strategic hr management by ksn raju, manager (hr), srts-i

STRATEGIC HR MANAGEMENT

By

KSN Raju,

Manager (HR), SRTS-I


Definition:

Strategic Human Resource Management is the process of linking the Human Resource function with the strategic objectives of the organization in order to improve performance.


An organization’s human resource management policies and practices must fit with its strategy in its competitive environment and with the immediate business conditions that it faces.

The implication of HR strategic choices for Organization's performance is certainly the key factor to gain competitive advantage.


HR Strategy

Environmental InfluenceBusiness Strategy


Concept:

An organization’s HRM policies and practices must fit & integrate with its strategy in its competitive environment and with the immediate business conditions that it faces.

The concept of integration has three aspects: The linking of HR policies and practices with the strategic

management process of the organization. The internalization of the importance of HR on the part of

line managers. The integration of the workforce into the organization to

foster commitment or an ‘identity of interest’ with the strategic goals.


Political Forces

Mission &

Strategy

Cultural Forces

Organizational Structure

Human Resource

Mgmt.

Economical Forces


CMD & BoD

Functional Directors &

EDs

F&A HRM O&M

Human Resouce Management: Philosophy, policies, programmes, practices, processes, relationships with employees, trade unions, contractors & Govt. Agencies.

Corporate Level Strategy

Business level Strategy

Functional level Strategy


THREE LEVELS OF STRATEGIC HR MANAGEMENT

Corporate Level Strategy: – What Business are we in? Where we want to

be? Business Level Strategy:

– How do we compete? (SWOT) Functional Level Strategy:

– How do we support the business level Competitive strategy?


REQUIEMENTS:

Basically a Top management’s job

Strong commitment at top

Dynamic/charismatic leadership

Percolates down with HR Strategies, Organization, Policies, Programmes & Procedures.

Effective feedback


STEPS INVOLVED:

Assess how well Human Resources Management is linked to Organisation’s mission accomplishment;

Explore the role played by the HR staff in Organisation’s strategic planning;

Determine how the HR service providers work with line managers to carry out organisation’s strategic goals; and

Identify best practices aligning HRM with the agency strategic plan and goals.

STRATEGIC HR MANAGEMENT - POWERGRID

To meet additional/changing work demand– Campus recruitments Vs open advertisements

Training & Development– Specialization Vs Generalization (Multi skill) approach

Compensation Packages & Career growth opportunities.– To attract and retain best manpower against

competition from IT & other Sectors.


IT based HR systems:– To reduce time consumed & error in

processing.

Improved & open performance assessment system:– To motivate employees.

Employee welfare programmes:– To ensure social bondage among employees

and commitment towards organisation.


Effective Feedback system:

– To ensure changing requirement of employees & external environment & to be proactive in implementation and revision of HR policies.

strategic hr management by ksn raju, manager (hr), srts-i

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