Strategic human resources management is a movement within the field of HR that applies a more strategic approach to the management of human resources. As organizations move more toward this model, there are many considerations that a company should make before implementing it. Click on this link to learn more about strategic human resources management.
With your fellow classmates, please discuss the following questions:
If you were an HR manager in a company, would you encourage strategic HR management? Why or why not?
Do the benefits of strategic HR management outweigh the barriers to its implementation? Why or why not?
Sample Answer
Would I encourage Strategic HR Management? Why or why not?
Yes. As an HR manager, I would advocate for SHRM because it changes the department from being a "cost center" (spending money on payroll and compliance) to a "value center" (generating revenue through talent optimization).
Alignment with Business Goals: In traditional HR, we might hire people based on current vacancies. In SHRM, we hire and train people based on where the company wants to be in five years. If the company plans to expand into AI technology, SHRM ensures we are building that talent pipeline today.
Proactive vs. Reactive: SHRM allows the department to anticipate problems like labor shortages, high turnover, or skill gaps before they affect the bottom line.
Employee Value Proposition: Strategic HR focuses on culture and engagement. When employees feel that their development is aligned with the company’s success, retention rates increase, which significantly reduces the massive costs associated with turnover.
2. Do the benefits of SHRM outweigh the barriers to its implementation?
Yes, the benefits outweigh the barriers, though the "growing pains" of implementation are significant.