Module MH010

Strategic HR Management

 

Module author

Charmi Patel

University of Edinburgh
UK

Learning objectives

After you have studied this module, you will be able to:

  • Recognise the dynamic transformation from personnel management to strategic HRM;
  • Discuss how human resources can be a source of competitive advantage by reviewing and discussing theories and models of strategic HRM;
  • To explore the relationship between strategic HRM and firms performance;
  • Critically analyse the competing conceptualizations of high-performance work systems;
  • Highlight the rise of human resource planning (HRP) as a strategic priority by exploring the relationship between SHRM and HRP;
  • Explain the techniques and approaches associated with demand and supply of human resources;
  • Outline the role of job analysis in the HRP process;
  • To critically discuss issues within SHRM and HRP research.
Content

Chapter 1: Evolution from Personnel Management to Strategic HRM
1.1 Strategic Human Resource Management
1.2 Human Resources Planning and Strategic HRM
1.3 Case Study: Google's HR Practices: A Strategic Edge?

Chapter 2: Models and Theories of Strategic HRM
2.1 Resource-Based View (RBV)
2.2 Integration Approaches
2.3 The General Causal Model of the HRM-Performance Relationship
2.4 The AMO Model of the HRM-Performance Relationship
2.5 The Psychological Contract Model of HRM-Performance Relationship
2.6 Strategic/Tactical Model of Strategic HRM
2.7 HR Leader Model

Chapter 3: Human Resources Planning/Workforce Planning
3.1 Strategic HRM Models and Workforce Planning
3.2 Approaches to Workforce/HR Planning
3.3 Techniques of Workforce/HR Planning
3.4 Strategic Role of Job Analyses
3.5 Case Study: BIG Lottery Fund (BIG)

Workload units 2
Read excerpt Strategic HR Management

 

 

 

Why Open School of Management believes that solid knowledge in strategic human resource management is important

Strategic human resource management addresses the need to help companies promote their goals by retaining the best employee talent. Human resources management may involve all aspects of the process from hiring and firing to salaries. In addition, the field may include employee training, benefits, and administration. They should also be in control of vacation days, incentives, and safety procedure information.

Human resource management can help companies cultivate a workplace environment that is efficient and productive. For example, incentives and higher pay are two ways to keep employees motivated. Both can be controlled and managed by human resource management. Business owners can improve the employee retention rate by purchasing state-of-the-art equipment and making each employee's work-life easier.

In addition, human resources can work with other departments to improve the lives of their employees. They will do whatever it takes to help improve the processes within the company as it relates to employees. This will help to make the company more successful.

Every company should have a human resources plan. This plan should include what employees may want, need, and what the company can supply given their current budget and resources. For instance, a large company may be able to afford to send their employees to elaborate training programs regularly, but smaller companies may not be able to afford this type of training. Larger companies may be able to host training on-site in their own conference rooms, but small companies may only be able to go to an off-site facility to receive training.

Employee development is a huge part of strategic human resource management. When recruiting and interviewing prospective employees, they determine how trainable and coachable the candidates are before they are hired. Companies must be constantly recruiting and interviewing prospective employees to be successful in their respective industries.

Human resources management should develop a strong training and mentoring program to help find, develop, and train the best employees. They will also improve company policies and remain abreast of all the major projects within a company. Informed employees are better employees and will be more apt perform at optimal levels when they feel like they have a stake in the outcome of the company. In general, companies can output higher quality products consistently when they have policies in place to instruct, coach, and encourage employees.

 

Why study Strategic HR Management?

Strategic human resource management is essential to thriving and successful companies. Every human resource department should be able to assist, assess employees, and observe employee behavior in addition to providing regular reviews. The quality of staff members will affect your company's ability to produce a product that's effective and desirable by people in the public.

Human resources management helps companies retain a competitive advantage. They review all aspects of the hiring process and the talent retention process to ensure that they remain ahead of the curve. They review all the policies and the hiring process to ensure that their talent gets the most from their experience with the company. This will improve employee morale and productivity. Companies with satisfied employees tend to thrive and produce exceptional products.

Human resource management is highly relevant in today's world because they can communicate and be a more neutral liaison between employees and management. This keeps everyone protected in the process and helps the environment remain more conducive to productivity. Human resources is essential to the hiring and employee retention process. Without human resources, it is more difficult to find the best talent available to deliver the type products that consumers love to buy.

 

Module overview

In this module, you master certain skills in order to be proficient in the field of strategic human resource management. You should be able to recognize the transformations from personnel management to strategic HRM. You should be able to discuss how human resources can provide a competitive advantage in certain organizations if it is approached properly.

Students should also be able to review and discuss theories that are related to strategic HRM and explore the relationships between strategic HRM and each firm's performance. They should also be able to critically analyze the conceptualizations that may compete with high-performance work systems and expose the rise of human resource planning (HRP) as a strategic priority.

The coursework should also teach students to explain the techniques and approaches associated with the supply and demand of human resources. Students should be able to understand the HRP process and be able to critically discuss the issues associated with SHRM and HRP research.

 

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