Human resources management (HRM) originated after the perspective of management shifted from directive type explained in scientific management concept to facilitative type explained by various management specialists. Origin of HRM as a specialty can be traced to various…
This concept led to the evolution of strategic HRM (SHRM).
Various models of SHRM have been proposed by different researchers. Each of these models considers human resources at the focal point, and organizational strategies formulated in line with organizational goals and expectations from employees. However, the challenge to SHRM is its inability to be measurable. It is extremely difficult to measure effectiveness of strategies before achieving any outcome; at the same time, waiting for outcome could be disastrous to the organization. Kaplan and Norton’s Balanced Score Card system is an impressive way to assess the effectiveness of strategies. This helps in translating an organization’s vision, mission, value and strategy into a comprehensive set of performance measures based on four key perspectives, finance, learning and growth, internal processes and customers. It also enables companies to assess short-term strategies, modify strategies and also manage performance (Kaplan & Norton, 2007).
Nevertheless, SHRM is a complex and dynamic process requiring a systematic approach that includes consideration of external such as socioeconomic, technical, politicolegal factors and nature of competition; and internal factors such as culture, structure, leadership, technology, organizational goals (Lundy & Cowling, 1996, 77). Yet, the comprehensive six-step SHRM application tool seems highly useful for organizations to implement SHRM at the ground level and with a futuristic vision (Hartel et al, 2007). Considering the dynamic nature of SHRM and constantly changing environmental and organizational behaviors, scope of SHRM cannot be defined or limited. Philosophically, leaders and strategists should have an outlook of ‘change’ in using and implementing SHRM concept.
It is clear that HRM is a complex phenomenon and all factors related to HRM need to be ...
Cite this document
(“MBA-HRM Essay Example | Topics and Well Written Essays - 3000 words”, n.d.)
Retrieved from https://studentshare.net/miscellaneous/399298-mba-hrm
(MBA-HRM Essay Example | Topics and Well Written Essays - 3000 Words)
“MBA-HRM Essay Example | Topics and Well Written Essays - 3000 Words”, n.d. https://studentshare.net/miscellaneous/399298-mba-hrm.
The sustainability of a firm primarily depends on its management’s efficiency in identifying the need for change and executing appropriate amendments right time. The need for change would reflect an array of symptoms which will have multiple effects on the business as a whole.
However the company runs by four people in the management level and other sixteen people working as staff members was facing the heat of human resource turmoil in recent times. The main problem that was attributed for causing a decline in the motivation of the staffs was problem regarding their service allocations.
An example of this case is the GS Plumbing, a firm operating in the plumbing industry. Despite its rapid growth, the firm has to address a series of critical issues including the low employee performance and the fact that employees leave the firm for competitors.
Stephen R Covey in his book Seven Habits of Highly Effective People suggests that to start the process of self improvement one should write down how he or she would like to be remembered after their death and then work to achieve that ideal.
There are a number of models of HRM that have been produced over the years. These models provide us with an analytical tool to understand HRM development. The models allow us to consider the varying academic perspectives of HRM. Great academic debate surrounds the definition and meaning of HRM, Noon (1992 ) queries whether it is a 'map,' 'model' or 'theory' Armstrong (2006) questions its existence; its meaning and status.
el Five Leader “who, as an executive, would be able to blend genuine personal humility with intense professional will” (Collins, July/August 2005, pp.136-146). The Level 5 Leader occupies the top slot of a hierarchy of skills and these skills are essential for the effective
o the classroom discussion, and one would also assume a level of education and competency among the other students; as such, the argument would include more detailed information. Within daily life the matter becomes one of more pure personal opinion, and must be structured in a
One of the most important reasons why HR department is becoming so important is because of their imperative role in improving the productivity, efficiency and performance level of the organisation. Almost all of the functions performed by the HR department play a crucial role in motivating employees.