STRATEGIC HRM – Application and Benefits’

Every organization is built around the people – Human Centric, has the business is done in
exchange of services or products between the people. Human Resource is one the key asset to
any organization. Even in the era of technological advantages still the end product is delivered
to people alone. To achieve organizations maximum potentiality to use all its available resources
optimally to increase their productivity – Strategic HR management and its ethical application to
manage the people to gain competitive advantage of the business rendered.

The benefits of HR management is highly altruistic in nature, it ensures organization to achieve

success through people. Some of the key areas that need to be analyzed before influencing the
approached organization to go for HR Management and applications are listed have below to
achieve workforce efficiency.
  Internal Audit: Requirement based decision based on data analysis for resources
allotment

 External Audit: Brand Awareness, Customer expectation and People Analytics

 Competitive Advantage: Unique Selling Proportion (USP) & Resource expertise,

Innovative Models, compensation & benefits.

 Cost based Strategy: Value addition for Price offered - compensation & benefits

 Market Based Strategy: Skill enhanced resources (T & D), recruitment and selection

Advantages of Strategic Human Resource Management for the organization:

Team Building: Organizations Vision and Mission are the culture that need to followed to stay
ahead in the competition. To achieve success of an organization TEAM plays an important role
that focuses towards common goal has a target. Strategic HRM provides required confidence to
its stakeholders, investors, management and Employees, through concentric HR policies,
benefits, rewards, career development.

Continuous Development (Kaizen): Every advantage of HRM is focusing toward continuity in

improvisation of the available resources.

Process Monitoring: HRM main objective is to have a control over the quality of JOB
delivered. A proper monitoring provides a amplified approach to deliver competitive advantage.

References:

HRM System Strength and HRM Target Achievement—Toward a Broader Understanding

of HRM Processes, by Hauff, Sven; Alewell, Dorothea; Katrin Hansen, Nina, Human Resource
Management, 09/2017, Volume 56, Issue 5

The HRM Process Approach: The Influence of Employees’ Attribution to Explain the HRM‐Performance
Relationship, by Sanders, Karin; Yang, Huadong, Human Resource Management, 03/2016, Volume 55,
Issue 2

Ethics and HRM: Theoretical and Conceptual Analysis: An Alternative Approach to

Ethical HRM Through the...by Nadia de Gama; Steve McKenna; Amanda Peticca-Harris
Journal of Business Ethics, 11/2012, Volume 111, Issue 1