Abstract
Strategic Human Resource Management (SHRM) is a new concept followed especially in private sector; it is an approach to managing human resource that supports long-term business goals, it tries to enhance the management of HR to a strategic level through human capital. The purpose of this paper is to shed light on the main concepts used in the strategic human resource management, including the management and planning of human resource and focusing on the strategy formulation steps to arrive to a general framework of the SHRM. The present study was performed after analysing the SHRM formulation steps and proposing the process of implementation in the public and private sectors, the proposed framework suggests the use of scientific tools such as Markov modelling for the HR supply forecasting and the fuzzy method to refine the choice of a suitable strategy among others. The main finding of the paper is the proposition of a framework of SHRM that relies on quantitative and qualitative data, which enable us to rely on well analysed information to build a strategy. The reason behind this is to emphasize and encourage the use of scientific models in order to approach the reality and to refine the future projections.
Highlights
Human Resource (HR) takes a dominated place in the life of an organization knowing that it becomes one of the competitive factors; it is considered an important preoccupation for governments that try to control the wage bill and the HR structure evolution.The human capital is the resource that consists of the people who work to achieve the mission and ambition of an organization and ensure its business success; in that context Afiouni (2013) has been interested in understanding the complexity of managing human capital, Yusoff and Ramayah (2012) proposed a study to this problem consisting of the use of the e-HRM.First let’s begin by defining what a strategy is
The Strategic Human Resource Management (SHRM) begins with developing a common vision of the future, what are the ambitions and future investments of the organization; its business strategy, after that take a look to the actual state of the whole HR system in terms of numbers and competencies trying to much the HR availability with the desired demand
Several studies have treated the issue of SHRM, Qayed Al-Emadi and Schwabenland (2015) examined traditional and recent studies in order to assert the main concepts of HRM models, a particular attention has been given to the configurational approach which works with quantitative data
Summary
The human capital is the resource that consists of the people who work to achieve the mission and ambition of an organization and ensure its business success; in that context Afiouni (2013) has been interested in understanding the complexity of managing human capital, Yusoff and Ramayah (2012) proposed a study to this problem consisting of the use of the e-HRM. First let’s begin by defining what a strategy is. Strategy is defining what is wanted to be done and how to do it. Armstong (2006) has defined it as a declaration of intent which concerns longer term goals; it is more concerned with how those goals should be achieved. Strategy has been defined in other ways by many writers on this subject, for example: Strategy is defining what is wanted to be done and how to do it. Armstong (2006) has defined it as a declaration of intent which concerns longer term goals; it is more concerned with how those goals should be achieved.
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