STRATEGIC HUMAN RESOURCE MANAGEMENT

1. Human resource is the umbrella term used to describe the management and development
of employee in an organization. Ultimately, it’s all about increasing employee
performance. Traditionally, Human Resource focused on hiring, firing and the old-school
annual pay review. These days, Human Resource has been positively reformed, covering
a much wider remit. HR who often serve “behind the scene” as the backbone of an
organization. Their responsibilities are often essential for a business to operate effectively
and they are at the front line of some core business functions, from staffing and recruiting
to ensuring that the needs of the existing employees are capably met.
The employees are the most important element tot determining the success or
failure of an organization. Without their support, the organization’s daily business
function will not be done well and ready. Human resource is always related to one
organization profitably and their ability cannot be replaced by machines.
Consider the consequence of poor human resource. When employees don’t feel
supported, aren’t being given opportunities, work long hours and so on, their motivation
to perform is affected. Under-deliver on effective human resource and it has a knock-on
effect on your bottom line.

2. The functions of management are planning, organizing, staffing directing and controlling.
In relation to human resource management, HR Planning is a process that identifies the
current and future human resource needs for an organization to achieve its goals. The
human resource manager should see to it that the company should have no shortage or
surplus of labor.
Organizing and staffing goes together. The end result of the organizing process is
the organizational structure which refers to the type of framework a company uses to
distinguish power, authority and responsibilities and the manner in which information
flows through the organization. It also involves developing an organizational structure
and allocating human resources to ensure the accomplishment of objectives. An example
also is a basketball game. The coach gives each player their roles in the game along with
the given strategy to win the game. Same through with a company, you need to give their
assigned task to meet the goals and objectives of the organization.
Directing is the process in which the manager, instruct, guide and oversee the
performance of the workers to achieve predetermined goals. Like for example, if an
employee which has a poor performance, the manager will guide him, give him more
trainings and seminars to uplift the performance of that employee.
Controlling involves comparing actual performance to expected performance the
controls focus on employee behavior, employee performance and developing and
upholding policies and procedures.

3. A. the ability to attract and select HR having the right knowledge, skills and attitude is an
important function of HR. If it is successful in this work, it will be providing support to
organization strategy in a big way. Productivity, quality and service are the most critical
issues in any organization and any positive contribution of HR in these areas will be of
paramount importance. The organization should recruit and induct employees who are a
good fit for the jobs. If so, this will result in a visible improvement in productivity.
Improvement will show in planning, processes, supervision, techniques leading to the
improvement in productivity. This, in turn will directly affect the organization profitably.
HR in such cases is adding value to the organization. Similarly, HR through right hiring,
may add value to the organization. If customers satisfaction shows an upward trend. HR
adds value when costs and errors show downward trend.
B. Recruitment involves finding and attracting candidates for a particular job while selection
is a process of choosing the best suitable candidate for the vacant position of the
organization. These are various components of recruitment and selection strategy these
are namely: plan development, establishing a strategy, searching process, screening and
shortlisting and evaluation.
In order to find the appropriate candidate, you must first identify the vacant
position. The description of the position to be filled is given along with the job
 specification. Next is on how to strategically recruit the candidates. Whether to hire
from outside or to check the recruitment sources that are available and find next
appropriate among them. Next is the reviewing process. Once the application comes in,
the employer/recruiter analyzes and review the application. A second round could be
made if the organization wishes to shortlist the candidates. And the last is evaluation.

4. Performance appraisal is the process that evaluates an employee’s performance against

the standards set by the organization. Performance appraisal can be judged in how well it
achieves its strategic objectives. Through evaluation of employees performance the
company can determine who will be rewarded with raises and promotions. The company
needs to do this so that employees would be more motivated to work, thus helping the
company to have a smooth run. Companies do not only give rewards but by telling their
employees are valued to the organization.

Job Description of a Manager are as follows:

- He/she is in charge of carrying out and attaining the mission and the goals of the business
unit managed
- He/she is in charge of the development of a manager workforce
- He/she is in charge of the development of the department
- He/she is in charge of the development of an employee oriented company culture that
emphasizes quality, continuous improvement, key employee retention and high
performance
- He/she oversee day-to-day operations
- He/she design strategy and set goals for growth
- He/she set policies and processes
- He/she maintains budgets and optimize expenses
- He/she directs the employees assessment process

Job Specification of a Manager as follows:

Must have a
- Knowledge and experience in business and management
- Knowledge of the functions, operation, and mission of the specific department
- Better than average written and spoken communication skills
- Outstanding interpersonal relationship building and employee coaching and development
skills
- Management experience in a team-oriented workplace preferred
- Demonstrated ability to lead and develop a department and staff members
- Demonstrated knowledge of basic economics, budgeting and accounting principles and
practices
- Demonstrated ability to serve a knowledgeable resource to the organization’s
management team that provides leadership and direction
- Excellent computer skills in Microsoft Windows environment. Must include knowledge
of MS Excell and skills in MS Access.
- Knowledge of various employment laws and practices and employee relations
- Evidence of ability to practice a high level of confidentiality
- Excellent organizational management skills
- Experience in planning and budgeting

The fact is, there is no right or wrong method for recruiting and selecting people. However,
there are ways of assessing your company’s future and also few tips to filter out
professionals. Thus, it is easier to ensure that those you select are the ones that can fill the
job opening suitably.
1. Advertise your job openings. Therefore, the first thing you need to do is assign and
specifically delimit all the main duties and what you expect from candidates when you
advertise job openings.
2. Select the best candidates. In analyzing the skills required for the position, also try to
understand a little about the candidate’s personal characteristics, especially their aptitude
for teamwork
3. Prepare for the interview
4. Give feedback. Therefore, create a communication channel where the voice of those who
participated in the selection process can be hears and that is open to receiving criticisms
also. Only by doing so, will you be able to improve your selection process

Many HR professional academics believe that there are significant advantage in hiring from
current talent pool or in internal recruitment. For me, I prefer internal recruitment because it
lowers recruiting costs. External recruitment often requires paying for job ads, third-party
recruiters, background checks and HR labor. While internal recruitment also requires
interview and other works, there is usually less time and expense when recruiting someone
who already works for you. Onboarding isn’t necessary and recruiting may be only a matter
of posting a job notice to a company portal or sending an email memo to your staff. Can
minimize financial and professional risk and can retain top talent which is essential that
management offer options for career advancement in order to retain best people in the
organization