Edu1.pptx International Strategic Human Resource Management

This is about IHRM

1. International Strategic Human Resource Management

2. Strategic Human Resource Management Strategic Human Resource Management (SHRM) is the proactive management of an organization's workforce with the aim of aligning human capital with the strategic objectives of the organization. SHRM involves integrating HRM strategies and practices with the overall strategic goals of the organization to maximize employee performance and contribute to organizational success.

3. Strategic Planning in HRM Overview of Strategic P lanning in HRM Strategic planning in HRM involves analyzing the internal and external environment to identify strengths, weaknesses, opportunities, and threats related to human capital. It is a systematic process of setting HRM objectives and formulating strategies to achieve organizational goals. Importance of Strategic P lanning in HRM Strategic planning in HRM ensures that HR practices are aligned with the organization's long-term goals and objectives. It helps in identifying HR needs, developing talent, and creating a competitive advantage through effective human capital management.

4. Steps Involved in Strategic Planning Environmental Scanning: Assessing internal and external factors that impact HRM. Setting Objectives: Establishing clear and measurable HRM objectives aligned with organizational goals. Formulating Strategies: Developing HRM strategies to address identified needs and achieve objectives.

5. Environmental Scanning Environmental scanning involves analyzing internal and external factors that may impact the organization's human resources. Internal factors include organizational culture, structure, and workforce capabilities, while external factors include economic, technological, legal, and social trends. Methods of Environmental S canning SWOT Analysis: Identifying S trengths, W eaknesses, O pportunities, and T hreats related to HRM. PESTLE Analysis: Assessing P olitical, E conomic, S ocial, T echnological, L egal, and E nvironmental factors affecting HRM.

6. Environmental Scanning Importance of Environmental S canning in SHRM   Environmental scanning helps in identifying HRM trends, anticipating future challenges, and adapting HRM strategies to changing business environments. It enables organizations to make informed decisions about workforce planning, talent management, and organizational development.

7. Setting Objectives HRM objectives are specific, measurable, achievable, relevant, and time-bound goals related to human capital management. These objectives are aligned with the organization's strategic goals and contribute to achieving desired outcomes. Examples of HRM objectives Recruitment and Retention G oals: Attracting and retaining top talent to meet organizational staffing needs. Training and Development O bjectives: Enhancing employee skills and competencies to improve performance and productivity. Diversity and Inclusion T argets: Promoting diversity and creating an inclusive workplace culture to foster innovation and creativity.

8. Setting Objectives Importance of setting clear and measurable HRM objectives   Clear objectives provide direction and focus for HRM activities, ensuring alignment with organizational strategies. Measurable objectives facilitate performance evaluation and continuous improvement in HRM practices.

9. Formulating Strategies Types of HRM strategies Recruitment strategies: Attracting and selecting qualified candidates to fill job vacancies and meet organizational needs. Training and Development S trategies: Providing learning opportunities to enhance employee skills and competencies. Performance Management S trategies: Establishing performance goals, providing feedback, and rewarding high performance.

10. Formulating Strategies HRM strategies support the achievement of organizational goals by ensuring that human capital is effectively utilized and managed. Aligning HRM strategies with organizational strategies enhances employee engagement, motivation, and commitment to organizational success. Examples of HRM strategies aligned with organizational goals Employee E ngagement I nitiatives: Implementing programs to improve employee morale, satisfaction, and loyalty, leading to higher productivity and retention rates. Succession Planning: Identifying and developing future leaders within the organization to ensure continuity and sustainability of business operations. Workforce Diversity I nitiatives: Promoting diversity and inclusion to tap into a diverse talent pool and gain a competitive edge in the marketplace.

11. Implementation Process of implementing HRM strategies   Implementation involves translating HRM strategies into action plans, allocating resources, and monitoring progress. It requires effective communication, collaboration, and coordination among HR professionals and other stakeholders. Importance of effective implementation in SHRM  Effective implementation ensures that HRM strategies are executed efficiently and achieve desired outcomes. It involves overcoming resistance to change, addressing barriers, and adapting strategies to meet evolving needs.

12. Implementation Challenges in implementing HRM strategies Resistance to Change: Communicate the rationale for change, involve employees in the process, and provide support and training. Limited Resources: Prioritize initiatives, leverage technology, and seek external partnerships or funding. Lack of Leadership S upport: Build a compelling business case, engage senior leaders, and demonstrate the impact of HRM strategies on organizational performance.

13. Evaluation and Control Importance of Evaluation and Control in SHRM Evaluation and control ensure that HRM strategies are aligned with organizational goals and contribute to desired outcomes. It involves monitoring performance, collecting feedback, and making adjustments to improve effectiveness. Methods of Evaluating HRM strategies Performance Metrics: Measuring key performance indicators (KPIs) related to recruitment, retention, training, and employee engagement. Feedback Mechanisms: Gathering feedback from employees, managers, and other stakeholders through surveys, focus groups, and performance reviews.

14. Evaluation and Control Importance of feedback and adaptation in SHRM   Feedback provides insights into the effectiveness of HRM strategies and identifies areas for improvement. Adaptation involves making necessary adjustments to HRM practices based on feedback and changing business conditions to ensure continued alignment with organizational strategies.

15. Application to Organizational Strategies Integration of HRM strategies with overall organizational strategies HRM strategies are integrated with organizational strategies to support the achievement of business goals and objectives. They contribute to building a competitive advantage, enhancing organizational performance, and driving sustainable growth.

16. Application to Organizational Strategies Examples of how HRM strategies support organizational goals Improving employee engagement to enhance productivity: Implementing initiatives to foster a positive work environment, recognize and reward performance, and provide opportunities for career development. Aligning talent acquisition with business expansion plans: Recruiting and selecting candidates with the right skills and competencies to support organizational growth strategies and enter new markets. Developing leadership capabilities to drive innovation and change: Investing in leadership development programs to nurture future leaders, foster creativity, and adapt to evolving business environments.