WELCOME
HUMAN RESOURCE MANAGEMENT (HRM)
AND HR STRATEGY
PREPARED BY
Major (Retd) Masum Billah
MBA, PGDHRM, PGDSCM
COO (Service Industries), Bay Group
INTRODUCTION
Human Resource Management (HRM) involves managing people within an
organization to achieve organizational goals
Core Functions:
❑Recruitment & Selection
❑Training & Development
❑Performance Management
❑Compensation & Benefits
❑Employee Relations
SCOPE OF HRM
❑Strategic Management of People: HRM focuses on people
management with a view of aligning human resources with organizational
goals.
❑People-Centric: It involves developing policies and practices to attract,
retain, and develop skilled employees.
❑Support Organizational Success: HRM aims to build a strong,
productive, and engaged workforce, which is a core driver of business success.
KEY FUNCTIONS OF HRM
❑Recruitment and Selection
❑Training and Development
❑Performance Management
❑Compensation and Benefits
❑Employee Relations
❑Compliance and Workforce Planning
HR STRATEGY
❑Definition: A plan that aligns HR policies and practices with the
overall business strategy.
❑Key Objective: Maximize employee performance and support
organizational success.
❑Types:
•Talent Strategy
•Workforce Planning
TALENT ACQUISITION STRATEGY
❑Develop employer branding to become an employer of choice.
❑Implement a strategic recruitment process targeting diverse
and qualified candidates.
❑Utilize technology, including AI and social media, for
recruitment.
EMPLOYEE DEVELOPMENT STRATEGY
❑Offer training programs and professional development
opportunities.
❑Implement mentorship and coaching programs.
❑Establish career development plans that align with both individual
and company goals.
PERFORMANCE MANAGEMENT STRATEGY
❑Set clear performance expectations and measurable goals.
❑Regularly assess and review performance.
❑Provide continuous feedback, both constructive and positive.
❑Offer incentives or rewards for top performers.
EMPLOYEE ENGAGEMENT STRATEGY
❑Conduct regular employee satisfaction surveys and act on feedback.
❑Implement recognition programs to appreciate employee
contributions.
❑Create opportunities for employees to engage in decision-making
processes.
❑Promote work-life balance through flexible work arrangements.
SUCCESSION PLANNING STRATEGY
❑Identify high-potential employees for leadership roles.
❑Offer leadership development programs.
❑Ensure a robust knowledge transfer system for critical roles.
❑Plan for short- and long-term talent needs within the organization.
DIVERSITY AND INCLUSION STRATEGY
❑ Implement recruitment policies that encourage diversity in
hiring.
❑ Foster an inclusive culture through awareness and
sensitivity training.
❑ Ensure equal opportunities for all employees in terms of
career advancement.
WORKFORCE PLANNING STRATEGY
❑Implement recruitment policies that encourage diversity in hiring.
❑Foster an inclusive culture through awareness and sensitivity
training.
❑Ensure equal opportunities for all employees in terms of career
advancement.
COMPLIANCE AND RISK MANAGEMENT STRATEGY
❑Keep up-to-date with labor laws and ensure HR policies reflect
them.
❑Conduct regular audits to ensure compliance with safety, diversity,
and employment laws.
❑Establish procedures for handling workplace disputes and
grievances.
BENEFITS OF HRM STRATEGY
❑Improved Employee Performance: Clear expectations and development
opportunities lead to higher employee productivity and satisfaction.
❑Better Talent Retention: Competitive compensation, career growth opportunities,
and positive work culture help retain top talent.
❑Stronger Organizational Culture: An aligned HRM strategy can reinforce the
company’s values, improving collaboration and morale.
❑Scalability: A solid HRM strategy allows organizations to scale efficiently as they
grow.
HR STRATEGY
❑Definition: A plan that aligns HR policies and practices with
the overall business strategy.
❑Key Objective: Maximize employee performance and
support organizational success.
❑Types:
•Talent Strategy
•Workforce Planning
CHANGING SCENARIOS IN HR
❑Technological Advancements: AI, HR analytics.
❑Workplace Dynamics: Remote/hybrid work models.
❑DEI Initiatives: Diversity, Equity, and Inclusion.
❑Employee Well-being: Mental health, work-life balance.
HR AS A BUSINESS PARTNER
❑Transition from administrative to strategic roles: Aligning HR goals
with business objectives
❑HR’s role in driving innovation
❑Fostering collaboration across departments
STRATEGIC HUMAN RESOURCE MANAGEMENT
(SHRM)
❑Definition: Proactive HR approach integrated with long-term
business strategies.
❑Features:
❑ Long-term focus on goals.
❑ Data-driven decision-making.
❑ Aligning talent with organizational needs.
TRADITIONAL HR VS. STRATEGIC HR
Traditional HR Strategic HR
Transactional and Proactive and
administrative business-oriented
Focus on compliance Focus on long-term
and rules strategies
Reactive Predictive analytics
problem-solving
SUSTAINABLE ORGANIZATION
❑Characteristics of a sustainable organization: Long-term growth
❑Social responsibility
❑Focus on environmental, social, and governance (ESG) metrics
SUSTAINABLE HRM
❑Definition: HR practices that promote sustainability
❑Key practices:
❑Green HRM (eco-friendly practices)
❑Employee well-being programs
❑Diversity and inclusion initiatives
HR ROLE IN 3P (PEOPLE, PLANET, PROFIT) )
❑How HR supports the triple bottom line:
✔ People: Employee welfare, diversity, and skills development
✔Planet: Promoting green initiatives and sustainable practices
✔Profit: Enhancing productivity and organizational performance
CONCERNS OF HR TRENDS
❑Key Trends Impacting HR: Digital transformation in HR processes
❑Upskilling and reskilling workforce
❑Emphasis on mental health and well-being
❑Diversity, equity, and inclusion (DEI)
❑Data-driven decision-making
CONCLUSION
HR is evolving from an administrative function to a strategic partner
in driving business success. Organizations must embrace sustainable
practices and integrate HR strategies that align with broader business
goals.HR has a key role in shaping the future of organizations by
focusing on people, promoting diversity, and driving profitability.
