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Download BBA 5th Sem Strategic Human Resource Management Solved Question Paper

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Here you can find out Bangalore University 5th Semester B.Com Strategic Human Resource Management (SHRM) Solved  Question Paper of the year December 2016-2018 & also you can download this Question Paper in PDF Format. If you are searching for Bangalore University Previous Year/Old or Model Question Papers, Question Bank or BU Question Papers visit Bangalore University Question Papers Section to download more question papers in PDF format.

 Details of Question Paper

University Name: Bangalore University
Course Name: BUSINESS ADMINISTRATION
Subject: Strategic Human Resource Management
Class Fifth Semester
Question Paper Code: GN-382
Year 2016-2018
Scheme CBCS (2016-2017)

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B.COM 5th Sem Strategic Human Resource Management (SHRM) Solved Question Papers Download 2016-2018

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SHRM 2016-2018 Year Solved Paper Download Now 

 

Educational Resources on STRATEGIC HRM

Definitions of SHRM: According to Miller SHRM practice is the decisions and actions, which concern the management of employees at all, levels in the business, and are related to the implementation
of strategies directed towards sustainable competitive advantage. According to Wright and Snell, SHRM deals with those HR activities used to support the firm’s competitive strategy. According to Wright and McMahan, SHRM as the pattern of planned human resource deployments and activities intended to enable the firm to achieve its goals.

Important factors of SHRM
 Integrating HR into the strategic planning
 Transforming HR staff
 Transforming the organization structure
 Enhancing Administrative efficiency

Barriers to SHRM
All too often, 80 percent of the time spent on strategic management is devoted to designing strategies and only 20 percent is spent on planning their implementation. It should be the other way round. It is necessary to plan with implementation in mind.

Short-term mentality/focus on current performance – rewards based on short-term performance

The inability of HR to think strategically – insufficient knowledge of GM or other functional areas, cannot influence strategic decisions

Lack of appreciation from senior management of what HR can contribute to strategy –HR regarded as administrative, bureaucratic, inflexible, rule-oriented, compliance-driven, adversary role

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