Knowledge in Strategy
Case Interview Framework
Case Interview Framework
Rajarshi Ghosh
Case 3 Strategia
Case 3 Strategia
Approach to Guesstimates
Approach to Guesstimates
Best Sectors to Open Consulting Firm - Article
Best Sectors to Open Consulting Firm - Article
Consight - Complete Information on Consulting
Consight - Complete Information on Consulting
Microsoft Excel Practice sheet by Forevision
Microsoft Excel Practice sheet by Forevision
The Best Book on Consulting by IIM A
The Best Book on Consulting by IIM A
Priceline.com Case Study
Priceline.com Case Study
Putul Mondal
Electrification future in India
Strategies for electrification companies and future scenario
Tanuj Gupta
Tata Hexa marketing strategy
How can Tata HExa compete with its competitors like Innova and Mahindra SUV.
Samsung Challenges & recommendations
It analyses the challenges faced by orientation program of Samsung. Plus the generational gap among employees.
Strategic HRM
Introduction and Basic Concept Strategic Human Resource Management involves three components ? a) Recognizing the need and importance of human capital (b) Knowing that the people implement the plan (c) Knowing that where the company wants to go and developing the strategies for reaching the goals. By adopting Strategic Human Resource Management an organization can have committed, skilled and motivated employees so that it has competitive advantages over others. Strategic HRM is a concept that aims to fulfil the needs of the employees as well the organization by the application of coherent HR policies. Hence, Strategic HRM helps in the integration of all HR programs within a larger framework thus facilitating the organization’s mission and its objectives. Results and Strategies of Strategic HRM It leads to: Increased Performance 2.Customer and employee satisfaction 3. Enhanced Shareholder Value Strategies are: Effective management of staffing by selecting the employees that fit both the culture and strategy Investment in human capital identified with potential for high retention. Integrated HR policies that follow from corporate strategy. Main focus on customer needs and emerging markets. It also involves Human Resource Planning in which first Human Resource Requirement is calculated. If there is shortage of employees then recruitment should be done. If Surplus Human Resource is available then hiring should be restricted. Conclusion So, from all this it looks that Strategic HRM is a rational strategy based on the business policy but in reality it doesn’t translates into cooperatively supportive set of human resource practices or initiatives. Hence, Strategic HRM is an approach of mind that demonstrates a method of doing things. It is accomplished in the form of HR strategies.