Strategic Human Resource Management Practices (PowerPoint PPTX)

Strategic Human Resource Management Practices

Contents
1. Why Starbucks Success
2. Definition of Human Resource Management
3. What is SHRM
4. Benefits of SHRM
5. Strategic HRM Versus Conventional HRM
6. Strategic Model of HRM
7. The Chain Of Relationship HRM With Performance
8. Strategic Human Resource Management Practices
9. SHRM Process
10. Strategic HRM Cycle
11. How HR Practice Can Help Companies Meet the Competitive Challenges
12. Responsibilities of HR Department
13. HR as a Business with three product lines
14. Competencies Do HR Professionals need
15. Competitive Challenges Influencing Companies
16. HR in Globalization
17. The Balanced Scorecard
18. How HR Practices Support High Performance Work System
19. Relations Between HR Philosophy and Practices
20. How HR Practice Can Help Companies Meet the Competitive Challenges
21. Who performs the HR function?
22. HRM Tomorrow

Strategic human resource management is a process that helps the human resources department maximize the potential of its workforce through strategic planning, talent management, leadership development, organizational design, and performance management.

Strategic human resource management involves developing and implementing strategies for attracting, retaining, motivating, and managing talented individuals who contribute to the organization's success. HRM also includes policies and practices designed to ensure fairness in employment relations.

Strategic human resource management aims to achieve a competitive advantage by creating value for customers, shareholders, employees, and other stakeholders. The term "strategy" refers to the organization's overall plan of action to create value. It is not just one thing; it is a combination of many things, including:

1. Actions are taken by the organization to meet customer needs
2. Policies and procedures used to manage the organization
3. Processes used to produce goods or services
4. Marketing activities used to sell products and services
5. Financial decisions made to fund operations
6. Organizational structure
7. The technology used to support business processes
8. People-related issues such as recruitment, selection, training, compensation, benefits, and performance management
9. Legal requirements and regulations affecting the organization

Businesses benefit from strategic human resources management because it allows human resource departments to make better decisions. For example, companies can develop plans to improve productivity, reduce costs, increase profits, and enhance employee satisfaction. The sales and HR departments play a role in determining whether the company should expand into new markets, acquire another company, or merge with another business.

If you want your business to grow, you must first understand where it stands before developing a plan. Also, you must know your strengths and weaknesses and then work towards improving both. You must also identify opportunities to create new products or services.

If you want to attract more customers, understand what your target market wants and how you can provide it. It would be best if you also decided which marketing methods would work best.

To retain current customers, you must first find out why they buy from you instead of competitors. Then you must figure out ways to keep them satisfied. You may even wish to consider offering discounts or gifts to reward loyal customers.

You must also think about motivating your employees to perform well and stay productive. If you want to hire more qualified candidates, you must first understand the qualities you are looking for in potential hires. You must also decide if you're going to use job descriptions or conduct interviews when hiring.

Once you have determined your priorities, you can begin to implement changes to improve results.

In the past, strategic HR management was an administrative function. Today, HR directors/managers play a critical role in ensuring that the organization has the right people that help improve business performance and ensure that it delivers on its mission.

It means that HR professionals need to understand its goals and objectives. How they can best help the organization achieve those goals, and what actions will allow them to do so. This ppt will help you better understand what strategic human resource management is and how a smart plan can bring tremendous value to the organization.

Regards,

UJ Consulting