SHRM, Definition, best strategies and its sub strategies, theories, etc

1. STRATEGIC HUMAN
RESOURCE MANAGEMENT
– A CASE STUDY
Prepared by:
MOHAMED HUDAIF T
MSW IIND YEAR (HRM)
DEPT OF SOCIAL WORK
PONDICHERRY UNIVERSITY

2. The linking of human resources with
strategic goals and objectives to improve
business performance and develop an
organizational culture that fosters
innovation, flexibility & competitive
advantage.
SHRM

3. SHRM is a process that requires
understanding of the status of the firm,
human resource available and then
placement of the right human resource
personnel in the right position achieve
the strategic goals of the organization.

4. The best strategies
1.Best fit theory
2.The practice theory
3.The resource theory

5. The best fit theory
According to Hedge; The best fit
theory is contingency model that is
designed based on internal
environment of the business.

6.  This model links the HR strategy
• To existing environment
• The pressure &
• The demands of the organization.
 The flexibility and professionalism is essential
to meet the needs of the organization through
this theory.

7. The theory categorizes the organizations into
three;
1.The defenders
2.The prospectors
3.The analysers.

8. The defenders
 The defenders are those organizations
producing limited goods in a narrow product
market.
 They need innovation to improve on the
existing products to be remain active.

9. The prospectors
 The prospectors producing goods based on
market opportunities and needs
 They need active innovation to satisfy the
existing marketing opportunity.

10. The analysers
Analysers combine the aspects of both defenders
and prospectors.

11. There are five steps to implement
the best fit theory:
1. Starting the organization’s goal and
mission, values and management
philosophy.
2. Analyse the status and position of the
organization before any new strategy can
be implemented.

12. 3. Strategic formulation.
4. Strategic implementation of the choices.
5. Analyse of performance.

13. Best practice theory
The best practice theory is entails the employment
of several practices that are considered as best and
they contributed to the improvement of the
organization performance.

14. There is no contingency model in this model.
The practice in use and the changes in use are
not determined depending on the market
environment rather they are universal
prescriptions.
The theory aims at developing the employee and
developing their commitment to the business
with the goal being to the improving

15.  The best practice theory aims at developing the
employee and developing their commitment to
the business with the goal being to the
improving the organizational performance with
the ultimate goal of improving on competitive
advantage.
 To achieve this aim, the organizations ensuring
employees security of employment practices
under the formal contract.
 And the equal employment opportunities.

16. Qualification under the best practice theory is a
combination of skill and experience.
The effective compensation strategies through
wages or salaries, allowances, and reward.

17. The resource theory
This theory based on the idea that the
organizations resources whether tangible,
intangible from a critical and important part
when undertaking strategic position.

18.  The assets include in this theory are cash, brand
name, loyalty, assets, research and
developmental abilities.
 In this theory, the organization is viewed as a
hub of abilities, power, and achievements which
are integral through strategic management to
achieve competitive advantage.

19. THANK
YOU…