Strategic Human Resource Management in the Caribbean

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Recommended: Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that fosters innovation, flexibility and competitive advantage

Assignment: The Human Resource Practitioner is expected to practice Strategic Human Resource Management. To what extent is this expectation realised in the Caribbean?

The HR Practitioner is expected to practice strategic human resource management. To what extent is this expectation realised in the businesses or organisations in the Caribbean?

What is Strategic Human Resource Management?

Strategic human resource management is a complex process that is constantly evolving and being studied and discussed by academics and commentators. Its definition and relationships with other aspects of business planning and strategy is not absolute and opinion varies between writers.

Strategic Human Resource Management can be regarded as a general approach to the strategic management of human resources in accordance with the intentions of the organization on the future direction it wants to take. It is concerned with longer-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future needs. It is considered as all those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of business. It is also viewed as the pattern of planned human resource deployments and activities intended to enable the forms to achieve its goals.

Strategic HRM can encompass a number of HR strategies. There may be strategies to deliver fair and equitable reward, to improve performance or to streamline structure. However, in themselves these strategies are not strategic HRM. Strategic HRM is the overall framework, which determines the shape and delivery of the individual strategies.

Strategic HRM is based on HRM principles incorporating the concept of strategy. So if HRM is a coherent approach to the management of people, strategic HRM now implies

that that is done on a planned way that integrates organisational goals with policies and action sequences.

Expectations of Strategic HRM

The expectations of the SHRM are many, for example the SHRM is expected to programmes that will demonstrate proactive approach to the management function. As a strategic SHRM the organisation would also expect that the he/ she recruit the right people for the job. Therefore the SHRM would need to ensure that the staffs he/she hires is well qualified, trained and have the experience that is required for the job. In this case the SHRM would be expected to have good judgement and free of all bias. The SHRM would also be expected to develop programmes for staff development and send staff on ongoing training. It would also be expected that the SHRM ensure the comfort of all staff in the work environment.

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