Strategic Human Resource Management (SHRM) Essay

Strategic Human Resource focal point (SHRM) - Essay ExampleThis is precisely the reason why we have witnessed a shift from bureaucratic commence from the beginning of 19th century, to tender-heartedistic approach. While performing literature reviews and discussion with HR/ HC executives to understand strategical serviceman resource way, I have found that SHRM gives a quantifiable value to contributions made by HR teams and helps them develop HR architecture and workface that aliens well to organisational objectives, giving rise to a war-ridden advantage. Careful analysis of strategic HRM reveals that human capital management is mandatory for straight offs quick changing environment. In my view, the pace shown by todays organizations and enterprises demand a fast-responding HR management teams that can alter the orientation of human capital with reference to organizational goals. This analysis of todays human resource management practices had made me develop an understanding of this basic concept of strategic HRM. through literature review and practical observations, I have observed that SHRM gives a mod direction to handed-down administrative role of HRM. It is about alienating the role and behavior of the workforce in a modality that corresponds to organizational objectives, mission and vision (Vosburgh, 2007). This is precisely the point where the concept of HR billet partnership emerges. passing game through present theories and thorough discussion with some of HR acquaintances has helped me develop an understanding that HR business partnership needs capital investment which is a sole decision made by organizational leadership. Without knowing the return on investment, it is difficult for management to provide funds for future developments. Here, SHRM emerges as the crutches that todays weak Human capital managers need. This concept helps HR managers to analyze the value that they can pay off to the business like other strategic officiates o f the organization (Scott-Jackson, 2009). Further discussions with HR executives helped me gain more shrewdness of SHRM theory. In my view, SHRM defines a road map for HR executives via whom they can devise tools for acquiring and retaining suitable human capital that is well-versed with organizational practices and owns suitable skills set inventory. In addition to that, it is also important to ensure that this human capital is provided with necessary extrinsic and intrinsic benefits in order to keep them motivated. Where HRM has core responsibility of to a higher place mentioned functions, SHRM moves one step forward by devising frameworks through which HR systems and practices can actually suffice organizational leaders in enhancing organizational performance and development. Hence, in my view, SHRM is a tool for gaining a agonistic advantage that allows organizational management to achieve its business targets in an effective manner (Becker & Huselid, 2006). This understandi ng of SHRM function made me perform further analysis of the techniques used or suggested by todays executives for achieving the objectives of this new regime. In order to gain this understanding, I performed a thorough analysis of various organizational models and see case studies. Through this research, I came to know that the foundation of SHRM is an understanding of the organizational objectives and goals in financial call (Becker & Huselid, 2006). Once these concrete figures are available, HR executives are required to present HRM