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Strategic Human Resource Management (SHRM)Assignment

   

Added on  2020-12-24

13 Pages4213 Words297 Views
Strategic HumanResourceManagement1

EXECUTIVE SUMMARY Strategic human resource management is all about managing employees in order tosupport long term business aims. This is done by focusing on overall development of humanresources to ensure long term sustainability. The present study has focused on varied aspectsrelated to SHRM and its link to business strategy as well as employee relations from variedperspectives to suggest improvements in the same. It can be concluded from above report thatsuccess can only be attained when the firms adhere with strategic human resource practices andlink it to business goals and objectives. It is thus recommended that firms should focus onPerformance Management and Reward systems and also maintain good employee relations bystrategies like increased staff participation.2

-Table of ContentsINTRODUCTION ..........................................................................................................................4TASK 1............................................................................................................................................4Explain the relationship between business strategy and the human resource strategy................4Vertical alignment and horizontal integration across the organizations......................................5Critically evaluate, compare and contrast, the theoretical basis and models of SHRM. ............5Critically evaluate the specific HR practices of Performance Management and Reward. .........7Make recommendations to propose how your client could design/re-design a performance management system, to support organizational development and change..................................7TASK 2............................................................................................................................................8Nature and theoretical perspectives of Employment Relations...................................................8Roles of the actors within the Employment Relationship ...........................................................8Changing nature of employment relations (ER)..........................................................................9Make recommendations of how employee participation and employee voice can improve employment relations.................................................................................................................10CONCLUSION .............................................................................................................................11REFERENCES .............................................................................................................................123

INTRODUCTIONStrategic human resource management can be defined as a technique to manage theemployees by supporting long term business aims. Key focus of this report is to supportunderstanding distinct theoretical SHRM, reward and performance along with managing ER incompany (Budhwar and Debrah, 2013). This concept not only focuses on attainmentorganizational goals but also on overall development of human resources to ensure long termsustainability. The present study has thus focused on varied aspects related to SHRM in the areaof its link to business strategy; Vertical alignment and horizontal integration as well as models.Other than this, employee relations will also studied from varied perspectives so as to suggestimprovements in the same. A critical evaluation has also been done on performance managementand Reward practices that are followed in different organizations.TASK 1Explain the relationship between business strategy and the human resource strategy.There is a good alignment between human resource approaches as well as businessstrategy adopted by any firm. As of now, there is an absence of any disagreement with respect tothe relations that are there between HR and business strategy but still the researchers as well asorganizations do not make an attempt to assess the deeper nature of this relation. In spite of this, itis this ultimate alignment which makes use of human resource as a capital in order to to increasethe overall assets of company and also provide benefit to the shareholders. It has been identifiedby researchers (Hollenbeck and Jamieson, 2015) that human resource practices adopted by anorganization helps in developing the skills, knowledge and expertise of employees so that corestrategies can be maintained and competitive advantage can be gained for the company. On theother hand, the business strategy of a company focuses on how it wishes to attain success to gaincompetitive advantage over rival firms. Usage of business strategies assists in identifying thedirection which is required to be attained by organization. (Budhwar and Debrah, 2013) is furtherof the view point that a firm who is able to coordinate the business practice with HR policies isable to attain a superior performance in comparison to those who are not able to do so. Overall, it can be critically evaluated that HR strategies manage the employees of a firm toattain business strategies set by management of company. This is the reason that human resourcesare in every department of organization and the team focuses on motivating, managing as well as4

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