Strategic HRM in Organization Growth and Success
Added on 2019-10-31
13 Pages3368 Words282 ViewsType: 282
Leadership Management
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Running head: Strategic HRM Strategic HRM
Strategic HRM Table of ContentsIntroduction.................................................................................................................................................3 Strategic human resource management......................................................................................................3Importance of SHRM..................................................................................................................................4Purpose of SHRM activities........................................................................................................................4Process of strategic human resource management.......................................................................................6Approaches to strategic human resource management................................................................................8Conclusion.................................................................................................................................................10References.................................................................................................................................................112
Strategic HRM Introduction The report talks about the strategic human resource management and performancemanagement. It explains that how SHRM plays a significant role in every organization to meetthe organizational goals and objectives. It explains the importance, function, approaches, androle of strategic HRM in the firm. Strategic human resource management The term “Strategic human resource management” was introduced by the Kaufman (2012), where he explained that Strategic human resource management include the human resource elements such as discipline, hiring, payroll and it also involves the working with workers in a collaborative manner in order to improve the quality of work, boost and improve retention and maximize the mutual benefits of job for the employees. According to Tiwari & Saxena (2012), it is the process of attracting, rewarding, developing and retaining employees for the benefits and advantages of both the workers and organization. Thus, the goals and objectives of the human resource department affect the goals and objectives of rest of the association.According to Arulrajah, Opatha & Nawaratne (2016), SHRM is the integral part of strategic planning It formulates and executes the human resource practices and policies which produce the employee behavior and competencies in order to achieve the association strategic aims and objectives. “Strategic human resource management” may be defined as connecting and accepting thehuman resource function as a strategic partner in the execution and formulation of the organizational strategies through the human resource activities like recruiting, training, rewarding and selecting the personnel. On the other hand, it may be defined as the connecting ofhuman resources with strategic long-term goals and objectives in order to improve the trade 3
Strategic HRM performance and develop the organizational culture to promote the innovation, competitive advantage and flexibility (McNulty & Hutchings, 2016). The term strategic human resource management can be defined as the pattern and outline that designed the human resource development and activities in order to achieve the organizational goals and objectives of the company. After the various researches, it has been found that SHRM is focused on the issue andproblems of HRM in organization perspective rather than individual perspective context. Therole of SHRM provides support to business and trade activities of the organization. It maintainsthe relationship between strategic management and human resource management in thecompany. According to McNulty & Hutchings (2016), strategic HRM addresses and deals withbroad organizational issues and obstacles relating to the organizational performance,effectiveness, changes in culture and structure, development of distinctive and uniquecapabilities, matching resources to future requirements and needs, Management of changes andknowledge management (McNulty & Hutchings, 2016).. Importance of SHRM A study has been conducted by the Kontoghiorghes (2016) where he analyzed that SHRM plays a significant role in every organization. It develops the plans and process for enlistment, training, incentive, and compensation in order to attain the organizational goals and objectives. It ensures the chances of growth and success of the company. It is the procedure and process to use the technique of human resources such as training, compensation, recruitment and worker relations to build a strong association. This management provides clear direction and guidelines to employees for doing the work effectively. It continuously monitors and analyzes the internal and external environment of the company. It also evaluates and checks the progress and success of the company. It creates a strategic environment which will maintain the team spirit and teamwork in the organization. Therefore, it is the integrated part of the company (McNulty & Hutchings, 2016). 4
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