Table of Contents
1.1 Definition of strategic human resource management.
1.2 Importance of Human Resource Management in modern organizations.
1.3 Analysis of the framework of strategic human resource management.
1.4 Strategic human resource process.
1.4 The roles in strategic human resource management.
Compensation and Benefits.
Recruitment and Selection.
1.5 Development and implementation of human resource strategies.
2.1 Contemporary issues affecting strategic human resource management.
HR Effectiveness Measurement
Multi-Generational Challenges in the Workplace.
Legislation Affecting the Workplace.
Rapid Technological Advances in the Workplace.
The Numbers Speak Volumes.
Expand Skills and Enhance Expertise to meet the challenges.
3.1 Definition of HR strategies.
3.2 Range of HR strategies.
Commitment VS Control Strategies.
Value Matrix Strategy.
3.3 Assessment of HR strategies and their application in an organization.
Increasing productivity through training and development
Applying appropriate recruitment techniques to find out the right candidates for the organizations.
Introducing policies and regulations for staying tuned to organizations.
Treating employees as consumers.
Accelerating internal readiness to close succession gaps.
Improving productivity by work intensification and job security and through soft HR policies.
Taking quality initiatives for better organizational performance.
Appendix 1: Component of high-performance work systems (HPWS).
1.1 Definition of strategic human resource management
Human resource management is a strategic approach for the management of the organization’s employees who individually and collectively contribute to the achievement of its goals (Storey, 1995). Strategic HRM is the interface between HRM and strategic management Boxall (1996). According to Pearce and Robinson (1988), Strategic management is the set of decisions and actions resulting in the formulation and implementation of strategies designed to achieve the objectives of an organization. This is an approach for the management involve to take a broad and long-term view of business and to manage the activities of the organization. Strategic HR management enables the organization to align resources to corporate strategies. It provides information on how the HR functions will support the goals and strategies of the organizations. It also identifies how the gaps between the future as well as the present capability to be outlined
The following figure shows how strategic HRM link different aspects of HR to the organization strategies:
1.2 Importance of Human Resource Management in modern organizations
Successful organizations consider their human capital as the most significant assets because employees individually and collectively contribute to the achievement of the strategic objectives of the organization. HRM enables organizations to achieve their goals by retaining, attracting, and developing staff where HRM works as a middleman between organizations and employees. As a result, HRM is very essential for the entire function of the originations because it helps the organization to develop loyal employees to offer their best to the organization.
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The main goals, objectives, and responsibilities of HRM are to 1) Retain a low employee turnover rate by motivating people to work for the organizations; 2) Attract new employees; 3) Contribute to employee development. To achieve these goals, HRM trains as well as motivates the employees through communicating ethical policies and socially responsible behavior to them clarifying the organization’s problems and providing solutions, which encourages employees to work more efficiently.
On the other hand, HRM supports modern organizations to face challenges and to survive in the dynamic, competitive marketplaces with the capitalization on the full potential of each employee. New challenges are arising in every step of organization activities that cannot cease to emerge. In consequence, appropriate HR techniques are very significant to overcome these challenges as well as to improve both quantitative and qualitative goals including organizational culture and cognitive aspects.
Without a good HRM, it is not possible for organizations to build a good team of working professionals. In fact, the key functions of HRM include recruiting employees, training them properly, performance appraisals, motivating employees and workplace communication, workplace safety, etc. As a result, HRM is very important to a) process recruitment and training; b) maintain performance appraisals; c) maintain work atmosphere; d) manage disputes; and e) develop public relations.
1.3 Analysis of the framework of strategic human resource management
The key objectives of the SHRM framework are to create an organization with the right people in the right positions at the right time. All the processes and sub-processes in the SHRM framework model shown in the following figure aim to achieve these objectives considering ways of recruiting, retaining, and discharging personnel…………….