Strategic Hr Model: Meaning, Importance and Working

by

Strategic Hr Model: Developing a strategic human resources (HR) model will help you identify the impact of human resources activities and analyze the results of the activities.

Also See: Sustainable HRM Model: Meaning, Strategies and Benefits

WHAT IS STRATEGIC HR MODEL?

The strategic HR model is a management plan for the company’s human capital, ie its employees. Aligns strategies with corporate strategy and advises on talent recruitment, performance evaluation and compensation setting. Models are usually long-term plans that take time to develop and implement.

Strategic Hr Model: Meaning, Importance and Working

WHY STRATEGIC HR MODEL

Developing a strategic HR model is important to align business strategies  with HR performance. Successful alignment can lead to greater productivity and innovation, as well as increased productivity and job  satisfaction. The models seek to reduce employee turnover, which  reduces the company’s costs associated with orientation and training.

Also See: Storey Model Of Hrm: Definition and Components

KEY POINTS IN STRATEGIC HR MODEL

Identifying external  influences on personnel

  1. Strategy models take current and future conditions in the personnel market into account. This may indicate a skills shortage due to increased competition or looking for the right professionals to launch a new product. Models analyze historical data to predict future market conditions and prepare for employment-related events or adjust compensation strategies.

Also See: Warwick Model of HRM: Meaning, Elements and Advantages

Compare HR actions with results

  1. For HR to be effective, they must align their actions with results. Strategy models measure HR activities and benchmark performance to ensure employee recruitment drives engagement, productivity and results. Typical activities measured by HR models include:
  2. Recruitment & Training: Metrics measure training effectiveness to develop faster training strategies or more effective recruitment strategies.
  3. Compensation: Evaluates compensation strategies to determine whether employees receive benefits or appropriate compensation based on experience, seniority, or performance.
  4. Succession Planning: Identify opportunities for training or promotion.
  5. To measure action against outcomes, HR models address the following questions:
  6. Achievement: Determines whether current strategies meet HR objectives and adjusts accordingly.
  7. Job Satisfaction: Evaluates job satisfaction by measuring absenteeism, production, and quality.
  8. Incentive: Review current incentive strategies (bonuses and commissions) to see if they work.
  9. Employee Retention: Employee retention can reduce labor costs associated with hiring and training and attract new candidates due to job satisfaction.
  10. Engagement: Models assess employee engagement and develop ways to encourage interest and enthusiasm for work.

Also See: Standard Causal Model Of HRM: Definition, Features, Process

Involve stakeholders and advocates

  1. HR policies should consider how HR and other aspects of the organization interact. Budgets often influence who, when and how a company attracts and recruits talent, and marketing influences the company’s message. Technology requirements can affect work efficiency and productivity. Strategy templates consider the roles of management, employees, government and the marketplace to create an effective and inclusive human resources policy.

Maintaining a Competitive Advantage

  1. Because doing business is often a global endeavor, companies can find work anywhere in the world from a variety of applicants. Applicants with many job opportunities can be more difficult to attract, and HR models accommodate changing business and market conditions to remain competitive and attract the best talent.

Also See: 5p Model Of Hrm: Meaning, Purpose With Diagram

IMPORTANCE OF SHRM

  1. Organizations that ensure all teams are working in sync and in sync towards common goals achieve faster success. By applying strategic HR practices, you can analyze employees and identify actions that add value to  the organization.
  2. If the company’s HR people don’t know much about strategic HR management, they can enroll in online HR courses to fully understand the concepts  and implement them in the organization.
  3. There are distinct benefits of using strategic human resource management in any organization.

These include:

  1. Increased job satisfaction
  2. Improved work culture
  3. Improved customer satisfaction rates
  4. Effective resource management
  5. Proactive approach to employee management
  6. Increased productivity
  7. However, to implement SHRM successfully, business managers and HR managers should be on the same level otherwise multiple challenges may arise, such as A
  8. Changes in the business environment, such as B. Outbreak of a pandemic
  9. Changes in the technology used

Also See: ASTD Model of HRM: Complete Reference

WORKING OF SHRM

Strategic people management is key to retaining the best talent and developing human resources. It aims to make employees feel valued and engaged so  they are motivated to stay with the company. Before proceeding, however, you must create a strategic workforce planning process by following these steps.

  1. Maintain a deep understanding of the company’s goals Good
  2. Implement an HR strategy based on the above assessment
  3. Check effectiveness and take corrective action if necessary
  4. In fact, SHRM principles can accelerate growth early on when the business is focused on scaling.

CONCLUSION

Strategic HR Management is a process that helps HR maximize the potential of its people through strategic planning, talent management, leadership development, organizational design, and performance management.

Leave a Comment