Strategic human resource management | Report
10 Pages2974 Words195 Views
Added on 2019-12-28
Strategic human resource management | Report
Added on 2019-12-28
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STRATEGIC HUMANRESOURCEMANAGEMENT
TABLE OF CONTENTSINTRODUCTION.......................................................................................................................................3TASK 1.......................................................................................................................................................3TASK 2.......................................................................................................................................................5TASK 3.......................................................................................................................................................6CONCLUSION...........................................................................................................................................8REFERENCES............................................................................................................................................9
INTRODUCTIONStrategic human resource management is an approach to manage people within an enterprisewhich deals with long term goals and outcomes of business. It is the process which foster innovation andimprove motivation, productivity, satisfaction and overall performance of organization. This study isbased on strategic HR practices which help in development and growth of undertaking. Through thisreport, reader will be able to understand importance of employee engagement and its impacts on overallperformance of business (Buller and McEvoy, 2012). It will also describe about various impacts ofstrategic approaches and models on people management in contemporary organizations. TASK 1Human resource management (HRM) is an important part of an organization which is engaged inmanaging people and enhancing their performance within an enterprise. Strategic HRM is an approach tomanage and support long term business plans, goals and outcomes. It includes HR functions like hiring,payroll, discipline, etc. SHRM plays a significant role in employee engagement. Involvement ofemployees in the various functions and work of entity shows the attachment of working people withpremises. When individuals fully engaged with company and perform their best to achieve goals andtargets of firm, it will reflect their interest in working with such enterprise (Boxall and Purcell, 2011).This interest and attachment is known as employee engagement. SHRM plays very essential role increating employee engagement at a workplace like National Health Service (NHS). Through performanceof individuals, involvement and their interest in working is observed by management of company. Employee engagement is a source of competitive advantage. The cognitive feature of engagementconsists of employees’ belief about entity, management and working condition. Undertakings whichcreate conditions that support, sustain and enhance employee engagement will have higher level of joband competitive advantage to firm. There are number of theoretical frameworks which facilitate SHRMsystem to create competitive advantage. HRM controls working environment and climate of an entitybecause it focuses on implementation of various HR policies, procedures and practices to enhance skills,knowledge, performance and efficiency of employees. There are the following organizational outcomesof employee engagement: Organizational performance: There is a direct link between employee engagement andorganization outcomes. It has a positive impact on various activities and performance of an entitysuch as customer satisfaction, profitability, productivity, employee turnover, health and safety,etc. Employee engagement plays a significant role in building a healthy and good workingenvironment which directly affects the performance of enterprise and create chances of success in
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