A Closer Look at Strategic Human Resource Management

Human Resource Management is the part of the organization that is concerned with the ‘people’ dimension. It is a staff, or support, or function in the organization. Its role is to provide assistance in HRM matters to line employees, or those directly involved in producing organization’s goods and services. Every organization is comprised of people. Acquiring their services, developing their skills, motivating them to high levels of performance, and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is rue regardless of the type of organization – government, business,, education, health, recreation, or social action. Getting and keeping good people is critical to the success of every organization.

To look at HRM more specifically, it is proposed to approach it as consisting of four main functions – staffing, training and development, motivation and maintenance. In less academic terms, one can say that HRM is made up of four activities: getting people, preparing them, stimulating them, and keeping them.

HRM SKILLS

What skills and competencies are necessary for successful performance in HRM? Although it is extremely difficult to pinpoint exactly what competencies will serve as the best when dealing with the uncertainties of human behavior, one can turn to the certifying body in HRM for answers. Specifically, the Human Resource Certification Institute (HRCI) suggests that certified HR practitioners must have exposure and an understanding in six specific areas of the field. These include management practices, selection and placement, training and development, compensation and benefits, employee and labor relations, and health, safety, and security. Let's briefly look at each one

Management Practices

As a subset of management, HRM practitioners are required to have a general understanding of the field of management, its history and theories (especially those relating to the behavioral component), and the trends and their implications that exist today.

Selection and Placement

HRM practitioners require an understanding of how jobs are filled, the various methods of recruiting candidates, and the selection process. Emphasis in this area is on making good decisions about job candidates that use valid and reliable measures.

Training and Development

For employees to be successful in an organization, they must be trained and developed in the latest technologies and skills relevant to their current and future Jobs. This means an understanding of adult learning methodologies, relating training efforts to organizational goals, and evaluating the effort.

Compensation and Benefits

One of the chief reasons people work is to fulfill needs. Intrinsic or extrinsic aside, one major need is compensation and benefits. Yet these offerings are probably the most expensive offerings with respect to the employment relationship. As such, the HRM practitioner must understand the intricacies involved in establishing an effective, yet cost – effective compensation and benefits package.

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