This website uses cookies to ensure you have the best experience. Learn more

Strategic Hrm Essay

4037 words - 17 pages


Introduction to HRM:
Human Resource Management ("HRM") is a way of management that links people-related activities to the strategy of a business or organization. HRM is often referred to as "strategic HRM". It has several goals:
- To meet the needs of the business and management (rather than just serve the interests of employees);
- To link human resource strategies / policies to the business goals and objectives;
- To find ways for human resources to "add value" to a business;
- To help a business gain the commitment of employees to its values, goals and objectives
Human resources management –It’s a main concern of management, using people in the organization. The ...view middle of the document...

* Under a staff discount scheme, employees receive a 10% reduction on products bought from the company.
* Long service awards are given to staff with 15, 25 or 40 years' service.
* Also, the company operates performance-related pay and bonus schemes for middle and senior managers.

The importance of strategic HRM in Organizations:
Strategic HRM is a move toward making decisions on the intentions and strategy of the organization regarding the employment relationship and its recruitment, training, growth, performance management, reward and employee relations strategies, policies and practices. The main characteristic of strategic HRM is that it is incorporated. HRM strategies are normally incorporated upright with the business strategy and parallel with one another. The HRM strategies developed by a strategic HRM approach are necessary components of the organization's business tactic. Strategic HRM is apprehensive with the relationship between human resource management and strategic management in the firm. Strategic HRM refers to the overall direction of the organization wishes to pursue in order to achieve its goals through people. It is argued that, because intellectual capital is a major source of competitive advantage, and in the last analysis it is people who implement the strategic plan, top management must take these key considerations fully into account in developing its corporate strategies. Strategic HRM is an integral part of those strategies. Strategic HRM addresses broad organizational issues relating to organizational effectiveness and performance, changes in structure and culture, matching resources to future requirements, the development of distinctive capabilities, knowledge management and the management of change. It is concerned with both meeting human capital requirements and the development of process capabilities, that is, the ability to get things done effectively. Overall, it will consider any major people issues that affect or are affected by the strategic plan of the organization. The critical concerns of HRM such as choice of executive leadership and formation of positive patterns of labour relations are strategic in any firm. Ref:

The purpose of strategic HRM activities in organisations:
The primary purpose of strategic HRM is to produce strategic ability by ensuring that the organization has the trained, faithful and well motivated employees it needs to achieve persistent competitive advantage. Its main purpose is to supply a sense of trend in often unstable surroundings, so that the trading needs of the organization, and the individual and combined needs of its employees, can be met by the development and operation of consistent and sensible HR policy and programme. Strategic HRM should provide unifying frameworks which are at once broad, possibility based and integrative.

The contribution of strategic HRM to the achievement of an organisation’s objectives:

Other Papers Like Strategic Hrm

Diffrences Soft And Hard Essay

588 words - 3 pages are added up, the cost of the workforce leaves a business at a competitive disadvantage. Two main variants of HRM were identified early in academic discussions of HRM: ‘hard’ HRM with an emphasis on the strategic, quantitative aspects of managing human resources as an economic factor in production, and ‘soft’ HRM rooted in the Human Relations School and emphasising communication, motivation and leadership (Storey, 1989). All models of HRM are

Managment Essay

1311 words - 6 pages management • Appreciate the strategic challenges facing human resource management What is Human Resource Management? The focus of human resource management (HRM) is on managing people within the employer-employeerelationship. It involves the productive use of people in achieving the organisation's strategic business objectives and the satisfaction of individual employee needs. HRM is a major contributor to the success of an enterprise because

Hrm And Organizational Performance

1926 words - 8 pages strategic business processes and business functions. For this purpose, organizations aim to constantly improve upon their HRM function since competitors can replicate every tangible resource to catch up to a successful organization, but they cannot replicate human resources. Human resource is described as a business function responsible for the execution of all policies and strategies pertaining to the workforce of an organization (Garg, Sharma

Business Case

566 words - 3 pages Post –Mid Project Analysis of Comparative HRM Professional Practices Overview: Human Resources Management is the strategic management of the employees, who individually and collectively contribute to the achievement of the strategic objectives of the organization. To achieve HR goals, HRM helps in recruitment of human capital, training, motivation and maintenance of workforce .HR plays a significant role in clarifying the organization’s

Human Resource Management Is No More Than ‘Old Wine in New Bottles’

988 words - 4 pages -psychologically oriented ideas. According to Storey ‘These three differences emphasis all point to HRM, in theory, being essentially a more central strategic management task than personnel management in that it is experienced by managers, as the most valued company resource to be managed, it concerns them in the achievement of business goals and it expresses senior management’s preferred organizational value.” From this perspective Fowler (1987) said that the

Role And Functions Of Human Resource Managemet

1189 words - 5 pages . During the 80’s the name of personnel management had been overtaken by the American term HRM. The trade unions role was reduced by the implementation of HRM. Human resource management became more strategic role and starts working for managers helping achieve business objectives rather than working for individuals. Another role of HRM is the motivation of staff and acting as a kind of advisor to management. In 1990’s in some organisations The

Transformational Hrm

3822 words - 16 pages company focuses on process-based standards as contrasted to developing valuable employment relationships resulting in effective outcomes (Bratton & Gold, 2007, p. 57). Again, a choice or bundles of HRM strategies for our company will depend on its strategic positioning as well as the life-cycle stages of the products. 3.6 HRM Delivery Ulrich’s three-legged stool model: centres of excellence, centres of expertise & shared services have been

International Human Resource Manegment

1120 words - 5 pages . & Starkey, K. (2000). In Search of the Changing Role of the Corporate Human Resource Function in the International Firm. International Journal of HRM, 11, 6, 1061- 1081. Shen, J., (2005). Towards a Generic International Human Resource Management (IHRM) Model. Pertrella,R,989.’Globalization of Technological Innovation’ Technology Analysis and strategic Management 1:4

Personnel Quality Management

2118 words - 9 pages examines why and how personnel functions should reorient their activities to take a more strategic and developmental approach to human resource management (HRM). Currently, human resource (HR) policies are, in the main, centrally determined and developed. There is a commitment to decentralize and devolve HR responsibilities. Allied with this more strategic focus is the concept of devolution of responsibility for day-to-day human resource

What Is Human Resources Management? In What Respects Does It Differ From Personnel Management? How Have HRM Techniques Been Designed To Facilitate The Management Of Workplace Change?

3231 words - 13 pages perspective). A few of the first companies to implement HRM in their management system were HP and IBM who consequently did not have trade unions practices implemented into their companies.There isn't a straight forward definition for Human Resources Management. HRM can be defined as a strategic and coherent approach to the management of an organization's most valued assets (i.e. people working there), who individually and collectively

Concepts of Human Resource Management

1263 words - 6 pages CONCEPT OF HUMAN RESOURCE MANAGEMENT – MBA MENTOR Human resource management means management of people at work. HRM is the process which binds people with organizations and helps both people and organization to achieve each others goal. Various policies, processes and practices are designed to help both employees and organization’s to achieve their goal. Human resource management is branch of management that deals with people at work, it is

Related Essays

Strategic Hrm Essay

3008 words - 13 pages the strategic HRM has been affected by numerous dramatic competitive changes, growth of new technologies and regulatory reforms that the economic system has seen in the past decades (Boxall e Purcell 2008). Particularly, according to Bas (2012), today’s fast-changing competitive landscape requires that every company needs a clearly defined competitive strategy and in this sense, HR function can assume a strategic partnership role and be a

Human Resource Management Essay

1567 words - 7 pages  adopt a strategic mindset or way of looking at and thinking about themanagement of people. HR managers have a responsibility to ensure that HRM is strategically aligned withthe organisation's overall business objectives. Aims of HRM strategy HRM strategies outline the organisation's people objectives and must be an integrated part of its overall business strategy. They must focus on what line management sees as the main business issues. HRM

Human Resource Management Essay

2252 words - 10 pages efficient enterprise and more equitable and harmonious employee relations. But the evolution of HRM is now without problem areas and shortcomings. Compared to some other areas of business management, such as finance, marketing, and accounting, HRM has often ranked lower in strategic importance, corporate investment, and professional status. Likewise, while some companies ‘walk and talk’, view employees as organizational assets, and make

Cost Accounting In The Bankinhg Sector

1627 words - 7 pages Development | Talent Management | Employee Engagement | Knowledge Management | Employee Retention | Social Entrepreneurship | | Human Resource Management | *   * H R Management - Introduction * Importance of HRM * Scope of HRM * Various Processes in HRM * Management of Contractors * Performance Management * Hiring Strategies * Retention Strategies * Strategic HRM * Global HRM * Personnel Management vs HRM * Managing