Strategic Human Resource Management: Functions & Roles

From Traditional to Strategic HRM

Human Resource Management was previously a more industry-dependent approach to filling open positions within an organization. Modern Strategic HR Management, however, is not simply a matter of using computers to recruit and assist in hiring or firing. It encompasses the planning and implementation of information management, organizational management, and marketing to support the entire business operation. In effect, it takes the traditional concepts of staffing, retention, and training and deconstructs the HR function across individual managers and employees. The organization thus looks to HR for expertise in both strategic and tactical planning (Walker, 2004).

Core Recruitment and Compensation Functions

Some of the more traditional HR tasks include developing and posting position announcements, developing competency tests for specific roles, working with managers through the interview and pre-screening process, and determining compensation information. For these functions to operate effectively, HR must be responsible for the full lifecycle of the employee.

These tasks are typically managed using a workflow chart that incorporates input from the relevant manager or administrator. A manager will generally provide HR with a job description that includes the skills required, educational qualifications, job duties, reporting structure, salary range, and other information relevant to the selection process. The HR department typically maintains a budget for placing advertisements locally or through services such as Monster.com. Recruiting at the executive level follows a similar process but employs more sophisticated methods and resources.

In addition, HR usually conducts initial screening interviews — often by phone — before forwarding top candidates to managers for review. HR helps determine compensation through a number of means, including statistically matching comparable positions in the industry with the required skills, factoring in the organizational budget, and assessing the competitive nature of the role (Snell, et al., 2011).

Training, Development, and Regulatory Compliance

Strategic Human Resource Management also encompasses a range of functions that are part of the broader managerial role within the organization. These often include developing and delivering training, conducting employee orientation, and tracking training and development data to support retention and promotion decisions. Training is generally divided into two broad areas: organization-wide training and department-specific training.

Organization-wide training includes company orientation — covering the employee handbook, general policies, procedures, forms, benefits, and expectations — and is typically delivered either online or in a group setting. It also serves to ensure compliance with federal and state guidelines. Department-specific training may vary widely in nature: it could involve a seminar on anger management or employee counseling, any number of generalized topics for managers, or specialized instruction on a corporate software package or the rollout of a new system. Tracking employee training and development is generally handled electronically, with automated flags for required or upcoming training.

HR is also responsible for staying current with legal and governmental changes and regulations, including those related to minimum wage, overtime, key employee benefits, workplace safety, and adherence to company or union procedures that ensure equity in the workplace (Martin, 2006).

Works Cited

Lussier, R., & Hendon, J. (2013). Human Resource Management: Functions, Applications, Skill Development. Thousand Oaks, CA: Sage.

Martin, V. (2006). Managing Projects in Human Resources, Training and Development. Philadelphia, PA: Kogan Publications.

Snell, S., et al. (2011). Managing Human Resources. Mason, OH: Cengage.

Walker, J. (2004). "What's a Strategic HR Leader to Do?" Human Resource Planning. 27(4): 61–69.