Question

QUESTION 2

Strategic Human Resource Management (SHRM) is an area that continues to evoke a lot of debate as to what it actually embraces. Strategic HRM can be regarded as a general approach to the Strategic Management of Human Resources in accordance with the intentions of the organisation on the future direction. As a Human Resource Manager, formulate a guideline for SHRM tally to the organisation’s vision and mission.

Answer 1

Principles of Strategic Human Resource Management

Planning: Determining the organization’s Vision and Mission, Goals, and Objectives, and Formulating Strategies to achieve them is the very principle of Strategic Human Resource Management.
Organizing: Determining and establishing the Organization Structure, Culture, and Networks for achieving the planned organization objectives is done through this principle.
Leading: Then comes the Leadership, the Individuals, and the group, their behavior, communication, and necessary motivation for progressing and time achieving the organizational goals.
Controlling: Various systems/processes like HRIS (Human Resource Information System) and HR Audit periodically conducted to help control the activities which are designed towards achieving the organization’s objectives.
Evaluating: Organisation’s and Individual performances are assessed against set standards and the gaps identified are turned into feedback – which goes towards improving or modifying planning and other related functions.
Staffing global organization requires methods like Social Media Hiring, Referral Hiring, and Third-Party Consulting based Hiring which gives quality candidates.

Social media hiring is best for cultural fittings however can be skeptical which is a disadvantage as it doesn't give a holistic view.

Referral hiring is another effective way because of the trust and Recommendations shown. However, it can be disadvantageous if references are unchecked and unverified.

Consulting based hiring gives top-level candidates based on requirements and expectations. However, the disadvantage being the cost of hiring is very high.

Organizations must check for quality and skills as well as qualifications like global experience, overall countries traveled, cross border cross-domain management skills, Leadership skills, International relations management, Team building.

Predeparting onboarding opportunities is very critical for global success and hence candidates must be given training in global countries and should be given sufficient time to adapt to its culture and way of doing business and then should be expatriated. Here entire family expenses are taken care of and sufficient financial and administrative support is offered for ease if a transition to a new nation.

Ongoing training will incorporate learning through peers, transition counseling through past expatriates, reverse mentoring and case studies, and collaborative approach like on job training with senior leaders. Here expatriates are offered regular support to understand the working culture, management style, and organizational structure and systems.

Repatriation policies like attractive remuneration and total rewards package, career development plan for the next 5 years, family health and insurance, children schooling and education support, long term stock options and bonuses, flatter hierarchy.

US employment laws like Equal opportunities as per the Civil Rights act Article VI are most important and critical to be considered when in the USA as the major emphasis is given on the nondiscrimination policy of hiring. Other Acts being the Sarbanes Oxley Act and the Foreign Corrupt Practice Act which leaders must be aware of for ethical compliance and demonstrating integrity and honesty.