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positions.
Planning the total workforce: Defining the essential future workforce depending on the company’s progress and necessity is a very challenging activity of the HRM, especially now-a-days.
Producing the required human resources: The key focus of this process is to recruit, contract, organize, formulate and convey staffs grounded on the tactical provisions of the management’s workforce strategy.
Dedicating to HR progress and performance: HR development process marks on the growth and use of business proficiency and the cooperating elements, all of which lead to a thriving organizational performance. A good encouragement program for the employees should comprise a mix of base pay, bonus, profit share, priority in company share etc. in overall. (Robert C. B., 2003).
Evaluating and supporting managerial aptitude and performance: Basically, there is no exact approach to precisely measure the changes in HR policies or how performances affect the company’s output. This can be overcome by the usage ‘balance scorecards.’
2.2 Roles in Strategic Human Resource Management
The strategic roles of top management, front-line management, HR executive, HR specialists are the ones that sums up the roles of strategic HRM. Their roles in CIT are described below-

Strategic Part of Top Management: The long term business goals of the company are set by the idealistic leaders of the company- the ones who forms the top management. This set consists of the CEO, CFO and President. They ensure the concurrence of the company growth and objectives with those of the individual departments.
Strategic Part of Front-line Administration: According to Eduardo Salas et al (2001), front line managers ‘bring HR policies to life’. This means that if the managers are against a new HR strategy, it would be problematic to device the strategy which will gradually lead to dissatisfaction among employees.
Tactical Role of the HR Director: Because they are the part of the top management, the HR Directors hold a great position in the strategic planning. They ensure the integration of HR policies and tactics with overall business goals and supervise the implementation of those plans.
Strategic Part of HR Authorities: HR executives have various tasks like new preparation programs, performance management, granting employees, improving the work atmosphere etc. therefore, at any given point, they should work on a priority basis.
2.3 Development of HR Strategies
There is no single way to advance HR strategies. For example, CIT uses the six step method proposed by Gratton (1999):

1. Figure the superintendent association: Comprising people from all parts of the professional.

2. Envisaging the upcoming: Building a shared idea for the regions of strategic prominence.

3. Identifying present abilities and pinpoint the gap: Assessing the company’s present point and analyzing the break between company’s upcoming goals and current condition.

4. Shape a map of the system: This is done to safeguard the small stages taken can be expressed into a whole plan.

5. Model the refinements of the structure: All possible future results should be taken into account to evade any unexpected change or uncertainty in the strategic plan.

6. Bridge into action: Involving line managers, creating guiding principles, forming cross-fu