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Strategic Human Resource Management (SHRM) is essential to any business as it actively works toward enabling the organisation to execute its strategy towards maximum competitive advantage (Bailey et al., 2018: 56). The very foundation of the determination of competitive advantage lies with the organisation’s resources and capabilities as per Figure 1 below, where the Human aspect remains key to developing Physical and Financial Resources and Capabilities (Johnson et al., 2017: 98).
Figure 1: Resources and Capabilities (Johnson et al., 2017:98).
SHRM comes in when submitting the above-mentioned resources and capabilities to a VRIO (Value, Rarity, Inimitability, Organisational Support) analysis to determine the current competitive position in order to set a strategy to an improved competitive advantage (Johnson et al., 2017: 101).
VRIO
Figure 2: VRIO (Johnson et al., 2017:101).
Bailey et al. (2018:56-58) list a number of critical elements in terms of SHRM in relation to organisational strategy, including the development of capabilities of the organisation’s employees with an additional framework of worker role categories, all designed to improve competitive advantage. Worker role categories include “Strategic Knowledge Workers”, “Core Employees”, “Support Employees” and “Partner Employees” (Bailey et al.: 2018:57). For this to work, the organisation needs a lean HR approach that can adapt to its strategic position, which is why SHRM is essential to any business as it supports an organisation’s strategy and enables it to execute its short, medium and long-term strategic plans.
Would you therefore not agree with the statement that a lack of strategic consideration in an organisation’s Human Resources Management approach would lead to a disconnect of the employee roles in relation to the strategy, a reduced competitive advantage and a potential barrier to successfully implementing the overall strategy?
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