 Article  Article Idea  Article Purpose  The main Points  Conclusion  Comment

Article Purpose HRM has to make sure all human resource strategies; policies practices meet the business strategies. Abstract: Strategic human resources management focused on the linking of all human resource activities with the organizations strategic business objectives. If an organization is to grow and remain competitive, its human resource objectives and strategies must achieve the best alignment of fit between external opportunities and threats and the internal strengths and weaknesses of the organization. If human resource managers are to be Involved in strategic planning and decision- making, they need to be not just wish they were strategic contributors. Human resource managers are under increasing pressure to become strategic business partners, to help the organization better respond to the challenges of downsizing, restructuring and global competition by providing value-added contributions to the success of the business. In such a context, human resource managers need to play their strategic role in order to achieve the competitive advantage

 The main Points  HRM role to effectively use the human capital to meet the business strategic goals.  Successful Strategic Human Resource management = Successful Organization  Leading companies knew that Human capital is the most valuable resource and they maximize it.  HRM has to be accepted as strategic business partner in the decision making process.  HRM to be accepted as partner has to : Know the business Know the business Strategy  Design strategy and policies that meet the business strategy objective.  Strategic HRM is essential to any organization.

Human Resource Information system helps HRM and line managers in decision making using computers. Benefits of using Human Resource Information Technology : To get the information needed to meet the organization strategic business objective accurately and faster  Recruitments and selection Selecting the right candidate to the right job at the right time.  Evaluation of an Organization performance Companies that manage performance and make evaluations for performance outperforms companies that don't do it.  Strategy and Motivation Organization that seek competitive advantage through productivity = strong employees motivation  Strategic Compensation Compensation can help achieve the Strategic Business Objective.

Conclusion The field of HRM is not one that exists in isolation. Rather, it's part of a larger field of management.  The HRM role is no more to sit and watch what is happening, they became partner in the decision making process.  HRM is no longer an option it is essential.  In turbulence Economic, Global business competition HRM has to be partner in the decision making process.  Success and survival of an organization depends on how successful is the HRM.

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