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[PDF] Strategic Human Resource Management (SHRM) Assignment

   

Added on  2019-12-03

9 Pages2827 Words174 Views
Human resource management

Strategic Human Resource Management is a completely new approach in today’sorganizations in order to manage workforce. Employees are considered to be the critical resourcefor organizations without which desired goals and objectives cannot be achieved. Thus, HRM isprimarily concerned with staff dimension in the management of organization. Since the businessenterprises is a body of people, so their acquisition, training, development of abilities and skills,motivation for goals accomplishment as well as managing them effectively with a view to makethem committed are all substantially important (Bratton and Gold, 2012). These all activities areencompassed in the range of HRM. It thus can be defined as “the function which comprises offour key activities namely recruitment, development, maintenance and motivation of humanresources. In other words, it can also be referred as the division of management which isfundamentally concerned with the relationship of organization with its employees, betweenemployees and with the overall development of group as well as individual employee. HRM helps in stimulating employees to make their best contribution to the businesstargets. In the today’s highly dynamic and intensified competitive business environment, thedemand for effective and skilled workforce has been increased. Thus, it has become significantlyessential for the modern days organizations to retain eminent employees with them, to makethem loyal towards the company and also to attract pool of qualified people which further cancontribute to organization’s success (Laroche and Rutherford, 2007). HRM is thus, all about theplanning, organizing, directing and controlling the personnel of an organization. HRM is inherent part of management which pervades through every departmental level.This means that rather than the function of personnel division only, it is performed by everymanager to manage employees under them efficiently. It views employees as key asset that helpsin gaining desired growth and success (Health, work and wellbeing, 2012). It aims at the policiesand practices that support mutual respect, reward and responsibilities which in turn yields betteremployee’s performance and greater development. The central objective of human resourcemanagement is to attain greater individual development, sound working relationship betweensubordinate employees, employee with other, thus achieving maximum personnel satisfaction. Inorder to realize these objectives, human resource management embarks on various activities. Itskey activities include Human resource planning, recruitment, training and development,appraisals, motivation, security and welfare of employees (Marchington and Wilkinson, 2008).

Planning function is concerned with pre-determining about the personnel requirement forthe available jobs. In addition to this, it also formulates the policies and principles which arerequired by employees to comply with, in order to make sound work culture. The secondimportant function of HRM is organizing the employees in such a manner so as to entice greatercontribution from them in realizing objectives. It includes preparation of the workforce,delegation of work to individual employee, integrating and coordinating their efforts in order todirect them in desired way. Directing is the other main function of HRM through whichemployees are guided and motivated to get their task done in a proper manner. Controlling isalso one of the managerial function of Human resource management through which individualemployee performance is measured and corrective actions are taken in regard to enhanceperformance (Huemann and et.al., 2007). This function helps in the effective control of time,abilities and efforts of workforce. Apart from the above mentioned functions, HRM also performs certain prime operativeactivities such as personnel procurement which further includes recruitment, selection, placementand orientation of employees. HRM is also responsible for development, compensation, record-keeping, performance evaluation of employees. For all these functions planning is done which isreferred as human resource planning – how many number of employees are needed for particularjob, what qualification and skills are required from them, what will be the selection criteria, towhom employee will be accountable and for what activity he will be responsible, how hisperformance will be measured, what will be the basis of providing incentives and rewards, howthe employee will be development are the various activities that fall under the range of humanresource department (Breadwall and Gold, 2012). Thus, it can be said that it is an on-goingactivity that helps the organization to perform smoothly. HRM has an essential role to play in making the organization work efficiently withoutany disruption. It aids in establishing a healthy relationship among employees by dividing tasksinto functions, jobs and positions and also by clearly defining responsibility, authority andaccountability for each employee (Edenborough, 2007). Moreover, by offering variedopportunities for development and advancement to employees, it aids in generating value-drivenorganization culture. It also ensures optimal utilization of human resources bringing out the bestof them in order to gain competitive success. Moreover, it is an effective human resourcemanagement that helps in reducing the absenteeism and employee turnover. Motivation is also an

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