Why Proactive HRM Strategies_Sirapatsorn_5June_2022

Why Proactive HRM Strategies?

A s s o c . Pro f. S i ra p at s o r n W. , P h . D.



Agenda What is Proactive HRM
Strategy?

The differences between
Proactive and Traditional HRM
Strategies

Case studies from some
organizations.

How to create Proactive HRM
strategies?

What are employees
requirements from their
organizations?

Agenda What is Proactive HRM
Strategy?

The differences between
Proactive and Traditional HRM
Strategies

Case studies from some
organizations.

How to create Proactive HRM
strategies?

What are employees
requirements from their
organizations?

What is Proactive HRM Strategy?

Proactive or preventative
human resources is the strategic
development of plans for recruiting,
selecting, managing and motivating
people.
Proactive recruiting means crafting
specific plans for recruiting employees
who are the best fit for your
organization.

https://smallbusiness.chron.com/similarities-
differences-proactive-reactive-hr-14395.html

Reactive HR Basics
Strategicplanningto reacttohumanresourcescrises
are important.
Smallbusinessesneed toknow whatto dowhen
employee troubles arise. However, reactive HR is often
regarded as putting out fires and living in HR chaos
because managers wait until employee issues come to a
headbefore theytrytohandlethem.

Bythistime, symptomsmayhavebecome
overwhelmingfor thebusinessanditsemployees.

Reactive HRalsomeansaddingnew policiesand
procedures in response to problems that arise.

Agenda What is Proactive HRM
Strategy?

The similarities and differences
between Proactive and
Traditional HRM Strategies

Case studies from some
organizations.

How to create Proactive HRM
strategies?

What are employees
requirements from their
organizations?

Proactive HR Similarities
vs
The main similarity between proactive and reactive HR is
Reactive HR that both are integral in strategic HR, which has become
prominent in the early 21st century.

Companies need to proactively develop procedures but have
an efficient system to deal well when surprise issues occur.
Both approaches involve processes of dealing with
employees and their concerns.

In each type, HR professionals and managers want to keep
employees happy so that production is high.

Proactive HR Differences
vs
Timing is a key difference between proactive and reactive HR.
Reactive HR Proactive HR plans are typically implemented before issues come
up.

In an April 2011. Foster Thomas article, Kristin Rueber explains
that proactive HR also may involve payroll and employee audits
that catch issues before they fester. She describes a particular
situation in which a company paid a non active employee for about
12 years because it failed to review payroll files proactively.

Proactive approaches include intentionally

hiring certain employees and paying what it
takes to motivate employees.

Reactive approaches more often involve

waiting until employees complain to fix pay or
motivation problems.

Proactive
HR – it’s
about a lot
more than
just people
and process!

Proactive HR requires a deeper level of
understanding and a more collaborative
approach to practical HR issues and the
positive impact it can have on business, is

significant.

Understanding
Whilst HR rules and procedures may be fairly black and white,
your business certainly isn’t.
It’s complex, it’s evolving and its success depends on many factors.

That means your HR team needs to have a deep level of
understanding about what makes it all tick.
That includes understanding your business’s priorities and values
and then ensuring your people-related practices both relate to
these and support and / or contribute to achieving the goals of the
organization.

Business alignment
On the one hand, there’s the practical side of HR:

ensuring processes are in place.



HRM Processes such as:
• Induction and performance reviews,
• contracts of employment,
• a system of job descriptions/evaluation/sign off to ensure recruitment

is well managed, planned and considered in terms of what skills and

abilities to look for, what compromises are possible in selecting new

staff and which are not feasible, and how this fits with the financial plan,
• ensuring interviews are well managed, documented evidence is

collated and the process and decisions are fair and legal,
• establish policies and procedures that reflect the values and

aspirations of the business.







































DEI