Human Resource Management

Running Head: Human Resource Management
Human Resource Management
Essay
System04104
12/20/2018

Human Resource Management
1
Journal-1
Lengnick-Hall, C.A., Beck, T.E. and Lengnick-Hall, M.L. (2011) Developing a capacity for
organizational resilience through strategic human resource management. Human Resource
Management Review, 21(3), pp. 243-255.
Human Resource management can be defined as the rules, regulations, policies, practices,
and systems that guide and influence the behaviour of people within the organisation. As I
studied in the first chapter of week one, it was clearly mentioned that human resource
management is an essential management function in the organisation and when organisation
deployed planned policies and strategies regarding HRM to achieve the organisational goal
then it is called strategic HRM. When I analysed the HRM in Australian context then I found
that strategic management decides the success of the organisation that how well organisations
achieve the goals with a well-planned and structured HRM strategies. The performance of the
company not only based on strategic human resource management rather it also based on
some other factors such as managing legal and ethical issues, industrial relations, job analysis
and design, recruitment and selection etc. (Lengnick-Hall, Beck, and Lengnick-Hall, 2011).
While I consider these two main aspects of strategic human resource management then I
found that strategy formulation and strategy implementation are two main and most crucial
functions in any organisation. The Australian human resource management facing three types
of challenges such as challenges from globalisation, Challenges from innovation, challenges
of attracting and retaining people in the organisation.
In the first week of chapter one, I studied about the three theoretical perspectives of HRM,
that are Behavioural view, Resource-based view, and Political-influence view. The
behavioural view describes how the behaviour of an employee influenced by contextual
factors inside and outside of the organisation (Jackson, 2013). The HRM strategy formulated
according to the employees' behaviour pattern. While the resource-based view explores the
ways in which organisation's human resource can provide a sustainable competitive
advantage by focusing on internal resources of the organisation rather than analysing
performance (Albrecht, et. al., 2015). Political influenced view considers the political
interference and influence on the HRM, that is most important to consider according to my
opinions because it is external factors that influence the strategic HRM of an organisation.