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Achieving Strategic HRM

The role of the human resource department saw a transition after the boom in the service industry. From mere paymasters and recruiters, their entry into the strategy involving the human capital became crucial to the company decisions. Strategy in human resources includes recruiting talents to the job in hand, engaging them at all times, paving way for career management, and retaining the talent.

Recruiting the right candidates to the right job require lots of hard work in it. The first step is determining the potential number of employees and the key skills needed for the future based on technological changes that could happen around them in the fast pacing business world. Projected turnover, past experiences, financial resources available, all contribute in reaching a decision on the number of recruits required. The strategy maker must be aware of the key skills of the current employees and their existing ability to compete in the challenges directed by the technological changes. If the existing employees can aid in meeting the future demands, the HR manager is to provide them with adequate training and developmental programs that helps them face the challenges with ease.

The rise and fall of the highly volatile business world should by no means have an impact on the work handed over to the employees. Absence of work can hit adversely the morale of the employees resulting in high attrition rates. Ensuring continuous engagement is a tough job that requires a good analytical mindset. Job rotation, performance appraisal, and career planning gives an insight as to how to engage the employees in a work that suits their skills and talents. Continuous engagement also involves upgrading the soft skills and the hard skills of the employees to make them capable of meeting up the challenges. This involves the recognition of the current skills of the employees and the determination of the future skills and bridging the gap between the two with the training and developmental programs. The HR managers have to discover ways and means of measuring how effective these programs were in shaping up the skills for the future.

Career management is another task that lies before the HR manager. Engaging the employees requires proper career management. One of the tasks related to this involves in assisting the employees in defining their career goals and directing them to those opportunities within the organisation that helps them to attain their goals. Career management plays a crucial role in filling the future requirements of the company through job rotation. But the people may not be willing to move through the paths defined by the HR. Edgar Schein came up with eight “career anchors” that the people could lay as their personal preferences that makes it difficult to make a change in their careers. Technical competencies in a particular field, managerial competencies, autonomy, security, creativity, dedication to a cause, challenges, and lifestyle are the eight factors that are set by the employees that has been identified by Schein as career anchors that makes career planning and rotation difficult. These career anchors can impose a grave threat to the strategic decisions on people requirement. Identifying these on a real time basis is therefore vital in strategic HR decisions.

High attrition rates results in a major drain to the company’s resources. Making an organisation an attractive place to work requires careful planning. The factors that induce the people move to another organisation and the positive forces they see in the current organisation need to be identified. The pay structure is one factor that saw a transition in the recent years. The usage of stock options to retain the employees for a longer term gained popularity over the recent years.

Strategic decisions helps in moving with the trends set by globalisation. For example, in the recent years with the BPO business on the continuous move to low cost countries, the companies have started to add foreign nationals into their payroll instead of sending the current employees to the low cost countries. Identifying the factors that motivate the people from various countries is a highly sensitive task that requires well made moves.

Achievement of strategic HRM requires the HR department to move with the flow of the current if they have to succeed in their ventures.

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