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Difference Between HRM and Strategic HRM

HRM vs Strategic HRM

HRM is Human Resources Management which is a strategic approach to the management of employees. HRM involves the process of employing people, developing their skills/capacities, and utilizing their services. But today, HRM has come across many changes, and the latest one is the Strategic HRM which is the most powerful idea currently. Strategic HRM can be termed as a branch of HRM.

In HRM, traditional methods are followed. Traditional methods means the selection or recruitment process and imparting training. This HRM process did not have any specific rules for different areas like recruitment, training, and utilizing the services. This is what makes the Strategic HRM different from HRM. In Strategic HRM, there are specific rules specified for specialized fields.

In HRM, there are no separate people for different areas whereas in Strategic HRM there are different people who are skilled in specific areas. It is not that the same persons will handle recruitment, training, and employee appraisal.

As the term itself denotes, Strategic HRM deals with strategic aspects of HRM. Unlike HRM, Strategic HRM mainly focuses on the programs with long-term objectives. Though HRM and Strategic HRM focus on increasing employee productivity, Strategic HRM uses many strategic methods.

Unlike the traditional HRM, Strategic HRM uses more sophisticated methods for improving overall employee motivation and productivity. Unlike the traditional HRM, Strategic HRM uses more systematic tools.

While the traditional HRM focuses mainly on employee relations, Startegic HRM focuses on partnerships with internal and external customers. When HRM has only short-term goals, Strategic HRM has long-term goals.
When considering job design, there is a tight division of labor and independence specialization in HRM. On the other hand, the job division in Strategic HRM is flexible. When HRM has staff specialists, Strategic HRM has line managers.
Summary:

1. HRM involves the process of employing people, developing their skills/capacities, and utilizing their services. Strategic HRM can be termed as a branch of HRM.
2. While traditional HRM focuses mainly on employee relations, Startegic HRM focuses on partnerships with internal and external customers.
3. When HRM has only short-term goals, Strategic HRM is for long-term goals.
4. When HRM has staff specialists, Strategic HTM has line managers.
5. When considering job design, there is a tight division of labor and independence specialization in HRM. On the other hand, job division in Strategic HRM is flexible.


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