Strategic Human Resource Management

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
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Strategic Human Resource Management
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STRATEGIC HUMAN RESOURCE MANAGEMENT
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Initial post
Hello everyone,
An employment relationship is an agreement between employer and employee on the
performance of work. The employees perform the work under the control and supervision of the
employee and are paid for their work. Strong employee relationships increase human satisfaction
and productivity in employee performance. Employee relations depend on a healthy and safe
work environment. It determines the level of employee engagement and involvement which
improves efficiency and productivity, reduces staff turnover and complaints and reduces
conflicts between employees and employers (Rana, 2015 pp. 308).
Employees have to make choices for employee motivation. They can do that by providing
proper incentives, satisfactory remuneration, and providing a safe working environment
(Kalleberg, 2010 pp.1). They can also involve them in making decisions if they have a unitary
perspective. This will boost them to increase their productivity hence meet the company’s
strategic goals.
Employees will need to decide on their interactions with employees to keep them updated
about organizations' procedures, decisions, and policies. This will boost employee relations as
employees will feel comfortable with employers. Employers have to make choices on conflict
resolutions to minimize disruptions which can affect organizational performance. Organizations
that have a pluralistic approach should decide on the best communication strategies to make
employees understand their roles and employer expectations.

STRATEGIC HUMAN RESOURCE MANAGEMENT
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References
Kalleberg, A.L., 2010. Precarious work, insecure workers: Employment relations in
transition. American sociological review, 74(1), pp.1.
Rana, S., 2015. High-involvement work practices and employee engagement. Human Resource
Development International, 18(3), pp.308.

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Response post 1
Hello everyone
Friends have mentioned many descriptions of employment relationship. I agree that it is a
link between employees and employers. It is evident from real-life situations that employees
work in return pay while employers benefit from their services to achieve their strategic goals.
That is the reason why they set certain conditions to guide employees. Regardless of the
perspective organizations adopt, employers have to make decisions about the employment
relationship.
Although, the pluralistic approach allows effective management of decisions the unitary
approach could foster a better employment relationship. It is because in unitary approach
employees and employers share the same purposes, interests, and objectives making them work
together towards the achievement of the same strategic objectives and mutual goals (Philip, 2017
pp. 2059). However, in pluralistic approach employees and employers tolerate others' beliefs
even if they do not match theirs thus limiting employee engagement and involvement as well as
reducing flexibility.
Despite those facts, the Pluralistic approach involves unions that help organizations to set
regulations and rules, procedures, policies and instructions (Markos, & Sridevi, 2010 pp. 89).
This makes decision making faster and easy and makes the relationship more formal. Since both