Strategic Human Resources Management
INTRODUCTION
The reasoning behind Strategic Human Resource Management (SHRM) Strategic human resource management by definition utilizes employees as a source for managing any organization’s needs. As such, organizations assets include the employees that provide a viable advantage to the said organization. Forward thinking organizations have this perspective and show this; by the way, employees are hired, promoted and compensated. This action on the organizations part creates an environment and workforce poised for corporate success.
Implementing a strategic human resource management plan
As a public manager working together with other managers and employees helps to foster a healthy environment that allows strategic communication to thrive. This collaborative effort also ensures that there is a better understanding of human resource processes that could do with improvement or revamping (Paynes, 2013, p. 57).
In the vision of exercising SHRM, employees are never viewed as machines and considerations are given in many regards. The planning and employment process of a human resources department to funnel an employee from the “candidate stage” all the way through the “hiring process,” to “employee status” and then to the “remuneration and benefits stage” is a goal that has a sequence, which in turn must embraces federal legislative policies and procedures.
This above-mentioned process ensures that the organizations remain compliant with respect to Equal Employment Opportunity (EEO), diversity inclusion and affirmative action plans (Paynes, 2013, p.89).
SHRM plan/strategy for employee employment and engagement
SHRM plan area Desired impact
Planning and recruiting
Application systems or methodologies must be free of questions such as race, ethnicity, religion, sex, color, national origin, disability, disorders or marital status. This ensures the unbiased pre-screening of job applicants.
Hiring
Prohibiting questions or using criteria/criterion of
The reasoning behind Strategic Human Resource Management (SHRM) Strategic human resource management by definition utilizes employees as a source for managing any organization’s needs. As such, organizations assets include the employees that provide a viable advantage to the said organization. Forward thinking organizations have this perspective and show this; by the way, employees are hired, promoted and compensated. This action on the organizations part creates an environment and workforce poised for corporate success.
Implementing a strategic human resource management plan
As a public manager working together with other managers and employees helps to foster a healthy environment that allows strategic communication to thrive. This collaborative effort also ensures that there is a better understanding of human resource processes that could do with improvement or revamping (Paynes, 2013, p. 57).
In the vision of exercising SHRM, employees are never viewed as machines and considerations are given in many regards. The planning and employment process of a human resources department to funnel an employee from the “candidate stage” all the way through the “hiring process,” to “employee status” and then to the “remuneration and benefits stage” is a goal that has a sequence, which in turn must embraces federal legislative policies and procedures.
This above-mentioned process ensures that the organizations remain compliant with respect to Equal Employment Opportunity (EEO), diversity inclusion and affirmative action plans (Paynes, 2013, p.89).
SHRM plan/strategy for employee employment and engagement
SHRM plan area Desired impact
Planning and recruiting
Application systems or methodologies must be free of questions such as race, ethnicity, religion, sex, color, national origin, disability, disorders or marital status. This ensures the unbiased pre-screening of job applicants.
Hiring
Prohibiting questions or using criteria/criterion of