. For example, HR can use software applications
or artificial intelligence to automate data entry, payroll processing, benefits
administration, or performance appraisal3.
● Applying data analytics and business intelligence tools: This can help to extract,
transform, and analyze employee data to generate insights and reports that can support
decision making, planning, and strategy. For example, HR can use data analytics and
 business intelligence tools to identify patterns, trends, gaps, and opportunities, and
optimize human resource policies and practices3.
● Implementing data security measures and policies: This can help to protect
employee data from unauthorized access, modification, or leakage. For example, HR
can use encryption, authentication, authorization, backup, or audit to ensure data
confidentiality, integrity, and availability, and comply with legal and ethical standards3.