Which of the following is NOT a key component of SHRM?

Strategic Human Resource Management (SHRM) is focused on aligning human resource practices with the strategic goals of an organization to drive performance and ensure long-term sustainability. It encompasses various practices that are crucial for enhancing organizational effectiveness.

Workforce planning is essential as it determines how an organization can effectively allocate its human resources to meet future demands. Performance management is also a significant aspect, involving continuous assessment of employee performance in accordance with the organization's strategic objectives. Talent management encompasses a range of activities centered on attracting, developing, and retaining skilled employees, ensuring that the organization has the necessary competencies to succeed.

While employee disciplinary actions are important for maintaining workplace standards and managing employee behavior, they do not constitute a core component of strategic human resource management. SHRM primarily focuses on proactive strategies that contribute to organizational success, rather than reactive measures such as disciplinary actions, which are more about compliance and corrective measures. Thus, the choice of employee disciplinary actions clearly distinguishes itself from the fundamental components of SHRM.