Strategic HRM

HRM
• Recruiting
• Hiring
• Benefits
• Training
• Development
SHRM
Take all the responsibilities of HRM and align then
with the goals of other department and overall
organizational goal.
Objectives are aligned with
-Mission -vision -goal -values
• SHRM means formulating and executing
human resource policies and practices that
produce the employee competencies and
behaviors that the company needs to achieve
its strategic aims
• Strategic human resource management is the
pattern of planned human resource activities
intended to enable an organization to achieve
its goals.
 Walmart - Walmart as an example of how strategic human
resource management can be used to establish a profitable
company. The emphasis on the value of employees has
been evident from the start when Walmart’s founder, Sam
Walton, named the HR department the ‘people division.’
seven overriding strategies (price, operations, culture, key
item/products, expenses, talent, and service)

• Operational success - Walmart invests in continuous training

and learning for its employees.
• Company culture - Walmart managers attend cultural training
at the Walton Institute.
• Connecting people to products - irrespective of their position,
has to focus on how to provide a better customer experience.
 Nissan uses a philosophy called kaizen to help
its employees to always keep striving to make
improvements to how they work.
 objectives

• To ensure the availability of a skilled,

committed, & highly motivated workforce
in the organization to achieve sustained
competitive advantage.
• To provide direction to the organization so
that both the business needs of the
organization & the individual & collective
needs of its workforce are met.
Components of SHRM
 Components of SHRM

1. It focuses on an organization’s human resources (people) as

the primary source of competitive advantage of the
organization.
2. The activities highlight the HR programs, policies, and
practices as the means through which the people of the
organization can be deployed to gain competitive advantage.
3. The pattern and plan imply that there is a fit between HR
strategy and the organization’s business strategy (vertical fit)
and between all of the HR activities (horizontal fit).
4. The people, practices, and planned patterns are all
purposeful, that is, directed towards the achievement of the
goals of the organization.
 Benefits
• Increased job satisfaction.
• Better work culture.
• Improved rates of customer satisfaction.
• Efficient resource management.
• A proactive approach to managing employees.
• Boost productivity.
THANK YOU