What’s strategic human resource management?
Is a great question for both HR experts and business leaders. For over a decade, HR experts have tried to get a Seat at the table with their business leaders to influence how a business is run and also to increase the importance of the HR function. In many cases, the HR team isn’t fully integrated with the company. Frequently, the senior HR expert isn’t involved with either strategy development or key decisions on how a business is run. It is because some business leaders do not fully appreciate the strategic importance of the HR function, or in other cases, the HR leaders haven’t explained how a HR function can be strategic.
Both business leaders and HR professionals can benefit from having a common understanding about the basic question, what’s strategic human resource management? The answer is for both to work together to align the key roles of the HR function to support the overall strategic management. Define a Talent Management strategy: The success of any company Regardless of its strategy is mainly dependent upon getting the right people. In his famous business book, Good to Great, business guru Jim Collins stresses the importance of Getting the right individuals on the bus. Getting the right individuals on the bus and making it productive is the realm of HR.
Define the critical positions that support the strategy. Some are more critical to the execution of the strategy than others. Understanding which positions are most critical to success will enable the company leaders to focus their attention and resources where they’ll get the best Bang for the buck, and HR experts can use this as a point of entry for enhancing their role in strategy development. Define the critical skills needed to implement the strategy successfully. Depending upon the strategy and the industry, some skills will be more critical than others. Developing these skills isn’t just significant to the strategy execution, but additionally to the long term survival of the business.
Recruit the people with the skills and\/or raw talent to implement the strategy. The 21st Century business climate is one of constant change. Prosperous business strategies will include a component for developing people for the future. HR leaders should be there to help design the development and training strategies. Structure follows strategy, and some structures are more supportive of certain strategies. With the global nature of business and the development of new technologies that makes info available to more individuals, the structure able to support or detract from the strategy. Individuals must understand how their role and their individual results contribute to the overall success of the organization. HR leaders frequently have the best viewpoint on how rewards and recognition can support the strategy.