Companies have teams working towards goals and objectives that make or break them. Strategic Human Resource Management – SHRM and its strategic employee analysis help determine requisite techniques or actions, HRM strategies, etc. The company seeks to increase employee value while addressing its strengths and weaknesses.
The results of strategic human resource planning are often seen in
- Boosting efficiency and productivity.
- An effective work culture.
- Better job satisfaction.
- Customer satisfaction.
- Proactive employee management.
- Enhanced strategic HRM for management of human resources.
What a great SHRM plan does:
In short, here’s what the Strategic Human resource management strategies of HRM achieve. It helps you;
- Understand, align and communicate goals, objectives through HR skills and capacities.
- Estimate strategic human resource planning versus the future requirements.
- Analyze and determine employee tools and HR training required for effective functioning.
- Implement, correct and evaluate the strategic HRM
Are you aware of the 9-step approach taught in an HR analytics course for learning the strategies of HRM? You can enrol in Jigsaw Academy to earn certification in Human resource courses to advance your career. Let’s look at these prongs of strategic human resource management and its planning.
Step one in strategic HR planning or management is zero in on the organizational objectives, culture and goals. Interacting and educating the employees, leaders, stakeholders and managers ensure that they synchronise towards the same underlying desired results.
Organizational Goal Setting:
The formation of organizational goals, culture and values formation is step two in strategic Human Resource Management. This critical step helps avoid internal conflicts, bad attitudes, wrong expectations etc., through a thorough study and definition of where the company is headed and what it wants to achieve. Communicating and educating all effectively regarding the 5-yr road map, the promises, expectations, purpose, mission and more is needed to keep everyone on the same page.
Analysis of business and external factors:
In step three, you have finalized your goals and need to see where your business stands, what factors affect it, understand the risks, and arrive at the needed remedial actions. Some of the factors affecting your business can be arrived at by studying the current HRM for expectations and demands, competitor analysis, gauging the industrial trends, and seeking what the organization’s services/ products can address in the future 5-yr plans.
Analysis of resources and internal environment:
To implement any strategy, you need to have an actionable plan, understand and remedy the present internal environment and your resources to leverage and align them to the company’s goals/ objectives. In this mission-critical step four, you can see results through team communications, individual and team goal setting, risk assessment of the strategic plan etc.
Analysis of external and internal business factors may ready you for dealing with future risks. In step five, one must undertake a risk analysis to identify strategic opportunities while dynamically using the analysis results in creating an agile and adept HR strategy to explore such opportunities thrown up and customized to the company’s needs.
Conduct a gap analysis:
Step six involves addressing optimally the gaps thrown up in a gap analysis and helps identify the strengths, resources, weaknesses, remedial action needed areas and more.
Have an alternative plan and strategy:
No one was prepared for the Corona pandemic. Such factors derail organizations and help develop alternate ones to address the worst-case situations and realign your alternate strategy to cope with unforeseen factors and evolve into the new business normal. Step seven then is to have a Strategy/ Plan-B to deal with the emergence of newer technologies, fluctuating markets, inadequate finances, lockdowns etc.
Implement, reanalyze and re-strategize:
Step eight is where you act, reassess, forecast and react to your strategic plans. Three strategic areas to focus on here are
- Hiring for new future-ready requirements and needs.
- Aligning training, on-boarding and HRM to the new plans.
- Training and educating on the new values, culture and plans.
Evaluation and control processes:
Once implemented, you must continuously evaluate, realign and control the processes through strategic HRM to ensure maximum benefit towards the company’s objectives and goals in step nine.
Now that you understand the 9 step approach of Strategic human resource management let’s move on to the job profile.
What exactly does the HR job entail?
The job is multi-faceted, many skilled and empowers you through human resource courses to
- Develop the skills inventory.
- Recast training programs and performance reviews.
- Incentivize relevant learning and lateral skill development.
- Re-equip employees through HR training, performance improvement plans, PIP and better skill utilization.
- Plan for skill redundancy.
- Check for employee growth accommodation, new HR and personnel requirements etc.
- Liaison, communicate effectively and play buffer between the various organizational arms.
- Plan and organize efficient leave and resource management.
- Ensure analysis of demand and supply gap being effectively reduced across personnel and all requirements like infrastructure, software, hardware, management tools, and more.
- Evaluate, strategize and apply corrective measures to align with the growth of the company and its 5-yr strategic plans.
When strategic HRM interests you as a plausible career choice, there are several short HR training courses in Strategic Human Resource Management that you can pursue. Jigsaw Academy offers HR analytics course that can provide you with hr training.