The article is about general HRM, not Strategic HRM. Thank you Dr. Muniapan  for your concern, time and effort.

Henerath,

These papers may help

https://www.researchgate.net/publication/299747565_Towards_a_talent-driven_outward-oriented_globally-competitive_SME_framework_Discussion_Paper

https://www.researchgate.net/publication/299604127_Human_Factors_Affecting_Productivity_in_Jamaica_Technical_Report_on_Preliminary_Findings

Technical Report Towards a talent-driven outward-oriented globally-competitiv...

Technical Report Human Factors Affecting Productivity in Jamaica: Technical R...

The concept of strategic Human Resource are evolving and getting more importance nowadays.  It is a process of  systematically linking people with the organisation. Or in other words  it is the integration of HRM strategies into corporate strategies. Strategic Human Resource Management are the  managerial orientation which  ensures that human resources are employed in a manner conducive to the attainment of organizational goals and mission. The component of SHRM may be identified  and suitable rating can be done for measuring its intensity. Following paper may be halpfull in this area

http://www.saycocorporativo.com/saycouk/bij/journal/vol5no1/article_1.pdf

http://down.cenet.org.cn/upfile/43/2006871135194.PDF

regards

I think you need to incorporate the idea of some things not being measurable in a quantifiable way, but that can be verified based on evidence.  For example, I'm not sure what you mean by "intensity".  Is this quantifiably measurable?  Can you say that the intensity of something is 10% greater than at an earlier time?  Of can you just point to evidence of increased levels of intensity.   

When I look at some of the factors you list, I think you'll find it hard to relate specific factors to specific results.  You may need to focus on the collective impact of these factors, as they are interrelated and often interdependent, and assess their value contribution and the outcomes achieved.

Linking HRM to performance is central theme of Strategic HRM,

2nd, to check intensity, simply use 5 or 7 point likert scale

Actually, In Strategic HRM, people have measured HRM in 03 ways

1. Their presence: Scale is YES or NO

2. Their coverage: ask guestion like how much no of/ percentage of people in your organization comes under the scope of this particular HR practice (say training)

and

3. Intensity of HRM: that is how much on a likert scale, these practices are present/ used in this organization

In my knowledge

• The intensity of whether the overall performance of the organization is into crisis/ problems need to checked.
• Whether the organization is having an intention of expanding its business both domestically and internally as well need to cross checked.
• Whether a particular organization internal HR practices are sound or not need to worked out, besides checking the organizations future intent. This would enable us to understand the strength of the internal HR and how to utilize the Strategic HR services (advanced) in the strategic level forum of the organization.
• This is the starting point, we may consider as neutral, from then on add any new variable such as expectation of the CEO and other seniors from verticals and what would they look for as final input in the strategic level discussion.
• Gathering all necessary inputs from the organization and from outside the organization as well, which would be fodder for strategic level HR and how those input would directly or indirectly enable the strategic forum members to take a firm decision.
• The aforementioned content (which is gathered) can be used in developing a questionnaire and fixing Likert's scale against each item is an important step.
• Rest is history. I may be wrong too, correct me if I am wrong.

Have you considered the "People Capability Maturity Model" (P-CMM) from Curtis, Hefley, and Miller, 2009?  Although it is software engineering industry based, I used it in a paper as a model for HRM maturity within firms. 

I agree with Sylvia Kristen Lee that you have to define first what do you mean by "intensity" of practice of strategic HRM in organization. I would suggest the following steps to be followed:

1.Formulate the purpose of your research and identify what outcomes you would like to get by the end of that research.

2.Define the main dimensions or key features you consider important for your investigation (for instance: coherence, alignment, integration).

3.Define for each of these factors a reference system and unit measure. You cannot measure coherence with the same unit as integration.

4.Construct a specific metric for each of these factors and try to apply it on a pilot study.

5.Improve your metric and apply it to the whole organization.

Please, pay attention to the fact that all these factors are nonlinear and cannot be measured by linear metrics, which is unfortunately a common mistake in many research projects.

Good luck!

 I do appreciate time, effort and concern of all who answered my questions.

Thank you very much indeed.

You might be interested in the attached paper.

The measure of intensity degree of practice of Strategic HRM in an organization are: training, participation/voice, employment security, job description, Results-oriented appraisal, Internal career opportunities, this according to (SYED AKHTAR, DANIEL Z. DING, AND GLORIA L. GE, 2008).

Also, you can check this link about Standards catalogue of Management of human resources(http://www.iso.org/iso/iso_catalogue/catalogue_ics/catalogue_ics_browse.htm?ICS1=03&ICS2=100&ICS3=30), you will find many requirements and projects which help you to select measurement scales of HRM.

Nizar 

Thank you, Prof. Juha and  Dr. Nizar very much indeed. 

I agree with Nizar Raissi this way you can measure by the results, evaluating before and after the training through a matrix of skills.

The intensity has to do the degree of integration of the practice as a management tool. It has to do with how the HR practice is applied. If you can read Lacoursière et al.(2005), Chrétien et al. (2005) or Renaud and Morin (2010) you will see that it is possible to use a Likert scale taking into account the number of categories of employees to which the practice is apply, or a rate of employees under the practice.

or read how it is measure in this article

Article Human Resource Management Practices and Financial Performanc...