Organizational Success through Strategic Human Resource Management

IntroductionHRM is a strategic approach to acquisition, motivation, development and management of organization's human resources. It is a specialized field that attempts to develop an appropriate corporate culture, and introducing programmes which reflect and support core values to enterprise and ensure its success.HRM is proactive rather than reactive, i.e., always looking forward to what needs to be done and then doing it, rather than waiting to be told what to do about recruiting, paying of training people, or dealing with employee relations problems as they arise. [1]Thus, According to Flippo, human resource management is the planning, organizing, directing and controlling of procurement, development, compensation, integration, maintenance and reproduction of human resources to end that individual, organizational and societal objectives are accomplished.Human Resource Management: Objectives* To help organization reach its goals.* To ensure respect for human beings. To identify and satisfy needs of individuals.* To ensure reconciliation of individual goals with those of organization.* To provide organization with well-trained and well-motivated employees.* To develop and maintain a quality of work life. [2]Human Resource Management: Functions* Human resource or manpower planning.* Recruitment, selection and placement of personnel.* Training and development of employees.* Appraisal of performance of employees.* Taking corrective steps such as transfer from one job to another.* Remuneration of employees.* Social security and welfare of employees.* Setting general and specific management policy for organizational relationship.* Collective bargaining, contract negotiation and grievance handling.* Staffing organization.* Aiding in self-development of employees at all levels.* Developing and maintaining motivation for workers by providing incentives.* Reviewing and auditing manpower management in organization. [3-5]Human Resource Management: Futuristic Vision* There should be a properly defined recruitment policy in organization that should give its focus on professional aspect and merit based selection.* In every decision-making process there should be given proper weight age to aspect that employees are involved wherever possible. It will ultimately lead to sense of team spirit, teamwork and inter-team collaboration.* Opportunity and comprehensive framework should be provided for full expression of employees' talents and manifest potentialities.* Networking skills of organizations should be developed internally and externally as well as horizontally and vertically.* For performance appraisal of employee's emphasis should be given to 360 degree feedback which is based on review by superiors, peers, subordinates as well as self-review.Definition of SHRMSHRM or Strategic human resource management is a branch of Human resource management or HRM. It is a fairly new field, which has emerged out of parent discipline of human resource management.Strategic human resource management can be defined as linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation, flexibility and competitive advantage.In an organization SHRM means accepting and involving HR function as a strategic partner in formulation and implementation of company's strategies through HR activities such as recruiting, selecting, training and rewarding personnel.According to Wright & McMahan, 2 992, Strategic Human Resource Management refers to:The pattern of planned human resource activities intended to enable an organization to achieve its goals. …