The Role of Alignment of Human Resources Processes with Business Strategy

Fred Hemmings () and Darius du Plessis ()
Additional contact information
Fred Hemmings: University of Johannesburg
Darius du Plessis: University of Johannesburg

A chapter in Embracing Technological Agility in Accounting and Business – Vol. 2, 2026, pp 403-416 from Springer

Abstract: Abstract For many organisations, the human resource function is seen as an adjunct to the main functions of business in terms of its overall vision, mission, values, goals, and objectives, or in short, its strategic thrusts. This research suggests it is in the best interests of the human resource department (HRD) to embrace the business as a strategic partner and more closely align the different HR functions towards the overall: vision, mission, values, goals, and objectives of the business. The above-mentioned approach and repositioning of HR vary significantly from the more traditional approach of HR, where the planning typically only takes a 1-year time horizon into account when preparing its annual HR plans and budgeting forecasts. The purpose of this paper is to investigate the existing literature pertaining to the strategic human resource management/planning (SHRM/P) model and the synergistic role it plays towards furthering the strategic planning of the business in which it is positioned. After a review of the literature in this field, the SHRM/P model is considered to be a key determinant and driver towards the overall success of businesses that adopt such an approach. In clearly aligning all the key HR practices and policies towards the business’s overall strategy, the role of HR is more clearly brought to the fore. It changes from a support function into a far more strategically focused entity, serving as a joint partner in ensuring that the business meets its objectives, through the strategic alignment of all HR interventions through its SHRM/P model.

Keywords: Business strategy; Human resource management (HRM); Organisational development interventions; Strategic human resource management/planning (SHRM/PM) model (search for similar items in EconPapers)
Date: 2026
References: Add references at CitEc
Citations:

There are no downloads for this item, see the EconPapers FAQ for hints about obtaining it.

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:spr:prbchp:978-3-032-13384-7_28

Ordering information: This item can be ordered from
http://www.springer.com/9783032133847

DOI: 10.1007/978-3-032-13384-7_28

Access Statistics for this chapter

More chapters in Springer Proceedings in Business and Economics from Springer
Bibliographic data for series maintained by Sonal Shukla () and Springer Nature Abstracting and Indexing ().