The role of HRM has been changed from last 10 years. So much development has taken place in the field of management with regards to HRM. The debates have been going on in order to properly understand the role of HR managers. “The main issue which engaged academics in the 1980s was the evolution of HRM. In this regard, the debate was mainly on the exploration of the salient aspects of the alteration of personnel management into HRM.” The debates started by mingling the industrial relation with HR then combine business strategies with the HR line managers “and finally seeing HRM as a source of competitive benefit for organizations”. The success of an organization is also depended on the HRM. “With these developments the nature of Human Resource (HR) function has changed from being reactive, prescriptive, and administrative to being proactive, descriptive and executive (Boxall, 1994).”
“Strategic Human Resources Management (SHRM) is the purposeful resolution of Human Resource administration and policy issues so as to enhance a public agency’s effectiveness.”
Human resources Management give birth to strategic human resource management. The need of SHRM is required to fill the gap which HRM alone can’t fill it. SHRM enhances the role of manager more clearly and precisely. The factors which give birth to SHRM are:
1. Recognition that Human resources are critical. There are companies strategic planning to accomplish its goals and mission. Those mission and goals are important for managers and employees to achieve them and HRM department plays a very important role in accomplishing the company’s target. “The emergence of SHRM due to heightened concern for agency productivity and accountability means that better information systems are essential”.
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