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1. Strategic Human Resource Management (SHRM): SHRM is a framework for employees to be hired, managed and developed in ways that supports an organization’s long-term goals. Objectives of SHRM: To ensure the availability of a skilled and highly motivated workforce in an organization to attain competitive advantage. Ensuring that HR policies, practices, and initiatives support and contribute to attain organizational goals and objectives. To create advantages through its actions that can differentiate any organization from its competitor organizations. SHRM helps in executing business decisions successfully.

2. SHRM Definition: Wright and McMahan (1992) How human resources plans and organizes their activities to achieve organization goals. Wright and Snell (1991) Organizational systems are designed to achieve sustainable competitive advantage through people. Gary Dessler Formulating and executing HR policies and practices that produce the employee competencies and behaviors that the company needs to achieve its strategic aims.”-

3. Components of SHRM Planning Positive workplace Compensation and benefits   Performance management   Result-oriented, data-driven approach

4. Planning : Plan HR strategies that are in sync with both the current and future objectives of the organization. Positive workplace - SHRM focuses on creating a positive workplace where employees are happy , work well together , and stay committed to meeting the organization's present and future goals. Compensation and benefits  - I t aim is to keep employees motivated and committed while also supporting the organization's financial goals. Performance management   - Performance evaluation drives employee performance to enhance overall company success and financial performance. Result-oriented, data-driven approach –  SHRM teams collaborate with senior executives to develop metrics, analyze trends, devise risk strategies, and prepare for hiring and resource challenges.

5. Strategic HRM Traditional HRM Proactive Reactive Data Driven Experience Driven Strategic Function Support Function Goal Oriented Performance Oriented Long Term Objectives Short Term Goal

6. HR Strategies Investments & Risk in Human Assets: Focus : Investing in human capital as a strategic asset . Approach : Integrating HR initiatives with overall business strategy. Goals : Maximizing ROI on human resources. Investment & Risk : Investments include recruitment , training and development. Risks include turnover costs and market changes affecting skill demand.

7. Investment Investment involves dedicating resources to enhance and develop the organization's workforce through various activities and initiatives. Strategic assets include physical infrastructure, equipment, technology and human resources. ROI – Return on Investment Risk: Risk refers to the possibility of loss, harm, or negative consequences arising from a particular action, decision, or event.

8. Factors determining the investment orientation of an organization: Industry and Market Dynamics: Consideration of industry trends, market conditions, and competitive pressures. Financial Position: Availability of funds, cash flow, and financial health of the organization. Risk Tolerance: Organization's willingness and capacity to take on risks associated with investments. Technological Advancements: Opportunities presented by emerging technologies and their potential impact on business operations. Organizational Culture: Values, beliefs, and norms that shape decision-making regarding