Human Resource Advance | Strategic Human Resource Management by Diljeet Singh | Learn Smarter
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Strategic Human Resource Management

Strategic Human Resource Management (SHRM) outlines the transition of HR from traditional administrative roles to strategic partnership roles aligned with organizational goals. It emphasizes the importance of aligning HR strategies with business objectives, utilizing frameworks such as the Balanced Scorecard to enhance organizational performance and drive competitive advantage.

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Sections

  • 1

    Strategic Human Resource Management (Shrm)

    This section outlines how HR has evolved to a strategic function, emphasizing its alignment with organizational goals.

    Learning Practice

  • 1.1

    Description

    Learning

  • 1.2

    Learning Objectives

    This section outlines the learning objectives for the chapter on Strategic Human Resource Management (SHRM).

    Learning Practice

  • 2

    Evolution Of Hr To Shrm

    The section outlines the transformation of Human Resource Management (HRM) from traditional practices to a strategic role integral to business performance.

    Learning Practice

  • 2.1

    Traditional Hrm Vs Strategic Hrm

    This section contrasts Traditional Human Resource Management (HRM) with Strategic Human Resource Management (SHRM), highlighting key differences in roles and objectives.

    Learning Practice

  • 3

    Linking Hr Strategy With Business Goals

    This section explores how to align HR strategies with overarching business objectives, focusing on workforce planning, talent acquisition, retention, and succession planning.

    Learning Practice

  • 4

    Key Models And Frameworks

    This section discusses vital models and frameworks within Strategic Human Resource Management (SHRM) that help align HR practices with organizational goals.

    Learning Practice

  • 4.1

    Harvard Model

    The Harvard Model emphasizes a people-centric approach in HR, integrating stakeholder perspectives to align organizational strategy with human resource practices.

    Learning Practice

  • 4.2

    Michigan Model

    The Michigan Model emphasizes the alignment of human resource management with organizational goals, focusing on the importance of fit between HR practices and business strategies.

    Learning Practice

  • 4.3

    Balanced Scorecard

    The Balanced Scorecard is a strategic planning and management tool used to align business activities with the vision and strategy of the organization.

    Learning Practice

  • 4.4

    Hr Scorecard

    The HR Scorecard is a strategic management tool that helps organizations evaluate the contribution of their HR practices to overall business performance.

    Learning Practice

  • 5

    Hr’s Role In Change Management

    This section discusses the pivotal role of HR in managing organizational change, including cultural transformations and effective communication.

    Learning Practice

  • 6

    Chapter Summary

    This chapter discusses the evolution and strategic importance of Human Resource Management (HRM) in aligning with an organization's goals.

    Learning Practice

References

Chapter 1_ Strategic Human Resource Management (SHRM).pdf

Class Notes

Memorization

What we have learnt

  • SHRM transforms HR into a s...
  • The alignment of HR strateg...
  • Key performance indicators ...

Final Test

Revision Tests