Strategic Human Resource Management
                              This module is divided into three sections:
                                     > Transformation to strategic human resource 
                                         management (HRM).
                                     > Strategic engagement.
                                     > The future of strategic partnerships.
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                              Transformation to Strategic HRM
                              By the end of this section, you will be able to:
                                     > Describe the evolution of HRM.
                                     > Define strategic HRM. 
                                     > Distinguish between strategic and tactical HR 
                                         activities.
                                     > Explain the role of the HR professional. 
                                     > Understand steps in building a strategic relationship.
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                              Evolution of the HR Function
                                                                                                           Strategic 
                              Purchasing                             Personnel                                 HR
                                                     Labor                                Human 
                                                  Relations                            Resources 
                                                                                           (HR)
                           Source: Christensen, R. (2006). Roadmap to strategic HR: Turning a great idea into a business reality. 
                           New York: AMACOM. 
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                              Definitions of Strategic HRM
                              •    Is focused on “…building competitive advantage, to 
                                   enabling business strategy, to fulfilling customer needs” 
                                   (Christensen, p. 12). 
                              •    “…the majority of HR time and resources is focused to 
                                   optimize workplace performance in order to maximize 
                                   the results of the organization. HR departments must be 
                                   accountable not for what they do but for the results they 
                                   are providing—from providing perceived value to 
                                   demonstrating actual value to the business” (Robinson 
                                   & Robinson, p. 4).
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                              Three Categories of Work
                           •     Transactional work:                                                         St
                                  > Administrative, order-taking.                                            rat
                                                                                                             eg
                                  > Benefits individuals.                                                     ic
                           •     Tactical work:                                                          Tactical
                                  > Solution-focused.
                                  > Benefits employee workgroups.                                    Transactional
                           •     Strategic work:
                                  > Long term.
                                  > Linked to one or more business goals.
                                  > Solution-neutral in early stages.
                                  > Requires multiple solutions or tactics to be 
                                       implemented.
                                  > Benefits business units and perhaps the entire 
                                       enterprise.
                                Source: Robinson, D. G., & Robinson, J. C. (2005). Strategic business partner: Aligning people 
                                strategies with business goals. San Francisco: Berrett-Koehler Publishers, Inc.                   6
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