Strategic human resource management definition by different authors

Strategic human resource management definition by different authors

Strategic human resource management definition by different authors:

“Strategic human resource management means formulating and executing human resource policies and practices that produce the employee competencies and behaviors that the company needs to achieve its strategic aims” (Gray Dessler, 2008)

According to Henry and Pettigrew, 1986. ” Strategic HRM is concerned with seeing the people of the organization as a strategic resource for the achievement of competitive advantage”. 

Armstrong defines SHRM:

“Strategic human resource management is an approach to making decisions on the intentions and plans of the organization concerning the employment relationship and the organization’s recruitment, training, development, performance management, and the organization’s strategies, policies, and practices.”.

SHRM definition by Purcell, 1999. “Strategic HRM focuses on actions that differentiate firm from its competitors.”

Cheng (2005) defines “strategic HRM is the collection of actions and decisions resulting in the implementation and formulation of strategies configured to gain the organizational objectives”.

Kaplan and Hurd (2002) define that “strategic human resource management is a collection of tasks and processes shared jointly by line managers and human resources to solve business issues based on people”.

“The central premise of strategic human resource management theory is that successful organizational performance depends on a close fit or alignment between business and human resource strategy” (Batt, 2007)

According to Michie and Sheehan (2005) “strategic human resource management is the pattern of scheduled HR tasks and deployment intended to enhance an organization to gain its aims”.

“HR strategies are essentially plans and programmers that address and solve fundamental strategic issues related to the management of human resources in an organization” (Schuler, 1992)

According to G.C. McMahan, ” Strategic Human Resource Management is a pattern of planned human resource deployments and activities intended to enable the firm to attain its goals “.

From the above definition, we can assume that Strategic human resource management is the linking of human resources with objectives and strategic goals in order to develop business culture and performance with flexibility, innovation.

The aim of strategic human resource management is to:

  1. Advance flexibility innovation, and competitive advantage.
  2. Develop a fit-for-purpose organizational culture.
  3. Improve business performance.

Read More:

Definition of HRM by different authors





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