Str

Submitted to: Ma’am

Strategic human resource Shafaq Rubab

Submitted by: Urma

management (shrm) Razzaq (2335159)

Assignment # 05
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Before providing an overview of the significance of Strategic Human Resource Management

(SHRM) in my organizations, let’s start with the general description and significance of
SHRM.

WHAT IS SHRM:
The process of managing human resources that links the workforce to the core strategies,
objectives and goals of the organisation is called Strategic Human Resources Management.
The main areas of HR operations are addressed in this report:

 To ensure that the organisation has practices which promote flexibility and
competitive advantage
 To develop a cultural fit with the organisation
 In order to achieve superior business performance

Given that SHRM is fundamentally an innovative approach to HR management, the

department of human resources must be crucial to its success. To actively participate in
developing and putting into practice corporate policies, HR managers need to have a greater
awareness of SHRM.

Strategic HR management can be included into hiring, training, and performance-based

employee rewards, among other activities. The SHRM method looks for opportunities for HR
staff members to directly and positively impact the expansion of the business. A strategic
plan that aligns each employee's growth and retention with the long-term objectives of the
company is required.

Significance of Strategic Human Resource Management (SHRM) in my organization:

I am working in a software house named MMC as an HR Generalist. This position covers all
the functions of human resource management such as Recruitment and Selection,
Performance Evaluation, Compensation and Benefits, Employer Branding, Employee
Grievances, Attendance and Payroll.

Since I work in the software industry, where technological advancements occur at a rapid
pace, therefore, as an HR professional, it is my responsibility to implement SHRM and for
that, I have to align the HR strategies with the business goals. As an HR professional, I
actively participate in meetings related to the company’s vision, mission, and long-term
objectives. By getting the idea of the strategic directions of the company, I can alter the
practices and policies to make sure that the workforce not only has the right technical skills
but also has the proper culture and innovative values that are compulsory for my company’s
success.

Since SHRM is incorporated in my company, I as an HR professional place a strong value on

attracting top-notch employees who must fit into the company culture along have a required
set of skills. For this, I have crafted attractive employer branding, competitive compensation
packages, and a recruitment process that helps me identify the candidates not just as having
the technical abilities but also as having the mindset and attitude that align with my
company’s goals and values.

Here we have a culture of continuous learning and development through SHRM and it
includes specialized training programs, hands-on training on new technology stack, online
certification and opportunities for all skills enhancement. By putting a strong emphasis on

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employee development, the team is prepared to fulfill the software industry's evolving
technological trends and practicesWe allow employees to enroll themselves in any online
course using the company’s account to pay for the course. Additionally, we organize training
sessions where we invite senior technical developers to share the latest trends and provide
insights into the technology with our employees.

In software houses, retaining employees is a significant challenge that HR professionals often

encounter. By integrating SHRM, we have devised strategies that foster an engaging work
environment, provide career development opportunities, and cultivate an atmosphere where
each individual employee is valued. This is particularly crucial in the competitive software
industry, where software developers are in high demand.

Previously, HR was seen has a support department which is more focused towards the
administrative responsibilities but now with SHRM, we as an HR professional plays a crucial
role in the success of the company. To guarantee that the human capital is maximized for
success, we participate in the strategic meetings, offer insights on workforce capabilities, and
work in collaboration with other departments.

Organization's use of HR metrics and analytics:

In our software house, we use HR metrics and analytics for the following things:

Using HR metrics and analytics in recruitment is transformative in the software development

industry, where there is intense rivalry for hiring top talent. Through the examination of
historical recruiting data, we determine the best resources, channels, and techniques for
attracting and recruiting qualified candidates. Through this, we shorten the time it takes to fill
positions, improve our recruitment processes, and make sure our hiring practices are in line
with the changing demands of the tech sector thanks to this data-driven strategy through
SHRM.

We are enabled to get access to employee performance information and get important
insights into both individual and team accomplishments through HR metrics. HR metrics do
not promote the typical performance assessment. We can find success trends, places for
development, and even possible risks by using analytics. This helps in rewarding and
identifying strong performers in addition to focused performance management. Developing a
culture that is performance-driven and uses data as a driver for ongoing improvement is the
key.

Keeping up with technology advancements is essential in an ever-changing industry like

software development. A comprehensive assessment of the efficacy of learning and
development initiatives is provided by HR metrics and analytics. Through HR metrics and
analytics, we determine which training activities have the greatest influence on our
employees, gauge skill acquisition, and modify our training plans as necessary by monitoring
the results of these initiatives. This guarantees that our team is prepared to adopt new
technology in addition to being technically skilled.

HR analytics is a predictive tool in an industry where talent surpluses and shortages can have
a big impact. We use it to predict talent requirements and proactively address prospective
skill gaps by examining past data and market trends. We strategically manage our staff; we
make sure that we have the correct combination of knowledge and experience to fulfill the

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demands of both ongoing initiatives and upcoming breakthroughs. It's like having a crystal
ball to assist us in planning for our workforce of the future.

What makes HR analytics so wonderful is their capacity to foster a culture of continual

development. By routinely reviewing HR data, we assess the outcomes of our efforts, identify
areas that require improvement, and modify our strategies. Our HR policies are updated
through a cyclical process of data-driven decision-making to reflect the ever-changing
dynamics of the software development business.

Organization's approach to employee engagement and well-being:

Employee engagement is more than just a catchphrase at our software company; it forms the
basis of our HR approach. We understand that motivated employees contribute an amount of
innovation and dedication that directly affects the outcome of our initiatives in addition to
being more productive. It's about establishing an environment at work where people actively
contribute to the overall success of the company, rather than just carrying out their assigned
responsibilities. We have established a gaming area where employees are allowed to spend an
hour every day to relax and freshen their minds. We keep celebrating different days like
women’s day, 14th August, 6th September, International men’s mental health day etc and
engagement activities like Iftar, eid parties, annual picnic and dinner, healthy competitions
and all this results in a more productive culture.

We have established quarterly feedback system that shows our commitment to employee
engagement. Through feedback sessions and surveys, employees may express their ideas, and
these channels benefit both parties by providing us with valuable insights into their
experiences. This continuous feedback loop ensures that we adjust to our employees'
evolving needs and expectations and fosters a culture in which everyone's perspectives are
valued and actively sought after.

The foundation of our initiatives to engage employees is open communication. We have

created an environment where communication flows freely between all tiers of the company.
Everyone gets a seat at the table when it comes to updates on business strategies, project
progress, or individual accomplishments. Transparency fosters trust and a feeling of
community, two things that are essential for making sure employees are aligned with the
goals and objectives of the organization. We have “Coffee with HR” sessions where any
employee can reach out to HR and have a meeting with them and discuss anything that is
troubling him or her.

We have adopted flexible work arrangements because we recognize that every individual has
a diverse variety of interests and needs. This is a commitment to offer options that
accommodate many lifestyles, not just a recognition of the significance of work-life balance.
We believe in getting the work done efficiently and we want to assist employees achieve their
best work while maintaining a healthy work-life balance. To that end, we want to provide
them the option to work remotely, choose flexible hours, or adopt shortened workweeks.

Employee well-being includes social, mental, and emotional factors in addition to physical
health. For physical well-being we have provided employees with 30 leaves and our broad
approach to designing wellness programs takes into account many aspects of overall health.
Our commitment to fostering an environment where employees feel supported in all aspects
of their lives is demonstrated by our social activities that promote team building, fitness

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challenges, and mental health programs. We arranged seminars on mental health awareness,
on how to balance work-life balance and arrange sessions with doctors.

The performance of the organization and employee satisfaction are clearly correlated.
Satisfied workers are more likely to be hardworking, innovative and dedicated to their jobs.
This has an immediate effect on our software solutions' quality and, as a result, our
company's overall performance. It's a positive feedback loop where we invest in our
employees, who then help the business succeed.

Maintaining an edge in a constantly changing industry such as software development requires

a strong human resources strategy. It involves more than just managing personnel; it also
entails creating an atmosphere that fosters innovation and talent.