Strategic Human Resource Management and Employee Engagement

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student
Name of the university
Author note

1HUMAN RESOURCE MANAGEMENT
The idea of strategic human resource management is based on the basic understanding
that the effective management of the human resource, it is further based on the idea of
flexibility, innovation, and competitive advantage. The basic difference between the idea of
strategic human resource management and human resource management is level of proactive
management of the company goals and workforce. Another significant difference between the
strategic human resource management and human resource management is the way framing
of HR policies to direct their effort towards achieving the organisational goals. The scope of
SHRM is broader in relation to the HRM policies of the organization to help gain competitive
advantage in the market. The discussion is centred on the understanding of the competitive
advantage of the organization and the importance of employees’ management in achieving
the successful business endeavour. This report will also be focusing on the issue of
organizational management of the employee needs through the application of the HRM
models.
It is crucial to understand the fact organization get competitive advantage by
enhancing the percentage employee engagement and this is possible by including one of the
human resource management models within the organizational structure. According to the
Harvard model, the idea of employee needs within the organization is the effective
management of the needs of the employees by instilling positive attitude in work and
promoting commitment, satisfaction and engagement ( Beer et al., 2015). The role of the
human resource within the organizational context is extremely crucial in this regard since it is
the role of the HR deployments to enable the organization achieve the organizational goals.It
is important to consider some of the models of human resource management. According to
author, it is significant to consider the role of the shareholders in the effective management of
the organizational goals (Bourke et al., 2017). Companies can successfully enhance their
business strategy by incorporating this shareholders approach since they are an important

2HUMAN RESOURCE MANAGEMENT
pillar of the organizational success. In order to consider the most effective model of
organizational strategy, a reflection on the different models of HRM. According to Beer et al,
the Harvard model of HRM acknowledges the importance of the stakeholders in managing
multidimensional performance. It is highlighted that the role of the employees within the
context of the organization is crucial since the achievement of target are directly linked to the
role of the employees and their engagement. Some of the important shareholders of a
particular organization are management of the organizations, the employees’ group, the
government and the community (Beer et al., 2015). This is also highlighted that the role of
the employees is crucial in the effective management o policy decision, hence it can be
argued that the role of the shareholders are essential, however what is significant here is the
fact that the business management of the respective organization has an important role to play
since it is important to aware of the workforce they are working with. However there have
been substantial changes in the new models proposed by the author which mentions that it
has become crucial for the organization to re-think the notion of employee management. It is
necessary to develop a broader perspective on the issue pf employees and the role they
perform in order to it constitute one of the major operating costs of the organization (Guest,
2017) What is important for the organization in this respect is that the Harvard model has
certain inherent short-term and long-term consequences like the individual well-being of the
employees along with the organizational effectiveness. It is essential to consider the fact that
the role of the HR is key to the organizational survival and success (Graber, 2015). Beer et al.
differentiates between the models of Harvard and Michigan because the successful
achievement of the organizational outcomes is possible with the application of one of the
HRM model. What is interesting to note here is that for the organizational success, it is
important to acknowledged the role of the employees and it is essential to consider the fact
that the organizations should use of the models as their business strategy to meet the need of