Strategic Human Resources Management Essay

Added on - 21 Jul 2020

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Strategic HumanResourcesManagement
TABLE OF CONTENTS1. Use of Job Profile Template to develop and design a chosen job profile..........................12. Justification with literature support on how the appropriate matching of job profile to thejob and company culture is able to help the company achieve strong competitive advantagesfrom its human resources within today’s global VUCA environment...................................2REFERENCES................................................................................................................................8
1. Use of Job Profile Template to develop and design a chosen job profilePosition- HR ExecutiveLevel: MiddleNature of Job: TE / Lead manageCompetencies-Job FitCulture-Job Fit ProfileTechnicalIndividual Life CycleInterpersonalPersonalattributesYin vs yangMicrosoftoffice, excelknowledge ismandatoryHR traineeHR assistantHR AssociateHR AnalystRecruiterHR ManagerEmploymentManagerAbility to holdcandidate, follow-ups,fluency in EnglishLeadership,Problemsolving,Communication, EthicalYin team-Performance ofemployees shouldbe enhanced,Annual goalsshould bestretched, ways toimproveproductivity,EngagementinitiativesYang team-Ableto analyze datagiven by yinteam, employeewelfare activities,properrelationshipbetween managerand employees.1
Balance betweenYin and yang.2. Justification with literature support on how the appropriate matching of job profile to the joband company culture is able to help the company achieve strong competitive advantagesfrom its human resources within today’s global VUCA environmentStrategic human resources management is the help of companies they need of theiremployees is promoting to company goals. It is the practice of attracting, developing, rewardingand retaining employees. Strategic human resources management is the proactive management ofpeople. It is the branch of human resources management and important of HRM is an importantrole in the success of an organization (Buller and McEvoy, 2012). Human resources managementdeveloping the quality of the firm. It is the managing of people effectively for performance. HRstrategy is one of the most important aspect of the business. It consists of human resourcecomponents such as discipline, hiring and payroll and for retention it involves working withmembers in team or collaborative manner. For employees and employer, quality of workexperience is improved and mutual benefit of employment is maximized.VUCA environment is basically used to define extreme conditions of Iraq and Afghanistanby the American army and is now used for defining the market conditions of today’sunpredictable world with several number of changes continuously taking place in the market.This in turn influence the choice of users and necessitate the organisations to build such effectivestrategies that in turn assist them to meet such changing requirement of the clients and users.This depicts a very crucial role of employees who operates in such unstable market that requiresthem to fulfil the fluctuating needs of their customers. It thereby reflects a very considerate roleof HR to build such effective strategies that in turn assists them to hire capable workers to meetthe deviating demands of their clients in the best possible manner. By which, they cannot onlyimprove their position in the market and enhance their band image, but are also assured to gain acontending benefit in the market.Human resources is the management of the human resources. It is the responsibility formanaging resources is related to the employees. Helping team work to their maximum potentialand achieving the goals. Human resource includes job analysis, planning, recruiting, hiring,2
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