Evolution: HR in history
1900–1980s from administrator to HR specialist
1980s-2000s “HR at the table”...but with mixed results
2000s-2010s outsourcing and downsizing
2010s-2025 strategic leader”
(or rather: doing more with less?)
Definition HRM
HRM is the attainment of organisational goals in an effective and efficient manner through
planning, organising, leading and controlling human resources, while respecting the
reciprocal relationship between individual and organisation.
Definition Strategic HRM
Strategic HRM is an approach that defines how the organization’s goals will be achieved in the
context, through people, by means of integrated HR strategies, policies and practices.
● Strategic HRM is seen as a partner in organizational success , as opposed to a
necessity for legal compliance or compensation.
● HR departments that practice strategic human resource management do not work
independently within a silo; they interact with other departments within an organization in order to
understand their goals and then create strategies that align with those objectives, as well as
those of the organization. As a result, the goals of a human resource department reflect and
support the goals of the rest of the organization.
● Strategic HRM utilizes the talent and opportunity within the human resources department to make
other departments stronger and more effective
Main elements of Strategic HRM
HRM Strategic HRM
“Get the basic right” eg. legal compliance Partner in organizational succes (*A)
- strategic fit
, and payroll - strategic flexibility (*VUCA)
Outside-in perspective (*B)
Inside-out perspective
Connected mindset (*C)
HR for and by employees
*A Partner in organizational succes
= in service of the organisational goals and successes
- Strategic Fit
- Strategic Flexibility
ability of the firm to respond and adapt to changes in its competitive
environment (VUCA)
* B Outside-in perspective (VUCA)
1900–1980s from administrator to HR specialist
1980s-2000s “HR at the table”...but with mixed results
2000s-2010s outsourcing and downsizing
2010s-2025 strategic leader”
(or rather: doing more with less?)
Definition HRM
HRM is the attainment of organisational goals in an effective and efficient manner through
planning, organising, leading and controlling human resources, while respecting the
reciprocal relationship between individual and organisation.
Definition Strategic HRM
Strategic HRM is an approach that defines how the organization’s goals will be achieved in the
context, through people, by means of integrated HR strategies, policies and practices.
● Strategic HRM is seen as a partner in organizational success , as opposed to a
necessity for legal compliance or compensation.
● HR departments that practice strategic human resource management do not work
independently within a silo; they interact with other departments within an organization in order to
understand their goals and then create strategies that align with those objectives, as well as
those of the organization. As a result, the goals of a human resource department reflect and
support the goals of the rest of the organization.
● Strategic HRM utilizes the talent and opportunity within the human resources department to make
other departments stronger and more effective
Main elements of Strategic HRM
HRM Strategic HRM
“Get the basic right” eg. legal compliance Partner in organizational succes (*A)
- strategic fit
, and payroll - strategic flexibility (*VUCA)
Outside-in perspective (*B)
Inside-out perspective
Connected mindset (*C)
HR for and by employees
*A Partner in organizational succes
= in service of the organisational goals and successes
- Strategic Fit
- Strategic Flexibility
ability of the firm to respond and adapt to changes in its competitive
environment (VUCA)
* B Outside-in perspective (VUCA)
