Strategic Human Resource Management: Concepts and Limitations Report

This report provides an in-depth analysis of strategic human resource management (HRM), exploring its core concepts and their impact on organizational effectiveness, employee satisfaction, and talent management. The report delves into the evolution of HRM, contrasting it with traditional industrial relations and personal management approaches. It examines the crucial role of HRM in recruitment, training, and employee development, emphasizing the importance of creating a positive work environment and addressing employee-management conflicts. Furthermore, the report critically evaluates the limitations of existing HRM practices, such as data misuse, inaccuracies, and the potential for a lack of proactive approaches, along with cultural challenges during implementation. Finally, the report concludes by highlighting the advantages and disadvantages of HRM, emphasizing the need for continuous assessment, alignment with organizational goals, and the strategic implementation of resources. This report provides a comprehensive overview of HRM, suitable for students on Desklib.

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
Strategic Human Resource Management
Name of the Student:
Name of the University:
Author Note:

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Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Concept of human resource management and theories associated with it...................................2
Evaluation of the limitations of existing human resource practices............................................4
Conclusion.......................................................................................................................................5
References........................................................................................................................................6

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Introduction
According to me, human resource management (HRM) is important for the organization
because it focuses on the different factors of commitment, effectiveness of an organization and
job satisfaction. The organizations are considering the human resource department in playing an
important role in training, staffing and managing the people so that it can perform at the
maximum capability in a fulfilling manner. I think HRM is considered as a contemporary
development in reshaping the relationship with the employees and it has also replaced other
management tools such as Industrial relation and Personal Management. In this appear, I will
analyze how understanding the concepts of HRM has helped me in the course. Moreover, I will
also critically evaluate the limitations of existing human resource practices. The future of
strategic human resource practices will also be analyzed in the paper (Karatepe 2013).
Discussion
Concept of human resource management and theories associated with it
I think HRM has certain tools which develops, motivates, attracts and retains the
functioning associated with the people in managing them. Certain research in behavioral science
predicts that there are new trends which are associated with managing the workers and advances
are made in the field of HR and thus has expanded the scope of HR. The aim of HRM
management changes from organization to organization. There are many organizations which
ensure that the aim is to provide success to the people. The strategies which are associated with
HRM aim to support programs for improving the organizational effectiveness through
development of certain policies in areas such as knowledge management and talent management

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(Jackson et al. 2014). As the corporate sector is considerably growing in the recent years, there is
global competition in all fields. The size of the workforce is increasing considerably and it is
becoming a challenge to the HR managers in the form of additional demands which is important
for better payment, working conditions and many other benefits. I have learned how training and
recruitment is important for the organization and it is regarded as one of the major responsibility
of human resource managers. This also helps the staffs and the other members the opportunity to
sharpen their skills and develop specialized skills which will help them to engage in new roles. I
have also analyzed and found that the people working in the organization can work according to
their potential and they can also give suggestion for the development of the organization
(Chelladurai and Kerwin 2017). The management can also communicate with the staff members
from time to time and they can provide all the necessary information which is related to the
performance to the individual and their respective role. This will be beneficial to the employees
as well as the management as they can form an outline of the anticipated goals and try to execute
them in the best possible way. I have also learned that a good working condition is one of the
major benefits that the employees can expect from the human resource team. It gives the
employees a friendly atmosphere as well as job satisfaction (Armstrong and Taylor 2014).
I have found that human resource management also motivates the employees to work
them up to their full potential. It also gives the employees information about the job
performance, I have also analyze and found that when there is conflict between the employees
and the management, the HR manager tries to resolve them. It is also the duty of the HR manager
to use the various anti discrimination and anti harassment laws so that the employees can be
assisted in resolving any legal issues. I have also seen that there are many organizations who
claim that their employees are the most valuable assets and they require effective HRM. This

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will help the company in structuring their teams and also drive the various aspects of
management of the staff (Brewster et al. 2016). As the employee’s high turnover will affect the
bottom line of the business, it is necessary to employ a human resource professional who will
take care of this and train them accordingly. This human resource professional checks the
employees when they are in their problems and they also regularly interact with the staff
members to enquire about their requirements, demands and queries and solve them accordingly.
As there are employees with different personality in an organization, I have found that the HR
department plays an important role in managing the conflict and to assist them accordingly. I
have also learned that the human resource team helps in the development of performance
management system. The performance of the employees can be reviewed on an annual basis. The
budget of any project is also determined by the human resource professionals Thus, it can be said
that the human resource professionals ensures realistic and competitive wage setting on the basis
of employment trend, labour market and salary analysis (Bamberger et al. 2014).
Evaluation of the limitations of existing human resource practices
I have found that the system of human resource management offers an efficient
management of the employee’s data digitally. The employees provide all kinds of personal
information to the human resource department and sometimes the HR personnel’s misuse the
data. The HR management system tries to list the accomplishment of the employees, degrees and
their certificates, but the manager may also be tempted to promote based on the objectivity of the
data. I have also found that there is increasing capacity of breaches in the management and
privacy of the employees (Sparrow et al. 2016). There may also be certain inaccuracies in the
HR management system because the data are entered by the individuals. These errors can disrupt
the workflow of the business. When analyzing the talent of the employees, sometimes due to

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mismanagement of the data, there might be some problem related to accounts, marketing and
sales. It is the duty of the HR manager to carry out the task in a responsible way. Moreover,
human resource practices only include the proactive approaches for fulfilling the needs of the
company rather than the reactive approach. The companies which are without human resource
planning have to react to the needs of the employees without allowing much time to consider the
different kinds of inputs (Shuck and Reio Jr 2014). I have also learned that human resource
planning is related only to the cultural thinking of an individual. The employees are given the
same type of training when they join the organization. However, when the human resource
personnel tries to implement any new approach, the employees feel threatened to start any kind
of new activities. The skills of the employees may not be transferred to the new processes and
the employees will have to learn the new system. I have also found that the companies spend a
huge sum of money for the planning of human resource to be operational. It is important for the
employees to understand the human resource planning and its alternative approaches for
evaluation and planning which will help in the development of the company and in the
implementation of different processes (Rauch and Rijsdijk 2013).
Conclusion
Thus, I can say that the human resource practices have various kinds of advantages and
disadvantages associated with it. It is necessary to conduct the assessment of the employees so
that it will determine the skills and help in the development of the employees as well as the
company. The startup companies can also get various types of benefits from the human
resources. However, I have also found that it is disadvantageous for cash strapped businesses. It
is the duty of the human resource manager to determine how the employees fit in the
organization and the various proceedings to implement the resources.

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References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource
management. Kogan Page Publishers.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. Academy of Management Annals, 8(1), pp.1-56.
Karatepe, O.M., 2013. High-performance work practices and hotel employee performance: The
mediation of work engagement. International Journal of Hospitality Management, 32, pp.132-
140.
Rauch, A. and Rijsdijk, S.A., 2013. The effects of general and specific human capital on long‐
term growth and failure of newly founded businesses. Entrepreneurship Theory and
Practice, 37(4), pp.923-941.
Shuck, B. and Reio Jr, T.G., 2014. Employee engagement and well-being: A moderation model
and implications for practice. Journal of Leadership & Organizational Studies, 21(1), pp.43-58.

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Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.