4.4.

3 STRATEGIC HRM

GENERAL INFORMATION:

No. of Credits per week: 4

No. of Hours per week: 4

COURSE DESCRIPTION: Strategic management of people to enhance the organization’s

effectiveness. Human resource management principles, strategies, processes and practices such as
planning, recruitment and selection, training and development, performance management, rewarding and
maintaining an effective workforce.

COURSE OBJECTIVE: To help students understand the factors of change in the political, social,
environmental and the economic scenarios that has transformed the role of HR functions from being a
support function to strategic function.

COURSE OUTCOME: Students will have a better understanding of the tools and techniques used by
organizations to meet these challenges

Module-1
Strategic Human Resource Management: Nature of strategies and strategic Management process;
Environmental Scanning, Strategy formulation, strategy implementation, strategy evaluation, importance
of strategic management, Role of HRM in Strategic management.

Module-2
Strategic approaches: Strategy in the 21st century, corporate strategy and business-level strategy, SHR
philosophy, HR strategy in practice. HRM in strategy, Emergent corporate strategy, Ulrich’s contribution,
Measurement with HR

Module-3
Managing Human Resources inflow. Resourcing plans; Recruitment and selection strategies; alternative
to recruitment; selection methods and techniques; role of consultants and assessment centers in
recruitment and selection and retention policies, Developing Human Resources- HRD and TQM.

Module-4
Managing the Employee relationship, organization perspective, Ideological Perspective: Neo-liberalism
and neo-corporatism, Power relations, Employee voice, The Media, Workplace equality, diversity and
discrimination, Legislative response,

Module-5
Organizational Culture, Corporate culture: Symbolistic approaches to Organizational Culture, The origins,
determinates and effects of organizational culture, link between culture and performance, Moderators and
Meditators of culture, Transferring HR practices, Different approaches to IM & AS.

Module-6
Global perspective of SHRM, Managing International HR activities: Implementation of Global HR System,
Staffing the Global Organization, Improving productivity through HRIS, Major issues and challenges of
SHRM: Outsourcing HR activities, Balancing work and life, Managing cross cultural diversity, Changing
demographics of work force and changed employee expectations-loss of joy and pleasure.

PEDAGOGY

 Lectures
 Practical Exercise – Individual and Group
 Case Study
ESSENTIAL READINGS:

1. Gary Rees and Paul E. Smith, Strategic Human Resource Management, SAGE Publications
2. Anuradha and Aradhana, “Strategic Human Resource Management, SAGE Publications”

RECOMMENDED BOOKS:

1. Srnivas and R.Kandula, “Strategic Human Resource Development”, PHI Publication.

2. K. Aswathappa, “Human Resources & Personnel Management”, McGraw Hill Publication
3. Boxall P. and J Purcell. Strategy and Human Resource Management, Palgrave latest edition.
4. Mello- Jeffrey A., “Strategic Human Resource Management”, Thomson Learning Inc,
5. Paul Boselie. Strategic Human Resource Management. Tata McGraw Hill. 2011