Strategic Human Resource Management, 2nd Edition

3 Key practice areas and the key levers

DOI: 10.4324/9781003364276-4

Ultimately, strategic human resource management is defined by what it does: that is, the actual practice of SHRM. To put this point another way: ‘it is the how of HRM in the chain of processes that make the various models of HRM work well or poorly’ (Boxall et al. 2008, p. 7).

The critical incidents between entry and exit of workers which attract the attention of HR practitioners include job design and team design, on-boarding and induction, assessment, training and development, engagement, reward and retention, talent management, employment relations, safety, health and well-being, and organizational design and redesign, organizational vision, mission, and culture management. ...