The increased efficiency of any organization may be due to ideal way of utilizing the human resources which is accelerated by the successful implementation of strategic human resource management. Only those organizations who adopt the flexible management strategies survive in the present day global market as the element of competition creeps in at a faster rate day by day (Schuler, 1992). This necessitates the application of key strategies based on the changes in the tastes of the customers and market demand. The strategic human resource management plays vital role in supplying the necessary information to the managers related to the production of best quality produce so that the organization survives in the global market. In other words, the formulation of strategic human resource management is important to come up with innovative products that compete well with other market players. ‘Several emerging issues that strategic human resource management systems must include are technological fluidity, workforce demographic changes and shifting worker values’ (Lepak and Shaw, 2008). One should keep in mind that various elements or indicators of strategic human resource management like structure, team work, style, dynamic leadership, employee organization commitment and creativity help in enhancing the organizational efficiency. Ideal structure of the organization facilitates efficient flow of resources and hence it results in increasing the overall efficiency of the organization (Kenneth et al., 2006). Employee organization commitment also plays crucial role in enhancing the organizational efficiency by reducing the absenteeism and improving the employee adaptability to the organizational changes (Su et al., 2009). Dynamic leadership is another key indicator that aids in overall monitoring and guidance of the key operations of any organization. Similarly, the team work plays vital role in production of quality product by the integration
However, strategic human resource management would be more effective in enhancing the organizational efficiency as it shifts its focus on strategic levels of organization (Armstrong and…
This function deals with issues of staff management, particularly – over hiring, compensation and performance supervision (Goeldner & Ritchie, 2009 p. 89). Other roles of the function include safety wellness, development of the organization, employee motivation, communication, benefits, training and the administration of the functions of the human resources capital available at the organization.
Human resource management of an organization deals with a number of management decisions which have a major impact and influence on the people of the organization. The human resource management when dealt with in a strategic manner with strategic plans and well thought out and strategically devised practices, then this is referred to as Strategic Human Resource Management. The main aim of this paper is to compare and contrast the various approaches of strategic human resource management.
Human capital being the biggest driver of the organization mission highly emphasizes the utmost importance of strategic human resource management (Baruch and Peiperl, 2000) Q.1 Explain how planning makes the benefits possible In both organizations whose business agenda if focused on selling of goods or services, human capital is a valuable asset.
Strategic human resource management refers to a managerial process where the human resource manager comes up with policies and practices that have to link with the overall strategic objective in an organisation.
As a result of these developments, HRM has become a major thrust area where the focus is on synergizing and propelling organizations to seamlessly integrate with the macro environment. The field of HRM can become a greater strategic contributor to organizational performance and success (Mathis and Jackson, 2003).
The report is concerned about the trend which is observed in present-day Organisations that are focusing on the survival rather than their growth and development. Organisations collapsed due to economic slowdown have alerted the existing ones regarding their survival in the highly uncertain environment where survival has become a tough matter of subject.
It is as Leif Edvinsson (2002) puts it:
In addition to that, it is of the view that the success of any organization is actually dependent on the factor of best fit between the business strategies and its human resource
Other significant properties in the firm include Arabian Ranches and Downtown Dubai (Perkins, Shortland & Perkins, 2006). Business scholars acknowledge that the success of every firm as born to strategic human resource
The two concepts are interrelated but one elicits higher performance than the other. There was need to develop this advanced form of human resource management as a result of the changing nature of technology, economy and market. There was a need to come up with a
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