#STRATEGIC HRM: It involves making the function of managing people the most impo rtant priority in the organization

and integrating all HR programs and policies within the framework of a company strategy. SHRM realizes that people make or b reak an organization because all decision made regarding finance, marketing, ope ration or technologies are made by an organization. SHM involve the development of a confident, align collection of practices, programs and policies to faciliti es the achievement of the organization strategic objective. #STRATEGIC ROLE OF HRM: 1) Strategic hrm is the process of linking the human res ource function with the strategic objectives of the org in order to improve perf ormance. 2) Establishing a strong HR strategy that is clearly linked to the org strategy is not enough. 3) HR strategy needs to be communicated, practiced-spell ed out and written down. # TRADITIONAL HRM vs SHRM: 1) Responsibility for HR program: HRM:: Staff personn el in the HR department, SHRM:: Line manager, all managers responsible for peopl e are HR manager. 2) Focus of activities: HRM:: Employees relation, motivation, productivity, compliance with laws, SHRM:: Partnership with internal and externa l customers. 3) ROLE OF HR: HRM: Reactive and transactional, SHRM:: Proactive an d transformational, change leader. 4) INITIATIVE FOR CHANGE: HRM:: Slow, placeme nt, fragmented, not integrated with large issue, SHRM:: Fast, flexible, systemat ic, change initiatives implemented in concert with other HR systems. 5) TIME HOR IZONE: HRM:: Short term, SHRM:: Consider various time frames as necessary. 6) CO NTROL: HRM:: Bureaucratic control through rules, procedures and policies, SHRM:: Organic control through flexibility as few restrictions on employee behavior as possible. 7) JOB DESIGN: HRM:: Focus on scientific management principle divisi on of labor, independence and specialization, SHRM:: Broad job design, flexibili ty, teams and group and cross training. 8)IMPORTANCE INVESTMENT: HRM:: Capital, products, technology and finance. SHRM:: People and their knowledge, skills and ability. 9) ACCOUNTABILITY: HRM:: Cost centre, SHRM:: Investment centre. #OBJECTIVE OF SHRM: 1) To ensure the availability of a skilled committed and hig hly motivated workforce in the org. to achieve sustained competitive advantage. 2) To provide direction to the org so that both the business needs of the org an d the individual and collective needs both workforce are met, 3) this is achieve d buy developing and implementing HR practice that are strategically signed or t o another, 4) HRM is practiced in only those org that have clearly articulated c orporate or business strategy. 5) Org who do not have a corporate plan cannot ha ve SHRM. 6) In such org HR personnel carry out the traditional administrative an d service roles not concerned with strategic business issues. #SCOPE OF SHRM: A) Strategic human resource management deals with macro concern s such as :1) quality, 2)commi9tment, 3) performance, 4) culture, 5) management development, 6) it defines the areas in which specific HR strategies need to be developed, 7) Strategic HRM is an outcome as org. B)) System designed to achieve sustainable competitive advantage through people. For other however SHRM is vi ew as a process the process of linking HR practices to business strategy. C)) HR M are concerned with ensuring : 1) Availability of an efficient workforce, 2) tr aining, 3) rewards, 4) good employee relations, 5) HRM are more specific and fac ilitate the successful achievement of the corporate objective e and goals. 6) Ac cording to Ulrich HR strategy is the outcome the mission, vision and priorities of the HR function. #VISION HR: A)Business partner: 1)aligned with line management, 2) Integral mem ber of management team. B) Both at corporate and regional level: 1) Drive cultur e change to fit strategy and vision, 2) Do the basics well, 3) Organization flex ibility around the work to be done. #MISSION HR: To provide high quality and cost effective processes, programs and service to our associated throughout the world that align with company overall b

usiness strategy.