The 7S of HRM stands for "The 7 Factors of Human Resource Management."
Some people refer to human resource management as human capital management or workforce management. Some prefer to call it people management.
Some HR experts do not favor "human capital" since they believe it can mean that organization can capitalize people, a form of people manipulation.
People management had always been the concern of mankind. Even people in ancient days had to learn ways how to deal with people, with other fellow human being whether belonging to group or not.
Method of managing or controlling people was different in those days, namely, that "might is right". This is sometimes called "the law of the jungle." Fear was one of the elements of control.
As people became more civilized, they learned how to manage others by displaying true leadership qualities.
We know of great leaders from of old like Alexander the Great and Napoleon Bonaparte to famous leaders of the modern day such as John F. Kennedy, Winston Churchill and Mahatma Gandhi.
In the corporate world, there are great minds that continue to move mountains in the success stories of organizations.
All of them had the help of capable people in achieving their objectives, whatever they were or are or will be.
However, people, the wrong kind of people, can cause the downfall of organizations.
The On-going Search for New Ways in Managing People
But until now, we are still searching for the ideal and unquestionable way of managing people.
Personnel management has had its day. It is still around. Administration is a necessary part of HRM.
Then some writers and organizations began to call employees their human capital. This reflected the change in attitude towards workers whom organizations started to consider as one of their important assets.
Some may think of this as rather inappropriate. It indicates that people are like properties that others or organizations can buy and sell. The term is still being used today. Consider the position of today's professional football players.
Since some three decades ago management experts began to put forward the idea that by using strategies, an organization's workforce can greatly contribute to the success of organizations.
Thus, the term "human resource management" came into being.
In human resource management, workforce productivity is linked to organizational productivity. The ultimate aim is financial success. In order to achieve this, people's work behaviors are managed through a system of control. This is why human resource management is considered as the hard approach to managing people.
Is it possible to simplify strategic human resources management so that it is much easier to understand?
Perhaps the 7S of HRM can simplify some of the things about human resource management.
So what are the 7S of HRM?
The linking of HR strategies to the accomplishment of HR objectives and the overall organizational objectives is the most crucial part of strategic human resource management.
The ultimate purpose is to provide excellent service resulting in high productivity which can lead to high profitability.
Appropriate strategies are also used in every other areas of human resource management in order to support the linkages and facilitate positive outcomes.
These include strategic recruitment, strategic compensation, strategic employee training and development, employee motivation and retention, strategic performance management, choosing the right technology to support systems and people, and effective handling of workplace conflicts.
In essence, strategies are used in every aspect of human resource management and management of the business activities of the organization.
You may consider the 7S of HRM as one of the simplest way of trying to understand what strategic human resource management is and what it entails.
The 7S of HRM is intended to help you start on the road to the further probing of every important aspect of strategic human resource management.