Unit:1

Human Resource Management:

Concept and Challenges

Faculty Name: Rahul Dabhade

 CONTENTS:
CONTENTSPART 2
• Introduction of SHRM
• Definition of SHRM
• Importance and nature of SHRM
• HRM Models
• Harvard Model
• SHRM “matching model”.
 Introduction to SHRM

• Strategic Human Resource Management (SHRM) is the

practice of aligning HR strategies with business objectives to
drive organizational success.
 The Importance of SHRM

• Enhancing Performance
– SHRM focuses on developing people, fostering a culture of high
performance, and increasing productivity.
• Gaining Competitive Advantage
– By attracting and retaining top talent, organizations can differentiate
themselves from competitors.
• Ensuring Long-Term Sustainable Growth
– SHRM helps build a strong foundation by aligning HR practices with
strategic organizational goals.
 The Nature of SHRM
• Proactive Approach
– SHRM anticipates and addresses HR challenges before they
become issues, ensuring smooth operations.
• Strategic Alignment
– It involves aligning HR strategies with overall business
strategies to maximize organizational effectiveness.
• Continuous Improvement
– SHRM is an ongoing process that constantly adapts to
changing business needs and external factors.
 Overview of HRM Models

Harvard Model SHRM "Matching Model"

- Considers stakeholders - Focuses on strategic alignment

- Emphasizes employee well-being - Integrates HR with business objectives

- Advocates for employee influence - Enhances organizational performance

Harvard Model
 Harvard Model:
Concept and Application
• Concept
– The Harvard Model views employees as valuable assets and emphasizes
their role in organizational success.
• Application
– It involves creating a supportive work environment, empowering
employees, and fostering open communication.
SHRM "Matching Model“
 SHRM "Matching Model“
: Concept and Application

• Concept
– The "Matching Model" aligns HR practices with business
strategy to achieve organizational goals.
• Application
– It involves selecting, developing, and aligning employees
with the skills and competencies needed for success.
 Comparison between
Harvard and SHRM Models
Focus
The Harvard Model emphasizes employee well-being, while the
SHRM "Matching Model" emphasizes strategic alignment.

Approach
The Harvard Model advocates for employee influence, while the
"Matching Model" enhances organizational performance.

Scope
The Harvard Model considers stakeholders, while the "Matching
Model" integrates HR with business objectives.
 Conclusion and Key Takeaways

• SHRM enhances organizational performance by

aligning HR strategies with business goals.
• The Harvard Model and the "Matching Model" offer
different approaches to achieve strategic alignment.
• Investing in SHRM brings long-term sustainable
growth, competitive advantage, and improved
performance.
Thank You