Strategic Human Resource Management Essay Analysis

This essay provides an in-depth analysis of Strategic Human Resource Management (SHRM), examining various models and theories crucial for organizational success. It delves into the Harvard model, Management by Objectives (MBO), and SHRM theories such as Best Practice and Resource-based theory. The essay also discusses practical applications of HRM, including performance management and reward systems, emphasizing their impact on employee motivation and organizational outcomes. The author highlights the importance of innovative strategies to enhance a company's brand and foster a positive work environment, concluding that HRM plays a significant role in achieving strategic organizational goals. The essay underscores the significance of employee well-being and the balance between soft and hard approaches in HRM.

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
Name of the student
Name of the university
Author note

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The Strategic human resource management is implemented on every organization to
build up the fame of the organization and to strengthen the pillars of the organization who are
the employees of the organization. The Strategic Human resource Management method is
needed in order to understand the external environment of an organization as well as the
external nature of an organization. This concept basically identifies the role of the HR and it
highlights the recruitment strategies of an organization. The objectives of the HR is
connected with the function and the running of the organization through the implementation
of this the theories that are there in the human resource management. The essay concentrates
on the models and the approaches that are associated with the HRM (Sparrow et al., 2016).
The applications of the same and the consequences of the application of the same are
included in the essay.
The HRM models:
Harvard model:
There are five factors that make up the HRM model. This model have huge amount of
contribution in an organization. The first and foremost function of the model is that it
connects the department of HR with the strategies of business that forms a major part of the
organization. This model is used in the areas of recruitment, selection, training, rewards and
ranks of the employees. This serves as the motivation to the employees and it includes the
planning of the well-being of the employees. The trainings, the rewards and the ranks
increases the urge of the employees to do the work that would in turn increase the revenue
and the production of the business. The Harvard model enables an organization to perform
systematically. Therefore this is an important model (Jackson, Schuler & Jiang 2014).
Management by objectives (MBO):

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The purpose of this is to ensure good quality of the works of the employees. This
requires motivation and it can be performed by various methods such as the 360 degree
appraisal. Feedback is another form that can help the organization to improve the quality. The
feedback of every employee should be recorded. The model states that the employer and the
employee both should work simultaneously in order to achieve the goal of the organization.
The performance appraisal motivates the employees to perform in a better way. This serves
as a motivation for them (Cascio, 2018).
The theories of SHRM:
Best practice or the universal theory
This theory states that there are certain necessary activities of HR that are required to
perform by a company in order to gain certain benefits. This practice is necessary to generate
the necessary outcome in an organization. The example of this is team work in an
organization. This grows the bonding between the employees and the employer and together
they head towards attaining the common goal (Brewster, Mayrhofer & Morley, 2016).
Best fit and the contingency theory
This theory is set up to increase the compatibility of any organizations with the
competitors. There are many criticisms of the model. The criticism of the model includes that
the organization is expected to prepare an alternative plan. The alternative plans are based on
assumptions and it sometimes turns out to be irrational and impractical idea. This is also a
waste of time. The results of the same might be unfavorable for the organization (Brewsteret
al., 2016).
Resource-based theory

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This theory influences the strategies of SHRM of an organization. This theory makes
the organization to analyze the resources that are already exists in the organization and this in
turn maintains the capability of the organization. The resources are necessary in an
organization. In order to have a successful business the employment of the resources are
majorly important in an organization. This enables the organization to have success and it
enables the organization to maintain the performance in case the resource is utilized in an
effective manner. The resources have full potential and they have to be used intelligently and
wisely (Brewster & Hegewisch, 2017).
Practices of HRM
In the articles that have been discussed in the worksheets it is mentioned that the
human resource management requires dealing with the decisions related to the management
of the organization. The organization must ensure that they provide motivation to the
employees by offering proper training and reward system. The practices related to the
performance management and the rewards are one of the essential parts of an organization.
This would increase the efficiency of the employees and would in turn increase the
productivity of the employees. The performance management should be done on a regular
interval in any organization. The rewards should be the appraisal of some ranks or some kind
of monitory rewards. This acts as a strong appreciation of the employees. The interest of the
employees remains intact with the system of reward. This is the reason this practice should
prevail in the organizations that would have a positive impact in an organization (Bratton &
Gold, 2017).
Therefore from the above analysis this can be concluded that the function of the HRM
is huge and it should maintain some innovative strategies to upgrade the brand of the
company. This would increase the will of the employees to perform well inside the

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organization. The organization must keep in mind that the employees are the pillars of the
organizations. The organization must implement plans and make efforts to maintain a good
culture and environment of work inside the organization. The well-being of the employees
must be thought and they should be motivated to perform well. Finally the soft and the hard
approach should be taken into consideration. The soft approach enables a good social
environment and the harsh approach has adverse effects of the same in the organization.
Therefore the HRM has a major function in maintaining the strategic outcome of the
organization.

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References
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and practice in European human
resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human
resource management. Kogan Page Publishers.
Brewster, C., Mayrhofer, W., & Morley, M. (Eds.). (2016). New challenges for European
resource management. Springer.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic
human resource management. The Academy of Management Annals, 8(1), 1-56.
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human
resource management the next approach?. The International Journal of Human
Resource Management, 25(8), 1069-1089.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.