Acing the Strategic Human Resource Management Process!
One of the most critical obstacles companies face in today’s competitive business environment is attracting and retaining qualified and skilled personnel. No plan, no matter how well-designed, will thrive unless the company has the right people in the right positions, with the right skills and attitudes, and supported by the right leaders.
The effective management of people to driving them to attain the right goals is strategic human resource management. It is intended to assist businesses in better meeting the needs of their workforce while also pursuing business goals.
According to many experts, the idea of Strategic Human Resource Management has emerged as a link between business strategy and human resource management. Strategic Human Resource Management is a people management theory focused on the idea that human resources are crucial to long-term business success.
The company gains a competitive advantage by efficiently using its people, relying on their expertise and innovation to achieve clearly established goals. Strategic Human Resource Management works to ensure that an organization’s culture, style, and structure, as well as the productivity, engagement, and motivation of its workforce, all contribute to the achievement of business goals. Strategic Human Resource Management is a modern concept that distinguishes itself from conventional HR practices, which were merely a function of the organization.
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Companies that practice Strategic Human Resource Management:
Few businesses are genuinely committed to changing their HR practices to improve their operational efficiency. Companies with the best HR practices implement an effective human resource management approach that involves hiring top talent, introducing employee incentive schemes, identifying and coping with organizational challenges, and being creative in order to stay ahead of the competition.
Here are three examples of top organizations that excel at strategic human resource management:
The business has combined Japanese manufacturing methods with British productivity to create a unique technique. This is known as Kaizen, and it gives employees a lot of room to improve on how things are done. Employees are recruited based on their drive and creativity, and they are then motivated to continue to develop their talents and even compete to come up with the best ideas.
There are no secret salaries at Nissan, and the employees are well compensated. Leaders develop their own teams that they believe are the best for the job at hand, with the goal of increasing employee engagement and productivity.
Nissan has had a lot of success with this strategy. It prioritizes employees while closely balancing HR needs and business objectives.
When it comes to employee growth, Google is well-known for its creativity and strength. They understand that it is their people who make them great, and this is at the heart of their overall business strategy. The organization has a plethora of world-class employee amenities. There is a seven-acre sports complex, as well as several fitness centers, roller hockey rinks, horseshoe pits, and massages that are subsidized.
Employee retention is a priority for Google’s human resources department. They understand that if employees are given the right benefits and opportunities to grow, the organization would be able to attract and retain top talent. Knowing that HR can make or break a business, senior management ensures that it is closely integrated, so it not only protects its employees as a high-end investment but also goes to great lengths to ensure that they are satisfied employees. It’s no coincidence that Google employees are among the world’s most productive ones.
CISCO built HR technology to guide, strategy, and better serve the needs of the market, as customary to their industry. The CISCO Talent Cloud is basically an internal CRM that provides managers with visibility into the company’s employees’ expertise and experiences. Furthermore, it provides employees with the resources and information they need to take charge of their roles.
This strategy encourages managers to develop the best team for a specific project while also providing staff with the opportunity to learn by working on the project that helps them achieve that goal. Senior managers may also provide real-time information about how their teams work, deliver outcomes, achieve goals, and how engaged they are.
This is referred to as a “one-size-fits-one” experience, and it seems to be working for them. CISCO is the best company to work for in Fortune’s Best 100 Companies To Work For list, and it is able to recruit top talent to help achieve business objectives.
It’s interesting to look at these three major companies that are using strategic human resource management because they all have a common emphasis.
Understanding the importance of employees on overall performance is a top priority in these organizations. They recognize that their most valuable asset is their workforce, and they incorporate this into the human resource strategy as part of the overall strategic management process.
Strategy: The Bridge
HR is strategically aligned with the company’s vision and business plan. Regardless of whether the organization uses strategic management tools or does it the old-fashioned way, their approach must be integrated into HR.
Wages, insurance, schooling, and family care are all provided as part of these companies’ HR programs, ensuring that employees are well compensated for their time and talent. Compensation packages are a part of the human resource planning process for hiring and retaining top-performing employees.
However, the most successful organizations as well are continually re-evaluating and improving their strategic human resource management because there are always ways to improve! One of them is to opt for an HR software that not just helps you manage your employees efficiently but also enables you to create an awesome work culture.
Try Keka – your very own people enabler!
Bhagyashree Shreenath is a full-time Content Writer at Keka Technologies. She is very passionate about writing and loves to write about the gaps in organization & human resource management strategies to handle the related concerns. When she isn’t writing, you will find her reading a book, or exploring new places.
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