Strategic Resource Management (SRM) refers to strategic planning, allocating, using, and evaluating resources to achieve organizational objectives. This process is strategic in nature as it is long-term and focused on aligning the organization’s resource use with its overall business strategies.

Resources can include a wide range of elements, including human resources (employees and their skills), financial resources, physical assets (like buildings and equipment), intellectual property, and even intangible assets like brand reputation and relationships with stakeholders.

Effective strategic resource management typically involves:

Strategic Planning

Strategic planning in Strategic Resource Management (SRM) is the initial and one of the most important steps of the SRM process. It sets the direction and defines the roadmap for the organization, which will help guide how resources should be managed. Here’s how it typically works:

  1. Defining Vision and Mission: This involves articulating the organization’s purpose (mission) and its long-term aspirational goal (vision). These will act as guiding principles for all strategic decisions, including resource management.
  2. Setting Objectives: Based on the vision and mission, specific, measurable, achievable, relevant, and time-bound (SMART) goals should be set for the organization. These are the practical steps that will help the organization move toward fulfilling its mission and vision.
  3. Analyzing the Environment: This involves evaluating the external and internal environment of the organization through methods like SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis or PESTLE (Political, Economic, Social, Technological, Legal, Environmental) analysis. This analysis helps understand the market trends, competitive landscape, regulatory environment, and internal capabilities, which are vital for strategic planning.
  4. Strategy Formulation: The organization formulates its strategies based on the objectives and the environmental analysis. This includes determining the direction of the organization, its scope, and the methods it will use to achieve its goals. In terms of SRM, this is where the organization will decide how to leverage its resources to execute these strategies.
  5. Implementation Plan: This final step involves creating a detailed action plan outlining how the strategies will be executed. This includes determining what resources will be required, how they will be allocated, and how their use will be managed and monitored.

The strategic plan is not static but should be regularly reviewed and updated based on the changing environment and the organization’s progress toward its goals. This iterative process is essential for ensuring that resources are constantly being used in a way that aligns with the organization’s strategic objectives.

Resource Identification and Evaluation

Resource Identification and Evaluation is the second step in Strategic Resource Management (SRM), following Strategic Planning. This step aims to recognize the resources available within an organization and assess their current usage and effectiveness. Here’s a deeper dive into each part of this process:

Resource Identification: The first step is identifying the resources that the organization has at its disposal. Resources can be tangible, like financial, physical, technological, and human resources, or intangible, like intellectual property, brand reputation, and relationships with customers and partners.

For tangible resources, organizations can often draw from balance sheets, employee records, inventory management systems, etc., to identify them. For intangible resources, however, it might involve a more nuanced approach to quantify aspects like brand value, customer loyalty, or proprietary knowledge.

Resource Evaluation: Once the resources have been identified, the next step is evaluating them. This evaluation may involve a variety of assessments, such as:

  • Value: Understanding the worth of each resource to the organization, which can be in terms of financial value, strategic value, or any other significant factor.
  • Rarity: Checking if the resources are rare and hard for competitors to replicate or acquire.
  • Inimitability: Evaluating how difficult it is for competitors to imitate the resource, especially regarding aspects like company culture or proprietary technology.
  • Organizational Fit: Examining how well the resource aligns with the organization’s strategy and culture.

Through this evaluation process, the organization will have a clearer picture of which resources are currently under-utilized or over-utilized, which are most valuable, and which may need to be developed or acquired to fulfill strategic objectives. This knowledge forms the basis for the subsequent steps in SRM: Resource Allocation, Performance Monitoring, and Resource Development.

Resource Allocation

Resource Allocation is a critical step in Strategic Resource Management (SRM). It involves distributing resources effectively among different departments, projects, or activities within an organization in alignment with its strategic goals.

Here’s a deeper look into the Resource Allocation process:

  1. Align with Strategy: Resource allocation must be guided by the organization’s strategic objectives. The resources should be distributed in a way that helps to achieve the organizational goals identified during strategic planning.
  2. Prioritize Needs: Not all projects or activities have equal importance, so resources must be allocated according to their priority. This involves identifying the most strategically important projects or activities and ensuring they receive the necessary resources.
  3. Efficiency and Effectiveness: The goal of resource allocation is not just to distribute resources but to do so efficiently and effectively. This requires considering factors such as the cost-effectiveness of resource allocation, the potential return on investment, and the potential risks involved.
  4. Balance Short-term and Long-term Needs: Resource allocation should consider immediate needs and long-term strategic goals. Balancing short-term operational requirements with investments that will deliver long-term strategic value may be necessary.
  5. Flexibility: The business environment is dynamic and constantly changing, so resource allocation should be flexible. Organizations should regularly review and adjust their resource allocation to respond to strategic goals, market conditions, or business performance changes.

Resource allocation can be a complex process, especially in larger organizations. It may involve difficult decisions, such as reducing resources in one area to invest in another. Therefore, it requires careful analysis, decision-making, and communication to ensure that it effectively supports the organization’s strategic goals.

Performance Monitoring

Performance Monitoring is a crucial step in Strategic Resource Management (SRM). It involves continuously tracking and assessing how well the organization’s resources are utilized and how effectively they contribute to the strategic goals. This process is vital for maintaining operational efficiency, identifying potential improvements, and making necessary adjustments promptly.

Here’s a deeper look into the Performance Monitoring process:

  1. Setting Performance Metrics: The first step in performance monitoring is establishing key performance indicators (KPIs) or metrics that align with the organization’s strategic goals. These metrics should be specific, measurable, and relevant to the monitored resources. For instance, if human resources are being monitored, metrics could include employee productivity, turnover rates, or training effectiveness.
  2. Data Collection: The organization must regularly gather data on these performance metrics. This might involve specialized monitoring tools, management systems, or manual tracking. The data collected should be reliable and accurate for the monitoring to be meaningful.
  3. Performance Analysis: Once the data is collected, it needs to be analyzed to assess the performance of the resources. This analysis can identify trends, gaps, strengths, and areas for improvement. It can also provide insights into whether resources are being used efficiently and effectively and whether they’re contributing to strategic goals as expected.
  4. Feedback and Adjustment: The performance analysis results should be used to provide feedback to relevant teams or individuals and make necessary adjustments. For example, if a resource is underperforming, steps may be taken to improve its performance or reallocated to a different area where it can be more effective.
  5. Periodic Review: Performance monitoring should be an ongoing process, with regular reviews to track progress. This helps ensure the organization stays aligned with its strategic objectives and can adapt to changes in its environment or strategy.

Remember, performance monitoring isn’t about finding fault or laying blame. Instead, it’s about understanding how resources can best be utilized to achieve the organization’s strategic objectives and making informed decisions based on that understanding.

Resource Development

Resource Development is the last step in the Strategic Resource Management (SRM) process, and it involves enhancing, acquiring, or creating new resources that can aid in achieving strategic goals. It’s a forward-thinking and proactive approach that ensures an organization is prepared for future challenges and opportunities.

Here’s a deeper look into the Resource Development process:

  1. Identify Development Needs: Based on the results of the previous SRM steps (especially resource evaluation and performance monitoring), organizations identify where resource development is needed. These could be areas where existing resources could be improved, underperforming, or incapable of meeting future strategic needs.
  2. Develop a Resource Development Plan: The organization then creates a plan for developing these resources. This plan outlines what resources need to be developed, how this development will occur, the expected outcomes, and what timeframes are involved.
  3. Implementation of Development Initiatives: Resource development can take various forms depending on the resource type. For instance, human resources might be developed through training, mentoring, or recruitment. Financial resources might be developed through fundraising, cost-saving measures, or investment strategies. Physical resources might be developed through purchase, lease, or improvements to existing assets.
  4. Monitor and Evaluate Development Efforts: As with all SRM steps, it’s crucial to track the progress of development initiatives and evaluate their effectiveness. This could involve monitoring KPIs related to resource development, assessing the impact of development efforts on strategic goals, and making any necessary adjustments to the development plan.
  5. Iterate the Process: Resource development is an ongoing process. As the organization’s strategy and environment evolve, so will its resource development needs. Regularly revisiting and updating the development plan helps ensure resources continue to align with and support strategic objectives.

Resource development is a strategic investment in the organization’s future. By proactively developing resources, organizations can enhance their competitive advantage, improve performance, and increase their ability to achieve strategic objectives.