SYNOPSIS: It represents the main function of Strategic Human Resource Management (SHRM) as “Job Analysis, Job Design and Job Analysis” and defines its importance in implementing strategies in any organization. This mission will also discuss the aspect of human resource department and why it gives more benefits to other functions such as recruitment and selection, performance appraisal and health and safety at the work. This report will also present today's critical business challenges and upcoming new responsibilities for HR and why they have started giving more weight to job analysis and design in order to achieve better performance and better organizational efficiency. Moreover, human capital is a vital factor for any department of any organization. “Hiring smart” is becoming a fashion trend for businesses due to their efficiency, productivity and employee motivation as businesses will invest more in their employees. It continues with recommendations on the need to analyze and design work and how to motivate employees in the company. INTRODUCTION: Due to the rat race within organizations, they invent and apply new strategies in the market as well as within the company. business too. The hospitality industry faces several critical business challenges which, in turn, require organizations to develop new capabilities in order to achieve their goals. Some of the main challenges are profitability through growth, technology, skilled workers and employee motivation. Interestingly, the human resources department plays a vital role in making these strategies effective and efficient. Before implementing the process, they need the important element which is analysis of workflow and work design...... middle of paper ...... facilitate the employee engagement in jobs, job redesign and special attention to job analysis. Remote working could play a vital role in this way. 4) We can increase talent retention over a longer period of time by giving them more flexibility and sharing the benefits with them. They should be paid for their achievements. Even we can design an internal Facebook 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, 2013) www.hr-expert.com4) Tokesky, George C; Kornides, Joanne: 'Strategic human resources management is vital' (Personal journal, December 1994 v 73 n 12 p 115.5) Model David Ulrich (1995).6) Human resources management (5e) – Kramer, Bartram, De Cieri