Main Article Content
Purpose: The Major objective of this study is to explore the mixing of institutional strategies to HRM by examining the strategic HRM practices.
Recent studies have worked upon understanding organizations practices upon Strategic Human Resource Management (SHRM). However, there is an enormous gap in both conceptual and empirical studies on SHRM in Education. Although many institutions have noted the importance of some elements of strategic human resource management, few have practiced them on a frequent basis.
Quantitative and Qualitative Exploratory Research Design was selected to study strategic human resources management best practices in education. Literature was reviewed and therefore the general features of strategic HRM practices were identified. These were captured during a survey instrument which was later administered to staff within the selected education institutions to work out the extent of strategic HRM implementation. Total 370 Institutions were approached Giving us 750 responses in total. The respondents were approach with a simple Random Sampling method. Statistical analysis was conducted to cluster similar variables alongside the aim of identifying the local areas for determining the extent to which strategic HRM practices had been implemented in the Universities.
Findings: The results also showed that the performance appraisal and compensation system does not guarantee a highly motivated core of staff, especially if they're emigrant workers. As results of these findings, there are strong implications for administrators, faculty, and other education personnel curious about applying and improving their best practices in strategic human resources management.
Practical Implementation: The study indicates supportive participant’s perceptions; the higher education institutions under study have a robust level of awareness of SHRM. However, our education is facing major problems surrounding the event of human capital, especially of the school members and wishes to devote more attention to their SHRM practices. The employee’s recruitment and selection process is essentially inadequate and wishes effective attention.
The paper is basically a descriptive viewpoint that may contribute positively to the extant literature, academicians, professionals and other related streams of the discipline.