Approaches to Strategic Human Resources Management

A Human Resources Executive as a member of top management must determine what policies, programs, practices, and approaches will contribute most to the realization of the organization objectives. This means that in his new role he must be responsible for initiating and implementing-at all levels of management-the most effective utilization of the human assets.

The primary function of the human resources position is to make a major contribution to the development and realization of the organization short-term and long-range objectives while enabling each employee to develop to the fullest extent of his potential. This requires a catalyst and business effectiveness consultant as contrasted with the traditional role of the personnel director.

With these thoughts in mind, the position of the vice-president-human resources might be defined in this way. He reports to the president. His broad function is to formulate, recommend, and implement policies, procedures, and plans to assure the most effective planning, recruitment, selection, utilization, motivation, development, and compensation of the organization human resources; contribute to the development and achievement of the organization long-range and short-term objectives by initiating and implementing employee relations practices which will enable and encourage each employee to realize his personal goals while maximizing his contribution to business effectiveness; provide for the resolution of management problems and the realization of opportunities through innovative approaches to human resources management.

The principal responsibilities of the human resources executive are these:

• Formulate and recommend human resource objectives for inclusion in the organization overall objectives.

• Identify the potential contribution of good human resource management to organizational objectives.

• Identify management problems that can be resolved and opportunities that can be realized through improved effectiveness in human resource management.

• Formulate, recommend, and implement employee relations policies designed to improve individual productivity, job satisfaction, and profitability.

• Make managers aware of their full responsibilities in the management of the human resources entrusted to them.

• Provide the necessary tools, techniques, and methods which foster the development of a business climate conducive to employee innovation and development.

• Establish the necessary procedures and practices for human resource planning, recruitment, selection, utilization, motivation, development, and compensation. Insure that these are incorporated into every manager job performance evaluation.

• Develop and staff the employee relations function to make provision for innovative approaches to labor and union relations, personnel practices and services, training and development, communication, community relations, benefit plan development and administration, and problem solving.

• Serve as a catalyst and business effectiveness consultant in initiating and implementing new approaches to human resources management.

This position can exert a tremendous influence on business results. Therefore, a few words need to be said about each principal responsibility.

Just as important as market position, technological leadership, return on investment, and profitability are organization human resources. Thus its objectives must reflect this hierarchy of importance.

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