HR Strategies | Human Resource Management

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Authors note

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HUMAN RESOURCE MANAGEMENT
Biron, Meshoulam and Bamberger in the year 2014 has described three perspectives from
that the HR strategies including their attendant practices and policies, that can be studied;
configurational, contingency and universalistic. With the help of these three perspectives the
policies and HR, strategy must be formulated. By taking in account the ‘ideal’ HR practices, in
order to ensure internal consistency among HR practices and by aligning business strategy and
HR practices. These practices are not exclusively mutual, it might be considered that the most
preferable aspect would be to extract and merge best aspects among the three practices of all
perspectives (Luytjes 2017).
An organisation that pursues its aims and objectives simultaneously is considered to be a
multidimensional organisation. It requires the combination of all the three perspectives in order
to link the concept of HRM and business performance with the help of HR and other leaders of
organisations. It is considered that hypothetically the strategic linkage between the HRM and
business performance which means simply distinguishing among the low cost strategy, the HRM
practices which is selection, recruitment, training, development, compensation, management of
performance, work life balance and employment security would be significant by using three of
the perspectives (Çolakoğlu, Chung and Tarhan 2016). Biron, Meshoulam and Bamberger have
defined three of the theories on human resource strategy, among which the best one is the
Universalistic practice strategy. Among the strategies that are present in the business world some
set of practice and pattern are of such kind which can used integrated universally. The opinion of
the Universalistic perspective is that by adopting some of the best and preferable practices will
result in improving the organisations financial performance. This particular theory focuses on the
adoption of the theories on the organisations that will resulted in achieving the purpose.
However, despite of being all these feature’s there are still some loopholes present in this