Introduction

Strategic human resource management is the practice of attracting, developing, rewarding, and

retaining employees for the benefit of both the employees as individuals and the organization as

a whole. HR departments that practice strategic human resource management do not work

independently within a silo; they interact with other departments within an organization in order

to understand their goals and then create strategies that align with those objectives, as well as

those of the organization. As a result, the goals of a human resource department reflect and

support the goals of the rest of the organization. Strategic HRM is seen as a partner in

organizational success, as opposed to a necessity for legal compliance or compensation. Strategic

HRM utilizes the talent and opportunity within the human resources department to make other

departments stronger and more effective. For an HR manager to be able to align strategies to HR

functions in an organization it must follow these three stages below.

 Organization Structure and Strategy

The way that you organize your company or organization to optimize the pursuit of strategic

objectives is an important part of organizational design.  Other design elements, such as hiring

and personnel development practices, communication and decision-making systems, reward,

recognition and renewal systems, all must be aligned around the chosen structure, but first you

must decide upon the optimal structure for attaining your strategic objectives.

Organization structure specifies the firm’s formal reporting relationships, procedures, controls

and authority, & decision making process. The HR manager tries to understand these structures

of the organization in order to fuse the management of Human resource to the strategy of the

business. The HR manager does that by exploring the following strategic areas of the

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organization; This structure signifies staffing in the organization. This includes dividing work

into tasks or roles such as operations, logistics and transportation, and training, and recombining

them into administrative units, e.g., branches, departments or divisions according to the mission

and vision statements and the objectives of the organization. The HR manager must make sure

that the organizations’ mission, vision and objective have a connection with the structure of the

organization, for instance the staffing activities which is the process through which a firm

ensures that it always has the right number of employees with appropriate skills in right jobs at

right time and provide them with the necessary training to serve them as a guard line in order to

be sure they are on the right path to achieve organizational objectives.

 Organizational Strategic Culture

Organizational culture can be referred to as the glue that keeps an organization together. It is the

silent code of conduct; it’s more about how things get done, rather than what gets done. It can

also be referred to as white noise, the background static that may affect you but goes unnoticed.

When a new employee is learning the rules, they are learning the culture. The organization has

its own values, beliefs and basic assumptions that guide the organization. Company executives

may not always have a true understanding of their corporate culture if they are far removed from

the front line of the operation. HR mangers provide the benefit of educating top management as

to what the culture is really like. It develops and implements policies and procedures in key areas

such as hiring practiced, compensation, management relations and employee conduct and

behavior. The decision made by the HR department can have significant positive and negative

implications for the overall culture quality of the organization.

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The HR manager has to therefore fuse the corporate strategy into that of the organizational

culture. This could be done by inculcating such strategies into the overall recruitment culture.

The manager must align its training with the believe, aspiration and assumptions of the

organization. For instance, in some organization’s employees with the maximum productivity at

the end of the month receives some compensation as means of appreciation and to motivate the

employees to work harder. Based on the organization’s beliefs and value can also affect the kind

of staff to be recruited due to the nature of the job description or specifications. The HR

department plays an important role in determine the culture of an organization

 Human Resource Management Strategy

A Human Resource strategy is a business’s overall plan for managing its human capital to align

it with its business activities. The Human Resource strategy sets the direction, plans, policies and

procedures for all the key areas of HR, including hiring the right talents, performance

management, training and development, compensation and benefits programmes and safety and

security plans or policies The HR strategy is thus a long-term plan that dictates HR practices

throughout the organization. However properly aligning the HRM strategy with the

organization’s business strategy is critical to achieving the organization’s mission. Aligning

strategies requires HR to understand the business strategy, to assess the current business

conditions, to plan and implement the HR strategy and finally to measure and evaluate results

and adjust as needed.

The human resource as a whole then merges to form a strategic human resource which is directly

in line with that of the organization’s strategy.

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Conclusion

HR manager must plan its methods of evaluating the plan in a way that fuses the organizational

strategy into action. However, for a properly alignment of the organization strategy to the HR

functions will direct the organization to achieving its goals and objectives.

REFERENCES

 Katie, S. (2019, September 19). 7 Steps to Strategic Human Resource Management. Retrieved
from https://www.deputy.com/blog/7-steps-to-strategic-human-resource-
management#:~:text=Strategic%20human%20resource%20management%20is,fit%20for
%20purpose%20organizational%20culture.
 Erik, V. (2018, June 12). How to Create a Human Resource Strategy. Retrieved from
https://www.digitalhrtech.com/human-resource-strategy/#:~:text=FAQ-,What%20is%20a
%20Human%20Resource%20Strategy%3F,appraisal%2C%20development%2C%20and
%20compensation.
 Lizz, P. (2016, February 23). Defining Organizational Culture. Retrieved from
https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-
effectiveness/pages/defining-culture.aspx
 Katie, S. (2019, September 19). 7 Steps to Strategic Human Resource Management. Retrieved
from https://www.deputy.com/blog/7-steps-to-strategic-human-resource-management