Krisha Nell B.

Lopez June 27, 2023

2021-70022

PA/BA 401 – Organization and Management

Midyear, 2023

REACTION PAPER 1

Strategic human resource management (SHRM) is the practice of aligning an organization's

human resources with its overall business strategy. It entails creating and implementing HR policies and
procedures to help the firm achieve its goals (Knies, Boselie, Williams, & Vandenabeele, 2018).

By enhancing employee performance, raising employee satisfaction and retention, and lowering
expenses related to hiring and training, SHRM may help increase organizational effectiveness in both
public and private sectors (Fahim, 2018). In government organizations, it is through coordinating HR
practices with an organization's vision and objectives that SHRM can aid in enhancing performance in
the public sector. It can also aid in fostering transparency, accountability, and effectiveness in the
government (Knies, Boselie, Williams, & Vandenabeele, 2018). In private corporations, it is by
coordinating HR policies with the company's strategic objectives that SHRM can help increase
organizational effectiveness. Additionally, it could support the private sector's drive for innovation,
adaptability, and flexibility (Knies, Boselie, Williams, & Vandenabeele, 2018).

The Philippines is a country that has a unique set of challenges when it comes to implementing
strategic human resource management practices. Both government organizations and private
corporations face different challenges in this regard.

For government organizations, one of the biggest challenges is the lack of funding. This can make
it challenging to find and keep top performance people, which may prevent innovation and
advancement. Another challenge is the bureaucracy that exists within the government. New regulations
and processes may be difficult to adopt as a result, which could impede development (Knies, Boselie,
Williams, & Vandenabeele, 2018).

For private corporations, one of the biggest challenges is the lack of skilled workers. This can
make it difficult to find employees who have the necessary skills and experience to fill open positions
(Hamouche, 2021). Another challenge is the lack of infrastructure in some areas of the country. This can
make it difficult for companies to operate efficiently and effectively (Hamouche, 2021).

The underlying reasons behind these challenges are complex and multifaceted. For government
organizations, the lack of funding is often due to corruption and mismanagement (Knies, Boselie,
Williams, & Vandenabeele, 2018). The bureaucracy that exists within the government is often due to
outdated policies and procedures that are difficult to change (Knies, Boselie, Williams, & Vandenabeele,
2018). For private corporations, the lack of skilled workers is often due to a lack of investment in
education and training programs (Hamouche, 2021). The lack of infrastructure is often due to a lack of
investment in public works projects.
 In conclusion, both government organizations and private corporations face unique challenges
when it comes to implementing strategic human resource management practices in the Philippines.
While these challenges are complex and multifaceted, they can be overcome with proper planning,
investment, and management. Despite these challenges, both government organizations and private
corporations in the Philippines can benefit from implementing strategic human resource management
practices. These practices can help organizations attract and retain top talent, improve employee
engagement and productivity, and ultimately achieve their goals.

Human resource management (HRM) practices are essential for both government organizations
and private corporations. However, there are some differences in the strategies and best practices
employed by these two types of organizations.

Recruitment and Selection In government organizations, recruitment and selection processes are
usually more formalized and structured than in private corporations. Government organizations often
have strict regulations and guidelines that must be followed when hiring new employees. In contrast,
private corporations have more flexibility in their recruitment and selection processes (Hamouche,
2021).

Performance Management Performance management is an important aspect of HRM in both

government organizations and private corporations. However, government organizations tend to focus
more on compliance with regulations and procedures, while private corporations focus more on
performance improvement (Hamouche, 2021).

Training and Development Training and development programs are essential for both
government organizations and private corporations. However, government organizations tend to have
more formalized training programs that are designed to meet specific job requirements. Private
corporations often have more flexible training programs that are designed to meet the needs of
individual employees (Hamouche, 2021).

Compensation and Benefits Compensation and benefits packages are important for attracting
and retaining employees in both government organizations and private corporations. However,
government organizations often have less flexibility in their compensation packages due to budget
constraints and regulations. Private corporations often have more flexibility in their compensation
packages and can offer more competitive salaries and benefits (Hamouche, 2021).

Employee Engagement Employee engagement is important for both government organizations

and private corporations. However, government organizations often face challenges in engaging
employees due to bureaucratic structures and limited resources. Private corporations often have more
resources to invest in employee engagement programs (Hamouche, 2021).

In summary, while there are similarities between the HRM practices of government
organizations and private corporations, there are also some differences. Government organizations tend
to be more formalized and structured in their HRM practices due to regulations and guidelines, while
private corporations have more flexibility in their HRM practices.
According to a study conducted by the University of the Philippines, some organizations in the
Philippines have implemented strategic human resource (HR) practices that have resulted in
improvements in employee productivity, retention, job satisfaction, and overall performance 1. However,
the study did not provide specific examples of these organizations.

In a survey conducted by Gartner in 2022, HR leaders from 60 countries including the Philippines ranked
their priorities for the year ahead. The top three HR trends in the Philippines were employee
engagement (76%), recruitment (45%), and learning and development (44%) 2.

Another report by Sprout Solutions revealed that despite the new working conditions’ varied impacts on
specific HR processes, most respondents think that automated systems (47%) improve their current work
set-up 3.

The role of leadership and organizational culture is crucial in facilitating the effective implementation of
strategic human resource management (SHRM) in both government organizations and private
corporations. According to a study by Boada-Cuerva et al. (2019), leadership and HRM are two key
factors affecting outcomes at organizational, team/unit, and individual levels either within the same
country or in a cross-border context 1.

In order to create an environment that supports the alignment of human resource strategies with
organizational goals, leaders and managers must first ensure that the organizational culture is aligned
with the strategic goals of the organization. This can be achieved by developing a culture that values
innovation, collaboration, and continuous learning 2.

Leaders must also be able to communicate the importance of SHRM to their employees and ensure that
they understand how their work contributes to the overall success of the organization. This can be done
through regular communication channels such as town hall meetings, newsletters, and employee surveys
2.

In addition, leaders must be able to create an environment that encourages employee engagement and
participation in decision-making processes. This can be achieved by providing opportunities for
employees to provide feedback on HR policies and practices, as well as involving them in the
development of new policies and practices 3.
Overall, effective SHRM requires strong leadership and a supportive organizational culture that values
innovation, collaboration, continuous learning, employee engagement, and participation in decision-
making processes.

The future prospects of strategic human resource management (SHRM) in the Philippines are influenced
by several factors such as technological advancements, demographic changes, globalization, and
evolving employee expectations 1. The COVID-19 pandemic has also become an inflection point with
substantive implications for HR globally 2.

In the Philippines, the HR priorities in 2022 appear to be driven by hybrid work, which drives business
transformation; rising turnover, which increases competition for talent; and mounting pressure to make
progress on DEI — diversity, equity and inclusion 1.

The implications for both government organizations and private corporations in terms of attracting,
developing, and retaining talent are significant. To attract talent, organizations must offer competitive
compensation packages that include benefits such as health insurance and retirement plans. They must
also provide opportunities for professional development and career advancement 3.

To develop talent, organizations must invest in training programs that help employees acquire new skills
and knowledge. They must also provide opportunities for employees to work on challenging projects
that allow them to grow professionally 3.

To retain talent, organizations must create a positive work environment that fosters employee
engagement and job satisfaction. They must also provide opportunities for work-life balance and flexible
work arrangements 3.

In conclusion, the future prospects of SHRM in the Philippines are promising but challenging.
Organizations must adapt to changing circumstances by embracing new technologies and strategies that
help them attract, develop, and retain talent. By doing so, they can create a competitive advantage that
enables them to succeed in an increasingly globalized economy
Strategic human resource management (SHRM) is a process that involves the use of human resource
policies and practices to achieve organizational goals 1. In the Philippines, SHRM practices have been
found to impact the bottom line of organizations 1.

To enhance organizational effectiveness through SHRM, both government organizations and private
corporations in the Philippines should prioritize the following key strategies and initiatives:

Align HR strategies with organizational goals: HR strategies should be aligned with the overall goals of
the organization. This will ensure that HR practices are focused on achieving the organization’s objectives
1.

Develop a strong employer brand: A strong employer brand can help attract and retain top talent. This
can be achieved by creating a positive work environment, offering competitive compensation and
benefits packages, and providing opportunities for career growth and development 2.

Invest in employee training and development: Providing employees with training and development
opportunities can help improve their skills and knowledge, which can lead to improved job performance
and productivity 1.

Implement effective performance management systems: Performance management systems can help
align employee performance with organizational goals. This can be achieved by setting clear
performance expectations, providing regular feedback, and linking performance to rewards 1.

Promote diversity and inclusion: Promoting diversity and inclusion can help create a more inclusive work
environment that values different perspectives and experiences. This can be achieved by implementing
policies that promote diversity and inclusion, providing training on unconscious bias, and creating
employee resource groups 2.

Potential barriers to change include resistance from employees who are comfortable with the status quo
or fear change. To overcome these barriers, organizations should communicate the benefits of SHRM
practices to employees, involve them in the change process, provide training on new HR practices, and
create a culture that supports change 12
References

1.

https://www.emerald.com/insight/content/doi/10.1108/REPS-07-2018-002/full/html

https://www.tandfonline.com/doi/pdf/10.1080/09585192.2017.1407088

2.

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8013558/

https://www.cambridge.org/core/journals/journal-of-management-and-organization/article/human-
resource-management-and-the-covid19-crisis-implications-challenges-opportunities-and-future-
organizational-directions/6857481FD64558659EE4C17C6DAE9AB9

https://www.tandfonline.com/doi/full/10.1080/09585192.2017.1407088

3.

https://www.cambridge.org/core/journals/journal-of-management-and-organization/article/human-
resource-management-and-the-covid19-crisis-implications-challenges-opportunities-and-future-
organizational-directions/6857481FD64558659EE4C17C6DAE9AB9

https://www.tandfonline.com/doi/full/10.1080/09585192.2017.1407088

https://www.tandfonline.com/doi/full/10.1080/14719037.2019.1695880

4.

file:///C:/Users/Shanell%20Lopez/Downloads/305-Article%20Text-980-1-10-20190531%20(2).pdf

https://www.manilatimes.net/2022/01/27/campus-press/2022-hr-trends-in-ph/1830789

https://sprout.ph/blog/hr-hybrid-work-a-look-at-sprouts-new-state-of-hr-report/

5.

https://www.tandfonline.com/doi/full/10.1080/13602381.2020.1779496

https://www.emerald.com/insight/content/doi/10.1108/JMD-12-2016-0335/full/html

https://www.researchgate.net/publication/330882002_Leadership_and_Organizational_Culture

6.

https://www.manilatimes.net/2022/01/27/campus-press/2022-hr-trends-in-ph/1830789

https://onlinelibrary.wiley.com/doi/full/10.1111/joms.12695

https://www.cambridge.org/core/journals/journal-of-management-and-organization/article/human-
resource-management-and-the-covid19-crisis-implications-challenges-opportunities-and-future-
organizational-directions/6857481FD64558659EE4C17C6DAE9AB9

7.
305-Article Text-980-1-10-20190531 (5)

https://www.sciencedirect.com/science/article/pii/S2405844021013360

https://www.researchgate.net/publication/240237855_Pinoy-
style_HRM_Human_Resource_Management_in_the_Philippines

One of the most prominent examples of SHRM in practice is the development of a Total
Rewards Strategy. This strategy focuses on aligning an organization's total rewards (including
salary, benefits, and other incentives) with its strategic objectives. The Total Rewards Strategy
helps an organization to attract and retain high-performing employees, motivate employees to
achieve organizational goals, and ensure that employees are rewarded for their contributions.

Another example of SHRM in practice is the development of a Talent Management Strategy.

This strategy focuses on the organization's efforts to attract, hire, develop, and retain talented
employees. It includes the development of a recruiting strategy, training and development
initiatives, performance management systems, and succession planning. The goal of this strategy
is to ensure that the organization has the right people in the right positions at the right time.

Finally, a third example of SHRM in practice is the implementation of an Employee Engagement

Strategy. This strategy focuses on creating a work environment that encourages employees to be
productive and engaged. It includes initiatives such as providing employees with meaningful
work, recognizing and rewarding employees for their contributions, offering career development
opportunities, and creating a culture of trust and respect. The goal of this strategy is to ensure
that employees are motivated and engaged in the organization's success.

These are just a few examples of SHRM in practice. The literature on SHRM is vast and varied,
and there are many other strategies and practices that organizations can use to align HR practices
with business objectives. The key is to ensure that the organization's HR practices are in line with
its strategic objectives and that they are properly implemented and managed.

The literature on SHRM is extensive and provides a wealth of information for organizations
seeking to implement effective HR practices. By understanding the literature and developing a
comprehensive approach to managing people, organizations can ensure that their HR practices
are aligned with their strategic goals and objectives. This, in turn, can help the organization to
achieve its overall success