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|
|Question Paper Code:||GN-382|
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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