SYNOPSIS: Represents the main function of strategic human resource management (SHRM) as "job analysis, job design and job analysis" and defines its importance in implementation of strategies in any organization. This assignment will also discuss what the HR department looks like and why they are giving more benefit to other functions like recruitment and selection, performance appraisal and occupational health and safety. This report will also present today's critical business challenges and new future responsibilities for HR and why they have started to give more weight to job analysis and design in order to achieve the best result and efficiency of the job. 'organization. Furthermore, human capital is a vital factor for any department of any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as companies invest more in employees. We continue with recommendations on the need for work analysis and planning and on how to motivate employees in the company. INTRODUCTION: Due to the crazy competition in organizations, they are inventing and applying new strategies in the market as well as within the company too. The hospitality industry faces several critical business challenges which in turn require organizations to develop new capabilities to achieve goals. Some of the key challenges involve profitability through growth, technology, skilled workers and employee motivation. Interestingly, the human resources department is playing a vital role in order to make these strategies effective and efficient. Before implementing the process, they need the important component which is analyzing the workflow and job design... middle of paper ......facilitating employee involvement in jobs, job redesign and a careful attention to job analysis. Teleworking could play a vital role in this regard. 4) We can increase talent retention for a longer period by giving them more flexibility and sharing the profits with them. They should be paid for their results. We too can design Facebook internally so that employees can organize themselves around their area of ​​interest. REFERENCES1) Article: http://www.hrmagazine.co.uk/hr/features/1014777/the-business-partner-model-lessons-learned2 ) Cloche, Christian (from William M. Mercer), How to evaluate human capital (November 25,13) www.hr-expert.com4) Tokesky, George C; Kornides, Joanne: 'Strategic human resource management is vital' ( Personal diary, December 1994 v 73 n 12 p 115.5) David Ulrich model (1995).6) Human resource management (5e) – Kramer, Bartram, De Cieri