Strategic Management of Human Resource: Theories, Best Practices, and Employment Relations

HRM
Strategic management of human
resource
Student’s name
7/28/2019

Strategic management of human resource 1
Contents
Introduction......................................................................................................................................2
Strategic theories of Strategic human resource management are-...................................................4
Best human resource practices of performance management and rewards-....................................5
Recommendations............................................................................................................................6
Employment relations......................................................................................................................7
Theoretical perspective of employment relations-..........................................................................7
Role of actors within employee relationship-..................................................................................8
Recommendations............................................................................................................................9
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

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Introduction
Strategic human resource management aids many companies to encounter their needs of the
workers along with the promotion of the corporation’s goals and objectives. However, if we talk
about the human resource management it mainly compacts through various features of the
business that majorly affects the workers such as employing, selecting, recruiting, training,
appraisals and administration. Moreover, such management aspects also help in planning and
forming various strategies for the employees so that they can better meet the needs of the
company (Brown, 2015).
So overall, strategic human resource management highlights around the strategic objectives and
plans so that it benefits the organization for improving and developing the entire culture that
helps in fostering modernism, elasticity and competitive advantage. In a business, Strategic
human resource management highlights acceptance and involvement the various HR functions,
which further helps in formulation and implementation of the companies’ strategies by
performing various HR activities (Bailey, et al, 2018).
The benefits, which are associated with strategic human resource ensures the higher productivity,
also develops and helps in retaining the highly competent employees in the organization which
not only benefits the employees but also effects the success and growth of the organization. It
also ensures that it helps in supplying information regarding the company’s internal strength and
weaknesses so that it can further perform various strategies to be success over weaknesses.
Nevertheless, along with it, it also has certain barriers such as fear of incompetency of senior
level manager to take up various strategic steps (Tiwari, and Saxena, 2012).
In terms of association and relationship in between industry the human resource approach,
strategy and their strong relation and connection in between these two. In terms of human
resource strategy, it highlights about the involvement of managerial leadership groups
deliberating with human resource experts to develop the complementary goals for overall
business and the human resource (Daley, 2012).
Human resource strategy also helps the business to maintain its quality as well as business
productivity. Hence, by maintaining the workforce where workforces relish their huge level of

Strategic management of human resource 3
satisfaction in job and along with it job sanctuary, which in chance helps workforce to achieve
organizational goals. Therefore, it proves that human capitals as well as human resource both are
the most valuable resource. Other than this, if we link human resource strategies with the
practices to the business results there are sound strategic reasons that why top management
executes the various HR practices such as performance management systems, organizational
designs and employees’ feedback. When all this are well designed and are professionally
delivered, leads to enhance the overall value proposition and also helps in providing key piston
that drives success (Bamberger, Biron, and Meshoulam, 2014).
Vertical alignment of various strategies helps in ensuring that all the set strategies, which are
directly related to the set goals, organization missions, vision and values. Organization at initials
set various strategies in order to see the multiple aims and the intentions and most importantly,
these approaches are to be associated to safeguard that the set possessions are applied efficiently
and set achievement goals are fulfilled or not.
In terms of horizontal alignment or horizontal integration, which highlights those companies,
decides to grow horizontally in which businesses increases its size, diversify its products and
services and their various kinds of offerings. The results of horizontal incorporation are effective
because there is the capability to yield more income together as in comparison to the complete
independently. Moreover, the newly compound corporation also censor down the charge by
sharing their technology, production, distribution and lastly research and development. Examples
of horizontal incorporation are- Facebook’s 2012 attainment of Instagram, Marriott 2016
attainment of Starwood hotel and resort worldwide in the industry of hospitality (Burns,
Goldsmith, and Sen, 2014).
The global business environment in today’s time has become increasing competitive, most of the
organization set their targets to human resource, which strategically helps in fulfilling the
competitive advantage aspect. Hence, this highlights that SHRM constantly evolve itself which
thereby helps and supports the organization by providing strategic framework and hence handles
the long term organization goals (Buller, and McEvoy, 2012).