Strategic HRM for a Successful Organization

  SHRM impact on organizational performance. Guest et al (2000) Modelled the relationship between HRM and performance as shown. Although there are various stakeholders in an organization, the chief strategic goal of any business is higher financial performance or maximization of wealth for the shareholders.  Performances of an organization depends to a large extent on effective operational performance. The operational performance of an organization is a function of people, process, and technology. For effective interaction of people with technology and process, the people in the organization must be competent enough, with the required knowledge, skill and abilities. Competence of the individual is an important factor that decides operational effectiveness in terms of providing quality products and service within a short time. HRM practices such as selection, training, work environment and performance appraisal may enhance the competence of employees for higher performance (Cal...

  ‌HR roles in building a competitive organization (Ulrich,D. 1997) 1.        Strategic partner : The management of strategic HR, aligning HR & business strategy. 2.        Change agent : The management of transformation and change, creating a renewed organization.         HR professionals as change agents ·        Caralyst/sponsor (dedicated employee body) ·        Facilitator ·        Designer (re-design HR system) ·        Demonstrator (demonstrate change within own functions) 3.        Administrative expert : Management of firm infrastructure, reengineering organization process. 4.        Employee champion : Management of employee contribution, increasing employee commitment and capab...

  HR professionals, especially at the highest level make a strategic contribution that ensures organization has the quality of skilled and engaged people it needs. The role of HR practitioners very widely according to the extent to which they are generalists or specialist the level at which they work and the needs of the organization. Therefore, the HR practitioners play varies roles in an organization. The Strategic Business partner model What is the HR Business Partner Model?  (HR university)  HR professionals as strategic business partners should work closely with management influencing the business strategy and contributing to its implementation. The recommended role for the HR function is that of ‘strategic partner’. This role typically has 4 aspects. ·        Top HR executive corporate with their line counterparts in formulating HR strategies. ·        Top HR executives fully participate in all busine...