Strategic HRM as described in the last chapter is the process that results in the formulation of HR strategies. The terms ‘strategic HRM’ and ‘HR strategy’ are often used interchangeably, but a distinction can be made between them.
Strategic HRM can be regarded as a general approach underpinned by a philosophy to the strategic management of human resources in accordance with the intentions of the organization on the future direction it wants to take. What emerges from this process is a stream of decisions over time that form the pattern adopted by the organization for managing its human resources and define the areas in which specific HR strategies need to be developed. HR strategies will focus on the intentions of the organization on what needs to be done and what needs to be changed.
Strategic HRM can be regarded as a general approach underpinned by a philosophy to the strategic management of human resources in accordance with the intentions of the organization on the future direction it wants to take. What emerges from this process is a stream of decisions over time that form the pattern adopted by the organization for managing its human resources and define the areas in which specific HR strategies need to be developed. HR strategies will focus on the intentions of the organization on what needs to be done and what needs to be changed.
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