Scribd Logo
Upload

Welcome to Scribd!

  • 54 views

    5 Difference Between SHRM and HRM Strategies

    Uploaded by

    Lavesh Sethia
    The document differentiates between strategic human resource management (SHRM) and human resource (HR) strategies in 3 main points: 1) SHRM deals with macro concerns like quality, commitment, and culture, and defines the areas HR strategies need to develop. 2) HR strategies are more specific and ensure the availability of an efficient workforce through training, rewards, and good employee relations. 3) The difference is similar to that between strategic management and corporate business strategies, with SHRM taking a more proactive, long-term approach focused on people as an investment versus the shorter-term, reactive approach of traditional HR.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd

    5 Difference Between SHRM and HRM Strategies

    Uploaded by

    Lavesh Sethia
    54 views6 pages
    The document differentiates between strategic human resource management (SHRM) and human resource (HR) strategies in 3 main points: 1) SHRM deals with macro concerns like quality, commitment, and culture, and defines the areas HR strategies need to develop. 2) HR strategies are more specific and ensure the availability of an efficient workforce through training, rewards, and good employee relations. 3) The difference is similar to that between strategic management and corporate business strategies, with SHRM taking a more proactive, long-term approach focused on people as an investment versus the shorter-term, reactive approach of traditional HR.

    Original Title

    5 difference between shrm and hrm strategies

    Copyright

    © © All Rights Reserved

    Available Formats

    PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    The document differentiates between strategic human resource management (SHRM) and human resource (HR) strategies in 3 main points: 1) SHRM deals with macro concerns like quality, commitment, and culture, and defines the areas HR strategies need to develop. 2) HR strategies are more specific and ensure the availability of an efficient workforce through training, rewards, and good employee relations. 3) The difference is similar to that between strategic management and corporate business strategies, with SHRM taking a more proactive, long-term approach focused on people as an investment versus the shorter-term, reactive approach of traditional HR.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    54 views6 pages

    5 Difference Between SHRM and HRM Strategies

    Uploaded by

    Lavesh Sethia
    The document differentiates between strategic human resource management (SHRM) and human resource (HR) strategies in 3 main points: 1) SHRM deals with macro concerns like quality, commitment, and culture, and defines the areas HR strategies need to develop. 2) HR strategies are more specific and ensure the availability of an efficient workforce through training, rewards, and good employee relations. 3) The difference is similar to that between strategic management and corporate business strategies, with SHRM taking a more proactive, long-term approach focused on people as an investment versus the shorter-term, reactive approach of traditional HR.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    You are on page 1of 6

    Unit I Difference between SHRM and HRM

    strategies
    Learning Objectives

     Differentiate between SHRM and HRM


    Introduction
    • The terms strategic human resource management and human resource
    strategies are often used interchangeably, however some distinction can be
    made between the two.

    • The difference between SHRM and HR strategies is similar to that between


    strategic management and corporate business strategies.

    • SHRM deals with macro concerns such as quality, commitment, performance,


    culture, and management development.
    • It defines the areas in which specific HR strategies need to be developed.

    • HR strategies, on the other hand, are concerned with ensuring the availability of
    an efficient workforce, training, rewards, good employee relations, etc.
    • are more specific and facilitate the successful achievement of the corporate objectives and
    goals.
    Difference between SHRM and
    HRM
    BASIS HRM SHRM

    Responsibility for HR HR Department LINE Managers + HR


    programs Department
    Focus Employee Relations and Both, internal as well external
    Development environment
    Approach Reactive Proactive

    Time Span Short-term Varies (from long term to


    short term)
    Centre Cost Centre Investment center
    Importance Managing people to Formulation and
    facilitate activities implementation of HR
    strategy in alignment with
    corporate strategy

    Resources Capital, Products, People, knowledge, skills,


    Technology, finance abilities.
    Difference between SHRM and
    HRM
    BASIS HRM SHRM

    Role of HR Reactive and transactional Proactive and transformational,


    change
    leader
    Initiative for change Slow, piecemeal, and Fast flexible and systemic,
    fragmented, not change
    integrated with larger change initiatives implemented
    issues in concert with
    other HR systems

    Job design Focus on scientific Broad job design, flexibility,


    management principles— teams and groups, and cross-
    division of labour, training
    independence, and
    specialization
    Link between HR Strategy and Business Strategy

    • In order to ensure that HR strategies facilitate the


    achievement of business strategies,
    • a strategic integration between the two is necessary.

    • A key factor that influences the linkage between business


    strategy and HR strategy is
    • the organization’s quest to attain competitive advantage.

    • Three types of business strategies that may be adopted


    by an organization are cost leadership, differentiation,
    and focus

    You might also like

    pFad - Phonifier reborn

    Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

    Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


    Alternative Proxies:

    Alternative Proxy

    pFad Proxy

    pFad v3 Proxy

    pFad v4 Proxy