Strategic human resource management (strategic HRM) provides a framework linking people management and development practices to long-term business goals and outcomes. It focuses on longer-term resourcing issues and other HR strategies, such as reward or performance, determining how they are integrated into the overall business strategy.
This factsheet looks at how thinking on strategic HRM has developed and describes strategic HRM in relation to business strategy, human capital management and business performance.
Explore our viewpoint on productivity and people management in more detail, along with actions for government and recommendations for employers.
This factsheet was last updated by Rebecca Peters: Research Adviser, CIPD
Rebecca leads on several research projects including the People Profession Survey which provides a snapshot of the current HR landscape on an international scale. Rebecca regularly presents her research at conferences and business events and is passionate about bridging the gap between research and practice.
Researchers investigate the daily obstacles faced by HR practitioners when trying to work proactively rather than reactively
Understand the principles of shared services, how they work, and the benefits they can bring to an organisation
Insight into how global issues are impacting people professionals in the UK, Ireland, Asia-Pacific, MENA and Canada
Learn about defining, measuring and reporting human capital, and how HR can use human capital information to drive performance
Understand how being defined in UK law as an employee, a worker or self-employed affects employment rights and employers’ legal responsibilities
Outlines the main characteristics of strategic and total reward, and looks at designing and implementing a reward strategy across the organisation
This factsheet looks at employee voice, its purposes and use, and the benefits it can bring to an organisation and its workforce. It also covers whistleblowing and creating a speak-up culture