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Strategic HRM & Employee Over-Promising

   

Added on  2020-03-01

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Running head: HUMAN RESOURCE MANAGEMENTHuman Resource ManagementName of the StudentName of the University Author note
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1HUMAN RESOURCE MANAGEMENTThere strategic form of management is the process through which the formulation,implementation and the evaluation of the objectives of the organization is achieved. The strategicmanagement of the organization includes the plan of the problem perception, substantialresources, innovations, decision making, taking the risks and facing the various forms ofuncertainty. The benefits of strategic management allow the identification, exploration and theprioritisation of the opportunities for the employees of the organization. It provides several viewsof the objectives for the problems of the management. It also represents the framework of theimproved form of the coordination for controlling the activities. The following essay enumeratesthe various benefits of HR activities that help to have a better form of communication within theorganization. It also focuses on the “over promising” attitudes of the employees and how theattitude is harmful or beneficial for the organization. In today’s world, the environment of the business is changing at a high level and it has itsmajor impact on the climate of the market of the laborers. In 2013, McKinsey and Co observedthat the companies are facing various forms of difficulty while they were attracting and trainingthe great talents and that will continue for two more decades. It has also been observed that theaging workforce that the number of workers in the age group of 20 to 29 years will fall by themarginal amount of 20 % and the number of the workers who are in the age group of 50 to 60years will increase by an amount of 25 % in this period of two decades. Consequently, there is a decreasing amount of workforce in the companies which arealready in the fight with the others about their reduced number of the talented employees.However, there remains no questions regarding the form of equation within the non-sustainableform of the companies that are facing the hard time and who performs the needed strategies for
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2HUMAN RESOURCE MANAGEMENTgain and maintaining their positions that will be highly valued for the companies by the potentialand existing number of employees. The case study at the Cochlear is the manufacturer of the medical device who highlightshow devolving HR to the line can facilitate organizational change to lean manufacturing (Gollan,Kalfa & Xu, 2015). This qualitative case study provides the transitions of the lean manufacturingpractices in the effectively facilitated by the principles of HRM be developed based on theresponsibilities of the HR department. The keywords for this study are Organizational change,Australia and the strategic HRM. There are two fold of forms of the contribution in the study. Firstly, the study developsthe SHRM form of literature on the devolvement to the line, through the examination of thepractices of the HR and to their effect on the various implementations of the lean practices on atransformational context of change of the organization (Gollan, Kalfa & Xu, 2015). Secondly,the journal has specific implications for the practice for the front line managers for implementingthe policies of HR that are drawn from one of the most successful manufacturer of medicines ofAustralia. Various strategies are developed in the human resource management. The literatures ofthe SHRM have been focused on the link that exists between the HRM and the organizationalperformances. However, several scholar have argued that some of the developing responsibilitiesof the HR is to line the managers for enabling them to have a faster decision making ability toline the reality of the business (Gollan, Kalfa & Xu, 2015).. This Cochlear study has been contributed to the debate on the SHRM and the role of linemanagers in the implementing of the change in the organization.
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