Strategic Human Resource Management
Objectives
Compare and contrast the strategic view of human resource management and the traditional vIEw of human resource management.
Explain the role of strategic human resource management in the strategic management process.
Given a particular strategy, recommend the functional human resource practices that need to be chosen.
Describe the essential elements of SHRM
Explain how an organization's strategic plan is integrated with the major human resource management functions.
HRM Role Change
The HR function has historically been reactive and subservIEnt to the other business functions. 
Role has changed recently due to environmental change and uncertainty
Need to maintain an effective alignment with the environment while managing internal interdependencIEs.
HRM Role Change
Increasingly, competitiveness is vIEwed as being dependent on human capital and thus human resources. 
Competitive advantage in companies is its workers--it is what often distinguishes companIEs with similar technology.
HRM has come to be seen as directly related to the aBIlity of the firm to cope with organizational and environment contingencIEs.
Recently, there has been a reorIEntation to an integrative, prOActive, and strategic way of looking at an organization's employees.
HRM Role Change
Historically, top management and subordinate line managers delegated personnel matters to the personnel department. 
Primary functions included:
Human resource planning;
Recruiting staff
Job analysis
performance revIEw systems
Wage, salary, and benefits administration
Employee training
Personnel record keeping
Characteristics of Past ApprOAch
HR/Personnel function was physically and psychology separated from the real work of the organization.
Personnel depts. grew in a relatively uncoordinated, pIEcemeal fashion. 
HR/Personnel lacked an integrative, prOActive, and, above all, strategic orIEntation.
Figure 2.1  Traditional and Strategic Views of HRM (a) Personnel-The Traditional VIEw
Characteristics of Current ApprOAch
1) The systematic integration of separate HRM functions
2) Human resources are now vIEwed from a general management perspective rather from the perspective of a functional area and management now shares responsiBIlity for HR.
3) The inclusion of HR considerations in decisions affecting corporate strategIEs and structures.
4)  Strategic management and strategic human resource management integrate the separate HRM functions.