Strategic Management of Human Resources

Strategic Management
Human Resources

Executive Summary
Strategic management of human resource is very essential for any organisation for the smooth
running of its operation. In order to manage human resource in any organisation it required a
proper as well as strategic planning of human resources. They are completely connected with the
business strategy as employees are liable for the operations in an organisation. The more
efficiently employees work in an organisation the more effective product will be provided in the
market which will give more customer satisfaction and profits to the organisation

Glossary
HR :- Human Resource
Pluralist :- Relating to a system in which two or more states, groups, principles, sources of
authority and many more coexist.
RBV :- Resource based view
SHRM :- Strategic human resource management.
Strategic Planning :- Process of documenting and establishing a direction of businesses.
Unitarist :- Relating to a unitary system of government
Universalistic :- Universal in Nature.

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Relationship between business strategy and the human resource strategy.................................3
Theoretical models and basis of SHRM......................................................................................4
Strategic perspectives of Best fit/Contingency, Best Practice/Universalist and Resource Based
View, (RBV)...............................................................................................................................5
Specific HR practices of Performance Management and Reward Systems................................6
Recommendations to design/re-design a performance management system..............................7
TASK 2............................................................................................................................................7
The nature and theoretical perspectives of Employment Relations............................................7
Roles of the actors within the Employment Relationship with analysis of the changing nature
of employment relations..............................................................................................................8
Mechanisms of employee participation and employee voice contribute to improved
employment relations within an organizational context.............................................................9
CONCLUSION................................................................................................................................9
REFERNCES:................................................................................................................................11
Books and Journals:..................................................................................................................11