Contents

• Introduction
• Strategic HRD
• Benefits of Strategic HRD
• Obstacles and Challenges
• Conclusion
• References

Description

Organizations these days are looking at human resources as valuable asset that can provide sustained competitive advantage. If a human resource in an organization cannot provide organization with strategic advantage, the human resource management in the organization is said to be ineffective. Human resource departments these days are not just looking at managing the workforce, recruiting and training but also looking at providing a platform for increased work-life balance of the employees so that they remain committed to the organizational goals by delivering high productivity. Strategic human resource is the planned HR deployment and activities aimed at achieving organizational goals (Kramar, 2008). A human resource activity in isolation with the organizational goals no more appeals to the management today. A human resource in alignment with the organizational causes would contribute to the success of organizational intentions. For example, the occurrence of high turnover in the mid of a project is detrimental to the organizational cause. So HR must plan for the possible turnover of employees during the project. This is one of the strategic roles that HR can play, which directly influences the organizational processes and outcome. When HR in an organization starts aligning itself with management goals, it is bound to face a few hurdles. One of the hurdles could be the need for deviation from traditional HR. Traditional HR goes by laid rules irrespective of the organizational success or failure. The manufacturing plants of the yore follow such practices. Whereas, strategic HR calls for continuous adaptation to the changing needs of the organization. An example of this is the cut in remuneration during recession and providing extra allowances, incentives to the employees when the organization is financially healthy. The paper discusses the ways in which HRD can play strategic role in the organization. The paper also discusses the benefits of HRD and obstacles in achieving the strategic objectives.