SHRM Terms and Models in Organizational Strategy - Essay Example

1. The SHRM approach focuses on types of people and skills needed, while the strengths based approach applies a wider perspective. It draws not on skills or things that people are good at, but on strengths which are defined as “pre –existing capacities for a particular way of behaving, thinking or feeling that is authentic and energising to the user and enables optimal functioning, development and performance”. 2. SHRM is concerned with the contributions human resource strategies make to organizational effectiveness, and the ways in which these contributions are achieved (see Boxall & Purcell, 2000 and Delery & Shaw, 2001).

The strengths based approach interpreted with regard to the SHRM model, is also a human resource strategy to increase organizational effectiveness. It fits the “best practice” model that is advocated by SHRM scholars who have suggested that a single high performance human resource strategy (HPHRS) enhances organizational effectiveness regardless of organizational goals, work systems, or context (Becker & Huselid, 1998; Pfeffer, 1998). In this sense the strengths based approach can be seen as HPHRS since the focus is not on achieving a set organizational goal or being concerned with work systems or context, the idea is to change the organizational culture so that overall business performance improves (case study).

However achievement of certain goals may still be targeted as seen in the case study where the board is allotted projects according to their strengths.