Strategic Human Resource Management (SHRM): Assignment
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Added on 2020-03-23
Strategic Human Resource Management (SHRM): Assignment
Added on 2020-03-23
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Strategic HRM 1STRATEGIC HRMBy Student’s NameCode+ course nameProfessor’s nameUniversity nameCity, StateDate
Strategic HRM 2C.M. Siddique (2004) Job analysis: a strategic human resource management practice, The International Journal of Human Resource Management, 15:1, 219-244, DOI: 10.1080/0958519032000157438SUMMARYThis journal focuses on the effect of employment analysis on performance of the organization. The stronger relationship between job analysis and performance led to need for proper maintenance of HR IS (information systems), HR participation in strategic planning and emphasis on CBC (competency-based characteristics) from employees1. This article also suggests the importance of strategic HRM to win competitive advantage. The journal presents Uses of job analysis.CRITIQUEThe journal covers the effect of employment analysis on performance of the organization.The journal emphasizes on the importance of strategic planning on job analysis to enhance 1Siddique, C.M. " Job analysis: a strategic human resource management Practice." The International Journal of Human Resource Management 15, no. 1 (2004): 219-244.
Strategic HRM 3performance and win competitive advantage. In addition, the journal presents contribution on developing procedures and techniques on proper maintenance of HR IS (information systems), HR participation in strategic planning and emphasis on CBC (competency-based characteristics) from employees. necessary for application of job related information (Siddique 2004). The study of job analysis is important to HR to provide information on employees and the job itself. This information is used to develop documents like job specification, job description and performance standards2. They help HR make decision on training and development, recruitment and selection criteria, performance appraisal, safety and healthy requirements and compensation that match the characteristics and demand of job. For HR activities to be effective, employees and organization must understand their job. Further, the study should extent SHRM around globe (Amit and Shoemaker 1993).Boselie, P, G Dietz, and C Boon. "Commonalities and contradictions in HRM and performance research." Human Resource Management Journal 15 (2005): 67.SUMMARYThe journal focuses on impact of managing human resources to enhance organizational performance. The journal determined the company’s goal as an indicator of performance. This journal provides opportunities for Organizations to understand employees expectations for a good performance.CRITIQUE2Siddique, C.M. " Job analysis: a strategic human resource management Practice." The International Journal of Human Resource Management 15, no. 1 (2004): 219-244.
Strategic HRM 4In the world today, companies want to be more competitive in the market. This journal focuses on the impact of managing human resources to enhance organizational performance. Thejournal determined the company’s goal as indicators of performance e.g. Cost reduction, increasing customers, market percentage, product quality, improve productivity and innovation of product. HR is an important tool to a company and should be properly managed3. The study presents an opportunity for organizations to realize and determine the expectations of its employees so that they are motivated to perform. SHRM is combined with organization strategy to enable it have workers of the right skills for the demand of the job4. Performance of the organization is in relation to skills, attitudes and behavior of the workers in an organization. Policies such as HR planning, selection, recruitment, training, employer-employee relationship and compensation motivate workers. In addition, responsibility and authority must be employed in the organization, work together and focus on all organization.Duffy, J. Measuring customer capital. Strategy & Leadership. 2000.SUMMARY This journal showed the challenges of expanding businesses oversees. This journal focused on the advantages and disadvantages of managing global employees. Further, the article analyzed the strategic plans to use to manage this business. This article concentrated on determining ways of mitigating these challenges3Boselie, P, G Dietz, and C Boon. "Commonalities and contradictions in HRM and performance research." Human Resource Management Journal 15 (2005): 67.4Duffy, J. Measuring customer capital. Strategy & Leadership. 2000.
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