According to Byars & Rue (2011), Human Resource Management (HRM) consists of a few steps that conduct job analysis, staff needs planning, recruiting the right people for jobs, orientation and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes and communicating with all employees at all levels. Strategic human resource management (SHRM) is defined as the human resource management process of making decisions, planning and forecasting the organization's intentions, planned human resource implementations and expected management behavior to enable them to achieve the own objectives. (Cieri & Kramar, 2008). SHRM is important in every organization because it helps the organization to meet the best needs and also expectations of the employees while working and promoting in order to achieve the goals of the organization (Mamoria & Gankar, 2003). To analyze the organizational environment, SWOT analysis is used where it considers internal and external factors that can enhance the purpose of human resources within the organization and also involves identifying the strengths, weaknesses, possibilities and of the organization's threats in order to help evaluate the organization's capabilities and resources in the competitive market (Baron & Kreps, 1999). The analysis allows you to plan SHRM strategies in such a way as to cover the company's threats and weaknesses and take full advantage of the company's strength and perceived opportunities. Human resource planning (human resource planning) means the management process of determining how the organization develops and moves from its current manpower position to the desired position through planning to place the right number of qualified employees in the right place at the time right...... halfway through the job...... analysis is a systematic process that provides all the information needed to draft the relevant job description and job specification to ensure the job is done correctly by the right person. So recruitment and selection is also a critical process for the organization because good selection decisions will ensure the company has financial investments in its employees. Next, performance management is needed to track employee performance. Next is to give motivation to employees by providing them with support which applies Herzberg's theory which is classified into motivators which motivate employees to succeed and hygiene factors which are lower order needs. And last but not least, training and development courses will be carried out to align the employee's skills with their job and to develop employees for future promotions.