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Your HR department could outsmart your competition. Not with resumes, but with strategy! Welcome to the Strategic Human Resource Management. It’s where people’s decisions fuel business wins.

Increasingly, businesses need more than that.  More than “HR 101” and basic controls and competencies. They need growth, productivity, and performance. 

What Is Strategic Human Resource Management?

Strategic Human Resource Management goes way beyond just taking care of HR functions.

Traditionally, Strategic HRM takes a view of HR goals relative to the business’s overall purpose. It ensures that every action HR takes – recruitment management, hiring, firing, staff supervision, and training. All this is actioned carefully to support the business goals surrounding people’s bottom-line success. 

While HR can only be reactive to change like a butterfly effect, SHRM plans for change.  It makes HR intentionally proactive, change-oriented, and adaptable to the future. 

Why Is Strategic HRM Important?

As with every business, there are goals.  The important thing is that accomplishing those goals requires a lot of careful thinking, all about people, behaviors, actions, resources, and planning.

So why does Strategic HRM matter?

• Aligns business objectives and talent
• Strengthens the culture of the organization
• Assists in decision-making with data
• Ensures compliance and limits risk

With a clear HR strategy, you should be able to think quickly, act more deliberately, and always be in front of the change.

Essential Elements of Strategic Human Resource Management

• Workforce Planning

Anticipate staffing needs long-term.

• Talent Acquisition

Once again, focus on quality and hiring the correct individuals, not going quickly. 

• Training and development

Upskill all employees constantly.

• Performance Management

Make your goals clear for your employees!

Engagement with employees in performance levels using feedback & evaluations. 

• HR Technology Integration

Utilize an HRMS platform such as Savvy HRMS for things like: 

• Automation
• Analytics
• Integration for communication

SHRM versus Traditional HRM

Factor	Traditional HRM	Strategic HRM
Focus	Daily	Long-term
Role	Administrative	Advisory/Strategic
Impact	Operational	Business-wide
Tools	Manual	Automated, AI-enabled

 

Strategic Human Resource Management is evolving HR to be a decision-maker instead of simply being a supporter.

How to execute Strategic HRM?

It’s an easy four-step process:

 

1. Understand your business objectives

Understand your vision and mission.

2. Assess your current HR landscape

Get a grasp of all aspects of your workforce structure, skill set, or system.

3. Determine HR strategies

Align people plans with business needs. 

4. Measure success

Metrics help monitor your progress and provide quick adjustments.

It’s not a one-time endeavor. 

Value of Strategic Human Resource Management. 

When executed properly, SHRM produces:

• Enhanced employee engagement
• Employee retention
• Rapid growth of the business
• Strong employer branding
• Better compliance and governance

And most importantly, to your people, it creates a positive employee experience. 

Conclusion

It gives shape, clarity, and weight to everything the HR function does. The key to this connection is linking the HR activity to the strategy of the company to build the business of the future.

Ready for Strategic HR?

If you are ready to get the most from your HR Team as a business partner, the right tools will take you there.

Savvy HRMS makes it simple. It is designed to support you in implementing Strategic Human Resource Management at every level with automated workflows, sophisticated analytics, and intelligent integrations.

Get started with Savvy HRMS today and evolve your people management.

FAQs

• Is SHRM reserved for larger businesses?

No! Any size business, large or small, can apply SHRM concepts and methods! Not the size of the business.

• How is SHRM different from HR strategy?

Strategic human resource management considers ways. That is from implementation & tracking to all the other ways of developing the process over time.

• Will I be able to automate SHRM?

Yes! In addition to managing talent, firms such as Savvy HRMS can offer automation. All in hiring, payroll, attendance, employee performance & many human practices.

• What skills will HR practitioners require to apply SHRM?

HR practitioners require skills in analytical thinking, business and workplace knowledge, leadership, calls to action, and communication.

 

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When trust is broken, productivity is broken. Sounds relatable?  Relax, this isn’t about your love life—it’s just HR employee relations!

Organizations that thrive on good communication, fair treatment & respect did not happen overnight. It takes time and effort to build a workplace that embraces those values, with HR in the driver’s seat.

That takes time and hard work. So, how do HR managers develop robust employee relations? Let’s take a closer look.

What is HR Employee Relations?

It is the HR strategies, policies & actions that HR utilizes to develop a positive employer-employee relationship. That is why organizations increasingly rely on Human Resource Management people, because they are involved in supporting, coordinating, and dealing with – and even eradicating – dysfunctional teams.

Why HR Employee Relations is More Important Now than Ever

Unresolved arguments, unclear communication, or a lack of appreciation can bring people down. It is responsible for maintaining a balanced & respectful workspace for employees. Healthy employee relations build morale and decrease turnover. All of these items affect team motivation, company culture, and recruitment as an employer brand.

Core Functions of HR in Employee Relations 

Let’s take a closer look at how Employee Relations is an important function for HR practitioners:

Conflict Resolution

HR effectively addresses grievances and disputes appropriately. HR mediates between employees & management to resolve the issue as quickly as possible. 

Policy Administration

HR establishes policy in relation to many areas of the organization. Such as attendance rules and codes of conduct, to name a few. HR clearly outlines policies that guide behaviour & expectations. These policies eliminate grey areas if appropriately administered.

Feedback Mechanisms

 Feedback mechanisms must exist. HR formulates the format through surveys, one-on-ones, and performance appraisals. How can they speak up in terms of employees being able to provide feedback and be heard? 

Legal Compliance

 In order to protect the organisation and employees from potential legal problems.

Training & Development

 Learning continuously keeps teams energised. HR administers training that helps with developing skill sets and morale. 

Workplace Culture Building

 Leading initiatives on diversity, inclusion, and psychological safety does this. 

Performance Management

HR shows teams how to orient themselves toward achieving actionable goals. Through performance reviews, HR ensures that an employee’s performance is self-contextualised. But not without considering the context of the employee’s growth. And this is done through the systemic measurement of progress. 

Recognition programs in

HR Employee Relations

HR also encourages ways for organisations to establish recognition programs. That too, with a focus on developing programmes for recognising effort with rewards. For driving consistent performance behaviour marked by parity. Recognition has enhanced the damage of motivation!

Closing Thoughts in HR Employee Relations

HR relationships matter & poor relations kill morale, whereas good working relationships drive performance. 

This is a compelling reason for every organization to prioritize this process. HR is not about people management. It is about empowering people. With a well-defined process, effective tools & a people-oriented mindset. Your organization can put the building blocks in place to maintain sustainable relationships.

Next Steps

Take the guesswork out of HR employee relations with Savvy HRMS. Savvy HRMS provides HR teams with a platform that delivers HR employee relations support. That is more strategic and efficient.

Check out Savvy HRMS for a game-changer for your workplace from the inside.

FAQs

• What is the mission of HR Employee Relations?

The mission is to foster a healthy & productive workplace by facilitating a positive relationship between employer & employee.

• How does HR mitigate conflict in the workplace?

HR will listen to all sides & gather information with neutrality. Provide recommendations that are fair to both sides while resolving without further escalation.

• Why is employee feedback a good thing?

Feedback provides information to HR about employee concerns. It also identifies areas for improvement within processes & increases employee engagement and involvement.

• How can HR enhance employee relations?

By creating relevant policies & creating opportunities for open communication. 

• What resources are available for managing employee relations?

Building in automation for feedback gathering. Enabling communication while maintaining important messages and policy administration in HR policy.

Reading Time: 3 minutes

Workplaces change quickly. Random hiring processes aren’t enough. Businesses with no HR strategy find it difficult to move forward & have a long-term focus. Aligning human capital planning & managing talent. Giving their organisation a competitive advantage with the hr planning process.

Let’s look at the HR planning process in detail & why this is the foundation of effective HRM.

What is the HR Planning Process?

 This ensures you have the correct employees who are performing the right task at the right time. Thus eliminating the potential for both talent shortages & surpluses. 

HR planning enables your business to improve budgeting & planning & ensures your organisation runs more efficiently. 

Importance of the HR Planning Process

Why does it matter so much? Because strategic human resource planning builds workforce stability. The HR function needs to be armed to deal with retirements, promotions & unanticipated resignations. Companies without the HR planning process tend to be in a panic during transitions. The productivity is unhealthy.

Besides stability, the HR function ensures that most company functions are staffed optimally. And this is important in lean and agile environments.

Stages in the HR Planning Process

• Analysing Organisational Objectives

The first stage is analysing organisational objectives. Each aim, from opening a new store location to digitising certain aspects of the business. It requires a different kind of workforce. The HR function joins forces with the leadership team at this stage. Understanding an organisation’s business vision assists in planning accurate manpower requirements.

• Inventory of Current Human Resources

This includes evaluating the current employees’ capabilities, productivity, and advancement potential. This becomes the HR function gateway into a company’s talent strengths and weaknesses. It assists HR in identifying which employees can be moved into new positions & who need more education or support. It also assists HR in determining which employees align with its future objectives & which do not.

• Forecasting Future Demand and Supply

They examine things such as retirements, resignations, new initiatives, and anticipated expansion. And that is potentially ready to be promoted or upskilled. A data-driven approach is critical for precision.

• Determining Whether You Have Provided Enough Manpower

This is where HR works out how to close the gap. In doing so, they gather information to assist in the recruitment process. If HR determines they do not have enough people to support their future demand as planned. It will arrange a recruitment campaign. If the opposite is true, HR will look at reskilling, transferring, or redesigning roles. And that creates too much manpower. This element is crucial to ensuring no waste of resources occurs.

• HR Action Plans

At this point, action is required. HR will create and detail plans that are in accordance with its gap analysis. These action plans typically outline recruitment, upskilling, performance management, and succession planning. Good action plans will enhance the function of HR.

• Monitoring and Evaluation

No plan will be complete without some monitoring. Are the action plans still giving results? What needs to change? Monitoring should be done regularly to ensure the implementation remains relevant in a changing business environment. This is an important component to help companies remain dynamic in the hr management of their workforce.

 

Benefits of the HR Planning Process

• Ensures that human capital is being well deployed and used
• Facilitates employee retention
• Lower recruitment costs
• Provides a means of achieving organisational outcomes
• Improves overall workforce productivity
• Reduces reliance on last-minute recruitment.
• Reduces risks associated with the workforce

Conclusion

An effective HR planning process provides a framework for structure, strategy & foresight. It allows HR professionals to prepare, act, and react with conviction and confidence. Whether recruiting new talent, training new employees, or planning intern development, working ahead will make things easier. In a business climate where humility and equity are valued in society, the productivity from a strong HR plan can be such a value-added competitive advantage.

FAQs.

• How will HR planning allow a company to grow?

As companies are prepared for future efforts and challenges, they grow operationally. It provides structured hiring and retention while reducing turnover.

• Is HR planning only for large firms?

Absolutely not. HR planning can also be helpful to Start-Ups and SMEs with structured HR planning. As a means to shape their employees, their time, and what they will do with them. It’s all a part of the smart scaling (optimising the use of their resources).

• How frequently should a review be done of the HR planning cycle?

 Every quarter, under normal operating conditions but preferably on a periodic or at least an annual basis, to adjust to factors affecting business.

Ready to Simplify Your HR Planning?

Start planning smarter today with Savvy HRMS and automate all phases of your planning process. Track employee headcounts, forecasts, reports, and more.

 

Reading Time: 3 minutes

In every successful organization, there is often a well-functioning team. How do we build one? It all starts with the recruitment process in HRM. Let us explore how the recruitment process works and why it matters for human resource management nowadays.

What is the Recruitment Process in HRM?

The recruitment process in HRM is a series of steps that HR takes to promote, identify, and hire talent. This process can also shape your organization into the productive environment you want it to be. Getting hiring right will result in fewer staffing-related problems later.

Why Does It Matter? 

The recruitment process in HRM is not aimed at simply filling roles. It’s about planning, precision, and performance.

The recruitment process in HRM will help companies avoid mismatches in job hiring. It potentially offers the building blocks of a great workplace culture. And, it will also help with workforce planning and help HR to anticipate future organizational needs.

The Recruitment Process in HRM: Pointers to Be Seen

Let’s now break down the basic phases of recruitment:

Workforce Planning

Before we start the hiring process, HR will assess what talent is needed for the overall plan. What skills are currently missing? What positions need to be filled?

Here is where HR planning and budgeting aspects will come into play.

Job Description and Specification

Next is the creation of clear job descriptions. Job descriptions outline responsibilities and what skills are expected. Knowing the expectations will contribute to a better quality of candidates.

Sourcing Talent

Now, HR teams are sourcing candidates. They should utilize job portals, referral sources, LinkedIn,  and even internal resources.

In this step must be strategic to obtain the best resources available.

Application Screening

HR will be completed with the resumes. They will have other information to look for educational background, required skills, and experience the candidates have attained through prior education, training, and previous work experience. 

Interview Process

After application screening has occurred, HR will conduct its interviews. They are looking to test the candidate’s hard and soft skills.

Selection and Offer

Hr offers a firm to the candidate. They outline salary, benefits, and company policies clearly.

The clarity in a firm offer helps minimize ambiguity down the road.

Background Check

Companies inadvertently protect themselves, employees, and customers by completing due diligence. They will review previous employment history, criminal court records, and education records.

Completing the check in this first step holds accountability against candidates.

Onboarding in the recruitment process in hrm

Hiring does not end with the offer. Onboarding assists employees in transitioning into their roles and increases retention and engagement rates. 

This step is important for successful employee management.

Follow-Up and Feedback in the recruitment process in hrm

Following the onboarding, HR follows up. Follow-up includes obtaining feedback on the experience and checking the fit of the new hire into their position and with their peers.

Ongoing improvements to the recruitment process help maintain a sustainable HRM strategy.

Utilizing Technology to Improve the Recruitment Process and HRM

Today, many HR teams are using software to help make their hiring quicker and better. Savvy HRMS is an ATS, and is one way HR teams can use technology to recruit better.

 

ATSs have automated these tasks: screening resumes and applications, managing job postings on external job sites, and managing applicants throughout the hiring process. Overall, ATSs help to save time when hiring and decrease the likelihood of error.

Conclusion

In this day and age of HR teams, the expectation is relatively high.  HR needs to hire fast, hire smart, and hire right.

Posting jobs for people to find isn’t enough to master the recruitment process. Fortunately, tools like Savvy HRMS can simplify the process and automate the tasks that accompany recruitment, so HR can invest its time in what matters, which is the people!

FAQs

• What is the recruitment process in HRM?

The recruitment process in HRM is a series of steps that HR takes to promote, identify, and hire talent.

• Why is recruitment important in Human Resource Management?

Recruitment is important in HR because it can help to reduce turnover, improve productivity, and provide a solid and effective workforce.

• What tools can be used for recruitment in HR?

HR Software like Savvy HRMS can be the best solution to make screening, shortlisting, and onboarding very simple.

• What role does recruitment play in HR planning?

Recruitment aligns the business goals, workforce needs, and future plans with the recruitment. 

Do you want to take some of the stress out of your recruitment process in HRM?

Let Savvy HRMS take care of the heavy lifting for you when it comes to recruiting.

You will be able to do everything, from screening to onboarding, on one smart platform!