SHRM Vs Conventional HRM

SHRM (Strategic Human Resource Management) and Conventional HRM (Human Resource Management) are two different approaches to managing the human resources of an organization. Here are some key differences between the two:

Focus: Conventional HRM primarily focuses on the day-to-day management of employees, while SHRM focuses on aligning HR practices with the overall strategic goals and objectives of the organization.

Role of HR: In conventional HRM, the HR department is viewed as a support function, whereas in SHRM, the HR department is viewed as a strategic partner that helps to drive the organization’s overall strategy.

Decision-making: In conventional HRM, decisions are often made in isolation, based on the immediate needs of the organization. In SHRM, decisions are made in a broader context, considering the long-term goals and objectives of the organization.

Flexibility: Conventional HRM is often seen as rigid and inflexible, while SHRM is flexible and adaptable, allowing HR practices to evolve and improve over time.

Measurement: In conventional HRM, success is often measured in terms of efficiency, while in SHRM, success is measured in terms of effectiveness and alignment with the organization’s overall strategy.

Overall, while conventional HRM focuses on the day-to-day management of employees, SHRM takes a more strategic approach, aligning HR practices with the overall strategic goals and objectives of the organization. By doing so, SHRM helps organizations to better position themselves to compete and succeed in today’s rapidly changing business environment.

Meaning and Role of Strategic formulation and Implementations

Strategic formulation and implementation are two important processes in strategic management that are essential for the success of an organization.

Strategic formulation refers to the process of developing a strategy or plan for achieving the organization’s goals and objectives. It involves analyzing the organization’s strengths, weaknesses, opportunities, and threats, and developing a plan that takes into account these factors, as well as the organization’s resources and capabilities. The outcome of the strategic formulation is a strategic plan that outlines the organization’s mission, vision, goals, objectives, and strategies.

On the other hand, strategic implementation refers to the process of putting the strategic plan into action. It involves allocating resources, defining roles and responsibilities, developing action plans, and monitoring progress towards achieving the organization’s goals and objectives. Successful implementation requires effective communication, leadership, and coordination among all stakeholders involved in the process.

The role of strategic formulation and implementation

in organizational success cannot be overstated. Here are some key roles they play:

Provides direction and focus: Strategic formulation and implementation help to provide direction and focus for the organization by clarifying its goals and objectives and developing a plan to achieve them.

Facilitates decision-making: Strategic formulation and implementation provide a framework for decision-making by helping to identify priorities, allocate resources, and develop action plans.

Enhances resource utilization: By aligning resources with the organization’s goals and objectives, strategic formulation and implementation help to enhance resource utilization, leading to better efficiency and effectiveness.

Facilitates change management: Strategic formulation and implementation help organizations to adapt to changes in the business environment by providing a framework for managing change and implementing new initiatives.

Promotes communication and coordination: Successful strategic formulation and implementation require effective communication and coordination among all stakeholders involved in the process, promoting a culture of collaboration and teamwork.

Overall, strategic formulation and implementation are essential processes in strategic management that help organizations to achieve their goals and objectives by providing direction, focus, and a framework for decision-making, resource utilization, change management, communication, and coordination.

Barriers of strategic HRM

Strategic Human Resource Management (SHRM) is the process of aligning an organization’s human resource policies and practices with its overall strategic objectives. While SHRM has many potential benefits, there are also several barriers that can impede its successful implementation. Some common barriers of strategic HRM include:

Resistance to change: Implementing SHRM often requires a significant shift in an organization’s culture and processes. Resistance to change from employees, managers, or other stakeholders can make it difficult to adopt new HR policies and practices that align with the organization’s strategic goals.

Lack of top management support: SHRM requires strong support from top management to be successful. If senior executives are not committed to implementing and sustaining strategic HR practices, it can be challenging to achieve alignment between HR and organizational strategies.

Limited resources: SHRM can be resource-intensive, requiring significant investments in HR technology, training, and development. If an organization has limited resources, it may be challenging to allocate the necessary funds and personnel to implement strategic HR practices effectively.

Lack of HR expertise: To implement SHRM effectively, HR professionals must have a deep understanding of the organization’s strategic goals and the skills and competencies required to achieve them. If HR professionals lack the necessary expertise, they may struggle to develop and implement strategic HR policies and practices effectively.

Inflexible organizational structures: Organizations with rigid hierarchies and structures can make it difficult to implement flexible HR policies that align with the organization’s strategic goals. If organizational structures are not adaptable, it may be challenging to implement HR practices that can respond quickly to changing business needs.

Cultural differences: SHRM practices that work well in one culture may not be as effective in another. Organizations operating in multiple regions or countries may need to adapt their HR policies and practices to account for cultural differences and ensure that they align with local business practices.