It provides idea to allocate the resources of organization to most match & capable Employee. It design the foundation of organization to achieve efficient business benefits, structure, culture, employees values propositions and effective communication strategic plan for HRM.
Strategic Human Resource Management give emphasis to organizational codes of moral values and manage public crash of business. SHRM take your business to the new level, integrates HR workflow, defines new goals, aligned employee work force for business flourishment. HR services got boosted & they found a streamlined direction towards a new way of achieving new goals of their organization.
An organization cannot be successes until there exists a collaborative partnership among employee & companies’ higher management staff. The HRM strategic plan should include the activities to make flexible workforce development.
Strategic Human Resource Management, encourage positive work environment within the organization. Strategic Human Resource Management enlightened the firm with new planned & consistent work framework according to their business needs and strategies.
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STUDENT ZONE Lecture2 Strategic Human Resource Management John BrattonCHAPTER OVERVIEWInitally we examined the theoretical debates on the nature of the HRM.
Resource-based model emphasizes the strategic value of human assets and continuousworkplace learning. Dimensions of Strategic HRMThis part of the chapter examines five important themes associated with SHRM. CHAPTER CASE STUDY: AIR NATIONALThis case can be used to illustrate the HRM-business strategy links. All these points are a source of HRM empowerment & success that’s ultimately sustains organization.


No success is possible if you don’t oversight & manage your employment staff on a daily basis. To achieve your future goals, you must be equipped with capable, talented and competent staff. Strategic Human Resource Management provides new innovations by adding smoothness in workforce morale and capabilities. Annual increment, employee of the month, employee of the years and promotions are the tactics to appreciate your loyal employees.
The employee’s development includes the some short courses, training sessions and short lectures that will change employees into more skilled assets.
This environment will eventually brings rise in the employee’s progressive & productive work graph. This partdiscusses the concept of strategic HRM (SHRM) and explores various themes associatedwith SHRM.
With theexception of leadership, they provide an introduction to the following chapters in the text.1. The case is basedupon Trevor Colling’s 1995 article, “Experiencing turbulence: competition, strategicchoice and the management of human resources in British Airways” and post September11, 2001 newspaper reports on restructuring in the airline industry.
The human resource department must a communication with the entire employee on a daily basis.
HRM activities like hiring, firing, training, administration and performance management got more line up because of strategic HRM. These little things motivate them and build strong relationships with employees for the future as well.
Like employee management, employee development, performance measurement and goal accomplishment that leads to business success.
It begins with introducing the student to the traditional prescriptive strategicmanagement model, the SWOT model. Organizational performance - examines the HRM-firm performance link and introduces you to some of the methodological challenges of measuring the impact of HRM that are examined in more detail in Chapter 14.2.


Organizational architecture - it is claimed that the process leads to flatter organizational structures, ‘reengineering’, redesigned work teams, use of IT, senior management commitment.3. Visit Air Canada’s Web site and, in particular, the company’s new services.Note the union-management implications and the different reward systems for AirCanada’s new business strategy.
Is it possible to identify a cluster or ‘bundle’ of HR practices with differentstrategic competitive models? Leadership - considered important in the ‘soft’ HRM model in order to develop a high level of employee commitment and cooperation.4. Organization need to be very critical while defining their Business Strategy, HR, Strategy, Goals, Context, Competitor and Stakeholder’s Demands. Do firms that adopt certain bundles of HR practicesexperience superior performance?Strategic managementDefinition: strategic management refers to a pattern of managerial decisions and actionsthat determines the long-run performance of the organization.
Managerialbehaviour is influenced also by the indeterminacy of the employment contract.Achieving the goal of ‘close fit’ of business and HR strategy may contract the goal ofemployee commitment and cooperation. Workplace learning - posited to be a central building block in the resource-based SHRM model and in the ‘learning organization’.
How does this model relate to the debateon ‘hard’ and’ soft’ variants of HRM?• HELPThis question requires you to evaluate strategic HRM models. You may wish to suggestthat a comprehensive answer would define strategy and explain HRM-business strategylinks.
One way for you to explain the difference between the SHRM models is to use theSWOT approach. The resource-basedapproach, with its focus on ‘knowledge capital’ and learning reflects many of the featurescontained in the ‘soft’ version of HRM. Look at Figure 2.8 and consider the merits of‘commitment HR strategy’ versus ‘traditional HR strategy’.



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