Candidates will be able to critically evaluate the strategic
approach to human resource management and describe the benefits of
designing and implementing a human resource strategy.
What a human resource strategy is (a higher-order set of principles and
values governing expectations about the role of people as contributors to
Research different definitions
of human resource strategy – including those supplied by Armstrong and
Baron, Strategic HRM: The Key to Improved Business Performance, CIPD,
2002, p. 43.
What is strategic human resource management?
Strategic human resource management is a complex process which is constantly evolving and being studied and discussed by academics and commentators. Its definition and relationships with other aspects of business planning and strategy is not absolute and opinion varies between writers. The definitions below are from the CIPD book Strategic HRM: the key to improved business performance1 within which there is comprehensive coverage of the various definitions and approaches to HRM, strategy and strategic HRM.
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 it wants to take. It is concerned with longer-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future need. It has been defined as:
• All those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of business.2
• The pattern of planned human resource deployments and activities intended to enable the forms to achieve its goals.3
Strategic HRM can encompass a number of HR strategies. There may be strategies to deliver fair and equitable reward, to improve performance or to streamline structure. However, in themselves these strategies are not strategic...