Strategic Human Resource Management - Essay Example

GIC HUMAN RESOURCE MANAGEMENT Human resource management- It is the process of attracting, developing and maintaining a talented and energetic workforce to support organisational missions, objectives and strategies. Human resource management involves three key activities, (a). Attracting a quality work force. (b). Developing a quality work force. (c). Maintaining a quality work force. (Schermerhorn, J. (1999) Management.) Strategic human resource management (SHRM) involves linking the human resource functions with the strategic goals of the organisation. Human resource managers need to maintain good relationships within the organisation so as to improve performance and maintain talented employees. Strategic management takes into consideration the following steps: (a) Goals and objectives of the organisation. (b) Environmental analysis. (c) Strategic formulation. (d) Strategy implementation. (e) Strategy evaluation. Employee relationship helps them feel a strong bond toward the organisation; this motivates them to commit their time and efforts to help the organisation succeed. This is achieved through regular feedback, dialogue with superiors and also the existence of improvement opportunities. This type of relationship exist between co-workers, and between workers and supervisors, they help employees to listen to others, understanding of acceptance, team building, understanding of workers life issues, avoiding discrimination and in conflict resolution. Employment partnership-it can be defined as the way partnership is developed in the work place and this type of partnership has been seen to help an organisation to be more productive. It involves building strong bonds of relationship in an organisation. "Good organisational relationship should include- (a). Groups which social aspects take precedence over functional organizational structures. (b). Communication should be a two way flow that is from an employee to executives and from executives to employees. (c). Good leadership is needed to communicate goals and to ensure effective and coherent decision making." (Wilson and Rosenfeld, Managing Organizations, McGraw p9). Employment partnership leads to more job satisfaction, more commitment by workers, more innovation and employees will want to stay in the company. Employment partnership is a way forward in integrating employees, such relationships play a major role in environmental scanning, and this can be viewed as the identifying and analyzing external opportunities and threats that may be crucial to the company's success. This partnership is beneficial to the worker and the organization, workers have different needs and therefore their benefits and job security are major determinants of their performance. Consultation of workers is also a major determinant of performance; the employees should be briefed and involved in decision making of an organization. Workers should be allowed to raise their views and opinions in decision making. Communication with employees should include discussion on the overall progress, agreeing on potential progress, discussing how current performance is in line with the long term goals and planning on actions to be undertaken to improve the organization current state. HOW EMPLOYEE.PARTNERSHIP FIT WITH SHRM The main goal of forming these relationships in an organization is to improve on productivity and efficiency of the organization. This will help in reviewing on the overall progress, an organization that creates an environment based on understanding; better communication and honesty will be successful. The company is in a position to resolve conflicts that result and therefore this does not affect its performance. The relationships that exist helps achieve goals because they help match personal needs with work life. This type of relationships help build trust in the work place, training is the most useful tool in forming this type of partnership because attitude change is difficult and therefore through creating clear expectations and advancement of skills lead to better utilization of work force potential. Through this relationships organizational goals are the most important consideration, the organization tend to achieve its set goals, this is achieved through better utilization of workers potential. The workers are therefore motivated by the fact that their problems are solved through better communication and a listening administration. Provision of education and career development opportunities, and the provision of flexible work programs help build worker motivation and the desire to achieve set goals. This goes hand in hand with the organization's objective and plans of maintaining qualified and competent workers with skills and ability to achieve set goals and objectives. We discuss the human resource aspect of British airways, this air line values its work force and recruits employees from every section of the society. All the employees have then obligation to respect and value each other. This airline attracts and develops the most talented people, it also employs disabled people. It trains workers and develops them in order to achieve its full potential, it has a huge rage of jobs and career development is attained through development of learning centers where learning include-leadership skills, team building, presentation and negotiation skills. It announces its vacancies internally and in most cases promote within. The air line offers a highly attractive reward to its employees and monitors wages across the organization. It offers airline discounts to its staff, holiday entitlement, profit share scheme, subsidizes staff restaurant and provides sports and social amenities. From the above company which is very successful, we can therefore conclude that good relationships and respect in organizations can result to success, the air line offers profit share scheme so as to motivate workers to work towards the attainment of set goals and objectives. British airways recognizes the value and importance of maintaining a good working relationship it does this by relating well with the four trade unions namely-AMICUS,BALPA,GMB and TGWU. The dispute in the summer of 2003 cost the airline 40 million pounds. And this led the airline to reassess the relationship and an industrial relation change established. The motivation and commitment of employees are the sources of the airline's success. during times of rapid changes and external challenges the company developed to refocus on this issues. It conducts employee research to understand their feelings. Communication is important because it ensures that everyone understands issues facing the business and the reasons for changers implemented. The communication programme supports achievement of goals, face to face communication is preferred allowing employees to contribute ideas, managers are encouraged to ensure team work and to ensure that they are effective and well equipped. Training is evident where the training department has supported through coaching managers on the principles of effective communication. training is also offered to employees to equip them with skills to deliver safe and efficient operation. The training takes place through elearning and this ensures that the cost of training is reduced and that the courses offered are available to every employee. elearning is a flexible way of training employees. The air line is also committed in paying pensions to employees, the airline also introduced BARP which stands for British air ways retirement plan. This ensures employees employment benefits are discussed and if any additional on contributions are made the trade unions must be consulted. REFERENCES (1). Schermerhorn, J (1999) management, 6th edition, John Wiley and sons publishers. California, U.S.A. (2). Wilson David and Robert Rosenfeld (1990, Managing organizations, Mc Grawhill publishers, London. (3). www.britishairways.com. Read More