1. Introduction Strategic Human Resources Management can be defined as a process connecting Human resources function with the strategy objectives / business strategy of the organization in order to improve the performance. The knowledge of Strategic human resources management considers the intentions of the company in the future direction that the company wants to take. It is also concerned with longer-term people issues and macro-intentions about structure, quality, culture, values, commitment and matching resources to future need. There are certain differences between Strategy Human Resources Management and traditional Human Resource Management. First, SHRM concentrates more on organizational performance rather than individual performance. Second, it highlights the role of HR management systems as solutions to business problems (including positive and negative complementarities) rather than individual HR management practices in separation. The simplest illustration of the SHRM model is a relationship between the company��s HR planning and company��s performance. 1.1.2. ......

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