The strategic human resource management process is the management of a Company’s Human Resources to completely collaborate in the achievement of the strategic objectives of the organization.
For this, you need to properly define the skills required for each employee, promote the attraction and retention of talent, provide an excellent organizational climate, define an appropriate remuneration policy, manage knowledge and internal communication, and develop experience through training and other initiatives such as a corporate university, for example.
The ancient times of the HR Department, when it was seen as just a personnel management office, responsible for making calculations of severance payments and generating payroll are over, at least in companies with a strategic vision.
For you to understand the new role of HR in organizations and the key topics related to the strategic human resource management process better, we have separated the 5 most important issues related to the subject.
Strategic human resource management process: 5 key tips
With the evolution of a strategic human resource management process, HR professionals need to know the strategic objectives of the organization by getting it from managers at the highest levels, and likewise, managers require all of the resources regarding the HR of the organization.
Therefore, it is necessary to show that the strategic human resource management process makes sense in a fierce competitive economic environment where differentiation is recognized increasingly by innovation and the provision of excellent services, tasks that cannot be performed by machines, which are always carried out by people.
In this context, the strategic human resource management process needs the help of information and efficiency, two aspects which can benefit greatly from the use of specific BPM software for Human Resources processes.
Now check out the five chosen ideas:
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Definition of skills
It’s tied to the strategic human resource management process. Once the top management determines its strategic objectives, a good HR department can define which skills each employee will need to have or develop. How many lawyers or engineers the company will need? With what level of experience and from what schools are preferable? Are postgraduates necessary? Is overseas talent needed? Can talent from the competition be procured?
Other approaches may be to start a trainee program focused on the most appropriate profile for the company’s future and think of internal training to support undergraduates and graduates. -
Attracting talent
The labor market doesn’t always have qualified professionals in the amount that companies need. On these occasions, you will need your organization to offer more than just good wages. A good organizational climate that provides adequate training and the possibility of career growth and personal development are also crucial, as well as other strategic human resource management processes.
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Compensation and benefits
You will need to do market research to find out the average pay of each function or job to determine the most important ones and then offer something attractive, including benefits such as medical care, food, transportation and others, but in a way that does not compromise the financial health of the company.
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Organizational climate
The climate of the working environment is crucial for attracting talent. It’s necessary to offer working conditions beyond the minimum, with adequate facilities, equipment to fulfill tasks and opportunities for training. Also, employees must be able to note that the company values these things, which their opinion counts, get feedback on their views. They should be aware of the company’s plans, feel integral and active in the group, realize that they can evolve in the organization, believe that their superiors are competent, feel that the promotion criteria is fair and also feel challenged and motivated in activities that stimulate them always to go further.
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Knowledge management and training
Knowledge management is aimed at properly documenting and preserving the information and knowledge developed by the company in efficient, reliable and transparent communication systems. So, if you lose an employee to a competitor, at least some of their knowledge stays at the company as a legacy. It’s also about fostering a culture of training and empowering employees so that they feel free to generate knowledge and intuitive ideas, all of which in the long run, benefits everyone.
An excellent way to optimize strategic human resource management processes is available through management tools such as efficient, intuitive and easy to use BPM software, which offers features that go far beyond process modeling, allowing information to flow much faster and reliably.