Strategic Human Resource Management (SHRM) Theory 2022

STRATEGIC HUMAN RESOURCE MANAGEMENT (SHRM)
STUDENT NAME
LECTURER
INSTITUTION

Strategic human resource management 2
EXECUTIVE SUMMARY
The HR strategy and business strategy link will be illustrated in the paper while comparing and
contrasting vertical alignment and horizontal integration in SHRM. Moreover, the models and
theory basis will also be discussed with a further look into the strategic perspectives of SHRM
Human resource departments are crucial to the success of the meeting of goals of an organization
which will be depicted through discussing the various HR practices in performance and reward
systems. The theoretical perspectives of employees relations will also be discussed with a
further look into the roles of the actors involved which has changed in nature over time .finally
ways to improve employee participation and employee voices will be illustrated which is
essential in improving employee participation and the growth and development of the overall
organization

Strategic human resource management 3
Table of Contents
Table of Contents.............................................................................................................................3
1.0 Introduction.................................................................................................4
2.0 HR strategies and Business strategies: A relationship review...................................... 5
3.0 Vertical alignment and Horizontal integration..........................................................................6
4.0 Theoretic basis and models of SHRM.......................................................................................7
5.0 The strategic perspectives..........................................................................................................8
6.0 Human resource practices..........................................................................................................9
7.0 performance management system design: A recommendation..............................................10
8.0 Employment relation: A theoretical nature and perspective...................................................11
9.0 Employment Relationship players: The roles..........................................................................12
10. Employment relations (ER): The changing nature.................................................................14
11. Recommendation in employee voice and participation...........................................................15
12. Conclusion...............................................................................................................................16
13. References................................................................................................................................17

Strategic human resource management 4
STRATEGIC HUMAN RESOURCE MANAGEMENT (SHRM)
1.0 Introduction
The importance of strategic human resource management has become a major component of the
growth and development of organizations today and its awareness has grown tremendously over
the years. The genuine life encounters substantiate the suspicion that no matter how modern and
cutting edge the business activities of the organization may become, (Noe et al 2017) it'll be
tough to maintain its development and viability unless there are procedures that complement its
operations. Strategic human resource management generally puts emphasis on the need for
strategies and human resource plans to be formulated from a perspective of an organization's
goals and objectives and to be flexible or accommodative towards the volatility of the
organization's external environment.
It's a vital approach to achieve business success and acquire effective interpretation and
adaptions by skilled personnel in order to maximize the use of a suitable fit between the human
resource plans and the business strategies in the long run. Therefore this means that the main aim
of the theme of strategic human resource management is the integration of all human resource
functions, responsiveness to the external environment and adhering to the overall goals and
objectives of an organization (Nankerviset al 2016).
2.0 HR strategies and Business strategies: A relationship review
Business and human resource strategy are more linked in today's business environment which is
becoming more volatile, they define the organization's achievement of its goals and objectives in
the long run. Human resource strategy can be defined as the set of actions adopted by an
organization with the core aim of integrating its culture, system, and employees through the