COURSE OVERVIEW:
Strategic Human Resource Management (SHRM) is defined as alignment of strategic business goals of the organisation with human resources, so as to foster innovation and improve motivation, satisfaction, productivity, and eventually overall performance. Strategic HRM is a relatively new term, which differentiates itself from traditional HRM which was just merely an organisational function.
Strategic human resource management is an approach to the practice of human resources that addresses business challenges and makes a direct contribution to long-term objectives. The primary principle of strategic human resource management is to improve business performance and uphold a culture that inspires innovation and works unremittingly to gain a competitive advantage. It’s a step above traditional human resources and has a wider reach throughout the organisation.
Since the last twenty years or so, there was an increasing fear of HR being secluded from business goals and as a separate part of the organisations. There was an increasing need felt across sectors of HR playing a vital role in improving productivity in organisations to achieve a competitive edge. So, strategic HRM came into existence.
The primary goal of strategic human resource management is to solve business objectives or obstacles that may not occur within the direct purview of HRM. This has to be done through effective HRM itself. So it is basically tuning of human resource management (HRM) to suit business objectives.
For strategic HRM, there must be effective cooperation between the top management and the HR head.
The main aim of strategic HRM is to address issues related to organisational culture, structure, effectiveness, resource matching, and performance. It involves developing the process capabilities as well as managing the human capital effectively.
Business objectives are accomplished when human resource practices, procedures and systems are developed and implemented based on organisational needs, that is, when a strategic perspective to human resource management is adopted. The aim of this course is to explore what this involves.
This course starts with an introduction to the basis of strategic human resource management (strategic HRM) provided by the concepts of human resource management and strategic management. Then covers a definition of strategic human resource management and its aims; an analysis of its underpinning concepts – the resource-based view and strategic fit; and a description of how strategic HRM works, namely the universalistic, contingency and configurational perspectives and the three approaches associated with those perspectives – best practice, best fit and bundling. Finally, ends with discussions on the reality of strategic HRM and the practical implications of HRM theories.
LEARNING OUTCOMES:
By the end of this course, you will be able to understand:
- The meaning of strategic human resource management
- The conceptual basis of strategic HRM
- The fundamental characteristics of strategy
- The concept of strategy
- The formulation of corporate strategy
- A realistic view of strategy
- The aims of strategic HRM
- The resource-based view of strategic HRM
- The implications of the resource-based view
- The significance of the resource-base view of strategic HRM
- The components of HRM that constitute a resource for the firm and are influenced by HR practices
- The resources covered by the resource-based view
- The strategic fit
- The perspectives on strategic HRM
- The concepts of ‘best practice’ and ‘best fit’
- The best practice approach
- The problems with the best practice model
- The best fit approach
- The lifecycle best fit model
- The best fit and competitive strategies
- The role behaviours appropriate for different strategies
- The strategic configuration
- The comments on the concept of best fit
- The bundling approach
- The significance of bundling
- The reality of strategic HRM
- The practical implications of strategic HRM theory
- The significant features of strategic HRM
COURSE DURATION:
The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.
COURSE REQUIREMENTS:
You must have access to a computer or any mobile device with Adobe Acrobat Reader (free PDF Viewer) installed, to complete this course.
COURSE DELIVERY:
Purchase and download course content.
ASSESSMENT:
A simple 10-question true or false quiz with Unlimited Submission Attempts.
CERTIFICATION:
Upon course completion, you will receive a customised digital “Certificate of Completion”.