Strategic Human Resource Management (SHRM) refers to the future aspirations and plans of the organization with regard to human capital. SHRM includes efforts on behalf of the management that employ a course of action for the recruitment and professional development of human capital and the alignment of worker interests with strategic organizational objectives.
Expectations from Human Capital
It is essential for an organization to bring together its fundamental business activities and objectives with its expectations from human capital in order to realize an integrated plan for training requirements. One way to accomplish an increase in performance levels on the whole is through entrustment and empowerment at subordinate levels. Therefore, a necessity for SHRM is an extremely qualified and empowered group of individuals focusing on the training needs of the entire organization.
An organization’s operation depends on the capability of its employees to think and perform. To assure success, organizations have been persistent in developing and their human capital. The need to continuously develop human capital made human resource development one of the main focuses of research and investment by the corporate world in order to enhance competency and stay abreast of the rapid changes in the environment.
Delivering and Implementing Effective, Efficient, and Appealing Training Processes
The human resource development (HRD) department of an organization also places its focus on training and development in the creation and sustenance of the required skills, knowledge, and attitudes (SKA) that help in the achievement of the organization’s strategic objectives. HRD may be described as bringing out the best out of every worker through systematic instruction and continued professional development and thus creating synergies at every level of the organization.
The responsibility of the HRD department is to deliver and implement effective, efficient, and appealing training processes. In order to accomplish this, the HRD professional must comprehend the intellectual aptitudes of the organization’s workforce together with the appropriateness of a specific training course. By conducting an instructional analysis, the HRD professional is able to define what learners must be able to do once they have completed the training. An instructional analysis ensures that the course will:
- Incorporate all information and steps that learners will need to know
- Leave out information and steps that learners already know
- Leave out information and steps that learners don’t need to know
The more accurate the instructional analysis, the easier the training will be for the learners. Some employees need a great deal of support or encouragement when using new skills or applying new knowledge. Others must relearn skills in a safe environment. HRD professionals and managers can work together to facilitate individual development thereby building strengths and managing weaknesses. Their efforts improve performance and assure that the cost of learning new skills gives the organization a return on investment (ROI).
HRD needs to be a component of an organization’s overall corporate strategy (SHRM) to ensure the quality of its human capital, which can be greatly enhanced through the effective, efficient, and appealing training it delivers and implements.
By Shirley J. Caruso, M.A., Human Resource Development