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The Development of Strategic Human Resource Management

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Historically, human resources was known in the past to serve as a personnel function. As some human resource training program courses may explain, human resources would collect documents, and also made sure companies didn't make legal errors while hiring, for example making decisions based on bias and discrimination.

It wasn't until the 1990s when human resources became more strategic. In a human resource training program you might learn for example that strategic human resource management began to really grow as HR professionals became experts in specific topic areas such as compensation, training, and selection. When HR professionals would try to prove their importance by using HR metrics, such as how long it took to hire or train an employee, business leaders in the company were unimpressed. The problem was that HR metrics did not communicate HR's hard work to the leaders in terms of business value.

This miscommunication forced HR to adopt an approach based off of the organization's business strategy and would have that business strategy as its foundation. Now, in strategic human resource management, HR looks at the business model for the organization first and then asks how it can create value based on that model.

HR Today serves many important functions. Some of these involve responsibilities for strategic human resource management such as supporting organizational strategy, creating the workforce needed to achieve goals, and using the same metrics used by CEOs and top executives. Many experts say that the goal of strategic human resource management is to form a workforce with the characteristics and qualities necessary to accomplish the desired goals.

A human resource training program will show you how to use the same metrics that CEOs and business leaders in the organization use to evaluate themselves. Managers look to see that it evaluates financial performance as well as customer satisfaction. A human resource training program can help prepare you to be successful in implementing the necessary steps to get the outcome the organization needs.

Strategic human resource management follows a model in order to see what the company needs to do to be successful. The model has three main steps. The first step is to identify the areas of the business model where you can drive value. The next step is to develop an HR strategy in order to carry out the business model with correct metrics. Lastly, you use the metrics to show leaders in the organization how HR is driving business performance. Experts say that it is important to understand value. You must create value for a company's customers if you want to help the company flourish.

Human resource training program courses explain how to best understand what value means. Experts explain value as any benefits a customer gains divided by the cost of that purchase, from any exchange or purchase with the organization. Experts agree, however, that there always needs to be enough benefits to overcome the costs of the purchase. Overall, it's important to remember that being successful in HR depends on communication skills and understanding strategy, organization, and value.


ABOUT THE AUTHOR: DAVID SHOEMAKER I.
David Shoemaker is Vice President of Learning Solutions and Innovation at eCornell. For more information on human resource training program, strategic human resource management, or eCornell, please visit http://www.eCornell.com

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