Strategic Human Resource Management Analysis: Key Findings

This report delves into the realm of Strategic Human Resource Management (SHRM), emphasizing the critical role of human resources in organizational success. It highlights the importance of employer branding, recruitment strategies, and employee motivation. The report examines the evolution of the recruiter's role and its impact on company branding, citing the work of Cascio and Graham (2016). The literature review explores existing research and theories, emphasizing the need for strategic approaches to employee management. The research methodology involves secondary research, analyzing data to understand how SHRM can improve employee retention and motivation. The conclusion underscores the significance of SHRM in addressing employee needs and creating a strong company brand. Various SHRM models, including the Harvard model, Best-fit model, and resource-based model, are discussed, showcasing different approaches to managing and leveraging human capital. The report offers a comprehensive overview of SHRM, its components, and its influence on organizational performance.

Guided Readings must be on this template. When completed this sheet should not be
more than 1 page, 2 sides.
Article bibliographic details Note FULL bibliographic details (You MUST do this)
The abstract and
introduction
What is this article about?
1. Week 2 article
2. The article is about the Strategic Human Resource Management. This
article is about creating a good brand of the company. The job of the
recruiter is to recruit the candidates but the recruiter should make the
brand of the company more famous and this is called strategic human
resource management (Cascio and Graham, 2016).
3.
The literature review. This
is usually a section after the
introduction in an article. It
outlines existing research and
theory on a topic or problem
area. It usually leads to a set
of research questions or
hypotheses.
After conducting the research it can be argued that the role of the
recruiter is to recruit the employees. The role of the recruiter should
also be to make strategies to uphold the brand of the company. At the
end of the day brand matters a lot. In order to do so many researchers
have been conducted that states the way that can be adopted in order to
enhance the brand of the company. This includes some amount of
programs like the training programs, some amount of reward and
incentive systems that would serve as motivation. Other factors that
can be employed are the performance management, application of the
method of on-boarding that is helping the employees to be familiar
with the working environment. These are called the employer branding
process.
.
The methods, data analysis
and results
Outlines and justifies how the
research was done. Presents
analysed data and interprets
results.
Skim read these sections and briefly note method, sample and form of
analysis
The research was a secondary research. By conducting the research it
was found that earlier the role of the recruiters was limited to the
recruitment of the candidates. After the research and the analysis of the
same it can be found that the in charges of the human resource
management should concentrate on the programs after recruiting to
hold the capable employees back in the organization. The programs can
serve as motivation to the employees (Jackson et al., 2014).
Conclusion and discussion
This section will tell you what
the findings mean and how
they add to our knowledge of
the topic.
Read this section carefully. Briefly summarise:
SHRM is human resource management and they are extremely
necessary in an organization. This department deals with the needs of
the employees and the factors that are necessary to take care of the
needs of the employees.
It is important to know about SHRM as it helps the organization to take
care of the employees as they are the pillars of the organization. It
helps the recruiters to form certain strategies that would help to create a
barnd for itself.
There are various perspectives and models of SHRM. Some of the
models are Harvard model, Best-fit model and resource-based model.
Harvard model deals with the rewards of the employees, Best-fit
develops a contingency plan and resource-based develops the resource
that is required in an organization. This includes the employees, the
staffs, the managers etc.

References
Cascio, W. and Graham, B. (2016). New Strategic Role for HR: Leading the Employer-
Branding Process. Organization Management Journal, 13(4), pp.182-192.
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.