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Question: Discuss About The Strategy In The Human Resource Management? Answer: Introducation In the seminar one training session, we studied two main modules, namely, strategic human resource management and human resource planning. In the present world, the businesses have become much more competitive and profit focused. The role of the HR managers has become much more engaging and strategic (Armstrong, 2010). They are crucial in developing the human resources of an organization and have an integral part in resource planning and achieving the objectives of the organization. The HR manager has several diversified roles in a business organization and they are crucial in linking the organizations goals with the shareholder value of the organization. The strategic management refers to the process of integrating business strategy in the human resource management (Fottler, Khatri Savage, 2010). It is used to analyze the human resource requirements in an organization and fulfill it for longer duration. It also analyzes the requirements for the technical skills and the makes provis ions to fulfill them. In the present world, strategic HRM is considered crucial in the growth of business organizations as they have the responsibility of recruiting and retaining the talented workforce in the organization (Harzing Pinnington, 2010). They also work in close association with line managers and both of them are responsible in the performance management and taking crucial business decisions. A business organization can achieve superior competitive advantage over its competitors by developing its resources, capabilities and competitive power and the HR manager plays a crucial role in it (Regis, 2008). Other than that, I also learnt the importance of planning process in the human resource management. It is important for the HR manager to forecast the human resource demands and develop strategy to fulfill them. The HR manager also needs to retain the employees within the organization. During my tenure with an organization wherein I worked as an associate HR manager, the most challenging part was providing appropriate training to the employees (Martin, 2010). The employees should be provided training to remain competitive with the current market trends. It is important to design the training programs such that they impart maximum knowledge and skills to the employees (Snell, Morris Bohlander, 2015). Therefore, designing the employee training program is quite challenging for the organization. The training program may focus on diverse skills which include soft skills, technical skills or additional course (Reilly Williams, 2016). Other than that, I also realized that retaining the em ployees within the organization is also challenging for the organization (Wilton, 2010). The business organization needs to demonstrate that it care for the employees so that they remain engaged within the organization. During this module, I realized that employee engagement strategies are important for an organization as they are crucial in retaining the employees and keeping them motivated in the organization. The employee engagement strategies are crucial in increasing the productivity of the organization and assist the organization in achieving the objectives of the organization. References Armstrong, M. (2010). Armstrong's Essential Human Resource Management Practice: A Guide to People Management. Kogan Page Publishers. Fottler, M.D., Khatri, N., Savage, G.T. (2010). Strategic Human Resource Management in Health Care. Emerald Group Publishing. Harzing, W., Pinnington, A. (2010). International Human Resource Management. SAGE. Martin, J. (2010). Key Concepts in Human Resource Management. SAGE. Regis, R. (2008). Strategic Human Resource Management and Development. Excel Books. Reilly, P., Williams, T. (2016). Strategic HR: Building the Capability to Deliver. CRC Press. Snell, S.A., Morris, S., Bohlander, G.W. (2015). Managing Human Resources. Cengage Learning. Wilton, N. (2010). An Introduction to Human Resource Management. SAGE.