PROCESS OF IMPLEMENTATION OF STRATEGIC HUMAN RESOURCE MANAGEMENT (SHRM) IN MODERN ORGANISATIONS: AN ANALYTICAL STUDY

This paper is an analytical study on the implementation process of “Strategic Human Resource Management” (SHRM) in modern organizations. Traditional studies in “human resource management” has fixated on individual and job attributes, but investigation of social network provides valuable understandings into the influence of social capital and employee relationships on human capital outcomes. Resilient organizations strategically manage their human resources to develop competencies among core employees, enhancing their capacity for resilience. Innovation and sustainability are crucial considerations in modern HRM, emphasizing the need for well-trained and managed human resources to meet the challenges of globalization and achieve sustainable development goals. The paper explores the relationship between strategic HRM, organizational performance, and financial outcomes, emphasizing the importance of effective implementation of HRM practices. It also addresses methodological weaknesses and highlights the need to differentiate between “intended” and “implemented” HRM practices. The impact of electronic HRM (e-HRM) on strategic HRM is examined, highlighting the early stage of research in this field. Overall, the research provides a comprehensive analysis of the implementation process of strategic HRM, shedding light on its significance for organizational success and sustainability.