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SHRM - Presentation

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Christopher Neo
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31 views11 pages

SHRM - Presentation

Uploaded by

Christopher Neo
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Strategic Human

Resource
Management

Xie Cuiting
Student number: 240712005
Strategic Human Resource Management (SHRM) and its importance

Strategic Human Resource Management (SHRM) is a vital component for any


organization aiming to achieve its long-term goals. For the Club House, integrating
HRM with strategic objectives can significantly enhance operational efficiency,
employee engagement, and overall organisational performance.

Importance of SHRM (4 strategic areas):

• Alignment with business goals

• Competitive advantage

• Proactive workforce management

• Enhanced employee engagement


Strategic Human Resource Management (SHRM) and its importance

This can be further broken down into 10 tactical areas

• Understanding business objectives


• Talent acquisition & recruitment
• Training & development
• Performance management
• Compensation & rewards systems
• Employee engagement & culture
• Succession planning
• Workforce analytics
• Agility & adaptability
• Inter-departmental collaboration
Linking SHRM with other departments

• Collaboration across functions – between HR & other departments

• Integrated training programs – alignment with departmental goals

• Performance management systems – establishing metrics & measurement


SHRM Services for the club house

• Talent acquisition – recruitment strategies

• Training & development – focusing on customer service


excellence & operational efficiency

• Performance management systems – establishing metrics


& measurement & rewards

• Employee engagement initiatives – recognition & team


building

• Succession planning – identifying & developing future


talents
Factors to consider before renovation & restructure

Before embarking on a renovation and restructure at the Club House, several critical
factors should be analysed:

• Financial implications

• Impact on employees

• Client expectations

• Operational disruption

• Regulatory compliance
Preliminary HR Requirements Considering the New Contract

• Skills assessment – skills inventory & gaps

• Staffing needs analysis – post renovation


resources required

• Training programs development – for new


systems & processes

• Change management strategies – developing


plan & communications
Key areas of focus – talent acquisition strategies

Talent acquisition is the process of identifying, attracting, and hiring top talent to meet an organization's
needs. A well-developed talent acquisition strategy ensures that the company can effectively recruit
high-quality candidates who are aligned with the organization’s goals and culture

• Employer branding – as part of the refurbishment, a branding exercise is critical to rebrand the club
house as a club of choice for the discerning & to attract talents

• Diversity & inclusion – to ensure that DEI factors are taken into consideration in staff composition

• Campus recruitment & internships – this will gain access to energetic youth at low cost

• Competitive compensation – ensure that salaries are benchmarked against the industry

• Employee referrals – reward employees who refer successful candidates


Key areas of focus – training & development

Training and development strategies are essential for enhancing the skills, knowledge, and performance
of employees to ensure that they contribute effectively to organizational success. A well-crafted strategy
not only improves individual performance but also supports the company’s broader goals, fostering
growth, innovation, and a competitive advantage.

• Conduct training needs analysis – to identify gaps & requirements

• Personalised learning & development plans – for selected staff with leadership potential

• Blended learning approach – where 10% through courses, 20% though coaching & 70% through on-
the-job training

• Soft skills development – especially critical for service industry like the club house. All staff to have
soft skills training

• Cross training & job rotation – to enable the club house to seamlessly rotate staff across departments
during peak periods

• Employee recognition – have regular awards to reward & recognise high performers & to motivate the
rest
Key areas of focus – compensation & rewards systems

Compensation and rewards systems are crucial components of human resource management that
directly influence employee motivation, engagement, and retention. These systems are designed to
attract, retain, and reward employees for their contributions to the organization. A well-structured
compensation and rewards system not only ensures fairness and equity but also aligns employee
performance with organizational goals

• Base salary & pay structure – to be benchmarked with industry

• Performance-based pay – to reward performance & outperformance

• Benefits & perks – to attach intangibles into rewards packages

• Recognition – regular awards to motivate by example

• Equity & fairness – to minimise / eliminate discriminatory practices


Key areas of focus – inter-departmental collaboration

Effective inter-departmental collaboration helps break down silos, improves efficiency, enhances
innovation, and drives overall organizational success

• Clear communication channels to be set-up – including policies & procedures

• Clear roles & responsibilities – so that everyone knows what everyone else is doing. Extremely
important in the service industry

• Leadership support & alignment – heads of department needs to align with new corporate vision &
mission, while top leadership needs to walk the talk & have consistent messaging

• Cross-functional teams – this will help address staff shortages during peak periods as well as improve
work efficiency

• Shared goals – this is required to be in the KPIs, and will foster closer working relationships between
departments

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