Linkage between Human Resource Management and the Strategic Management Process Show The strategic choice really consists of answering questions about competition, that is, how the firm will compete to achieve its missions and goals. These decisions consist of addressing the issues of where to compete, how to compete, and with what to compete. There are four levels of integration that exist between the HRM function and the strategic management function: administrative linkage, one-way linkage, two-way linkage and integrative linkage. Administrative Linkage In administrative linkage (the lowest level of integration), the HRM function's attention is focused on day-to day activities. The HRM executive has no time or opportunity to take a strategic outlook toward HRM issues. The company's strategic business planning function exists without any input from the HRM department. Thus, in this level of integration, the HRM department is completely divorced from any component of the strategic management process in both strategy formulation and strategy implementation. The department simply engages in administrative work unrelated to the company's core business needs. One- Way Linkage In on-way linkage, the firm's strategic business planning function develops the strategic plan and then informs the HRM function of the plan. Many believe this level of integration constitutes strategic HRM- that is; the role of the HRM function is to design systems and/or programs that implement the strategic plan. Although one-way linkage does recognize the importance of human resources in implementing the strategic plan, it precludes the company from considering human resources issues while formulating the strategic plan. This level of integration often leads to strategic plans that the company cannot successfully implement. Two-Way Linkage Two-way linkage allows for consideration of human resource issues during the strategy formulation process. The integration occurs in three sequential steps. First, the strategic planning team informs the HRM function of the various strategies the company is considering. Then HRM executives analyze the human resource implications of the various strategies, presenting the results of this analysis to the strategic planning team. Finally, after the strategic decision has been made, the strategic plan is passed on to the HRM executive, who develops programs to implement it. The strategic planning function and the HRM function are interdependent in two-way linkage. Integrative Linkage Integrative linkage is dynamic and multifaceted, based on continuing rather than sequential interaction. In most cases the HRM executive is an integral member of the senior management team. Rather than an iterative process of information exchange, companies with integrative linkage have their HRM functions built right into the strategy formulation and integration processes. Thus, in strategic HRM, the HRM function is involved in both strategy formulation and strategy implementation. The HRM executive gives strategic planners information about the company's human resource capabilities, and these capabilities are usually a direct function of the HRM practices. The information about human resource capabilities helps top managers choose the best strategy because they can consider how well each strategic alternative would be implemented. Once the strategic choice has been determined, the role of the HRM changes to the development and alignment of HRM practices that will give the company employees having the necessary skills to implement the strategy. In addition, HRM practices must be designed to elicit actions from employees in the company. What are the linkages between HR and Organisational strategies?When HR strategy is linked to organizational strategy, companies have the benefit of HR's expertise on workplace regulations and employment laws. HR is responsible for keeping organizations in compliance with safety regulations, antidiscrimination laws and other state and federal workplace requirements.
What is linkage in strategic management?Strategic linkage simply refers to linking objectives, often implemented in the form of projects to your strategy. There can be many levels of strategic linkage. Let's take balanced scorecard as an example. There are four perspectives; financial, customer, internal processes and learning and growth.
What is the link between HRM and SHRM?Human resource management (HRM) implies the governance of manpower of the organization in a thorough and structured manner. SHRM is a managerial function which implies framing of HR strategies in such a way to direct employees efforts towards the goals of the organization. It exhibits leniency.
What is the linking of human resource management with strategic goals and objectives?Strategic human resource management is the connection between a company's human resources and its strategies, objectives, and goals. The aim of strategic human resource management is to: Advance flexibility, innovation, and competitive advantage. Develop a fit for purpose organizational culture.
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Which are types of linkages that exist between the HRM function and the strategic management function in an organization?
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