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Strategic Human Resource Management

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Strategic Human Resource Management Introduction – Strategic HRM According to Pons,(2008) Most organizations, design their HR processes to encourage certain desirable staff behaviors (norms) which is believed to maximize the chance of organizational success. This set of processes is called strategic human resource management (SHRM). In the same manner strategic HRM is an approach that defines how, the organization’s goals will be achieved through   people by means of HR strategies and integrated policies and practices (Armstrong, 2009). Further Strategic Human Resources Management is defined as a method of managing human resources that supports long-term business goals and results through a strategic framework. SHRM focuses on long-term resource allocation issues under the evolving nature of organizational goals and work and provides information for other human resource strategies (such as rewards or performance) to ...

Strategic HR Management and HR Strategies

Strategic HR Management    and HR Strategies Today, Human Resource Management (HRM) is being renewed in organizations and gradually affirming its strategic role (Belout & Gauvreau, 2004). Walker, (1974) further   elaborates   that, through Strategic human resource planning, management prepares to have the right people at the right places at the right times to fulfill both organizational and individual objectives. In the same way Armstrong, (2006) states that Strategic HRM is described as the process that leads to the development of human resource strategies. The terms "strategic human resource management" and "human resource strategy" are often used interchangeably, but they can be distinguished. Table : 1 Key significant differences of Strategic HRM and HR Strategy Strategic HRM HR Strategy Focus Human capital Human resource practice system Level of interest Organization or bus...

Strategic Human Resource Management and Organizational Performance

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Strategic Human Resource Management and Organizational Performance SHRM and Employee Performance According to Becker & Gerhart (1996) there have been some trends in the field of strategic human resource management (SHRM) in the past few years. First and foremost, people have made great efforts to prove the connection between human resource management practices and corporate performance. Gree,r(2001) emphasizes that most strategic human resource management models believe that Strategic Human Resources function has an implementation role. Becker and Huselid ( 2010) argues that HRM could be one aspect of comprehensive approach of Strategic Management , rather than a collection of tools and techniques. The development of various strategic methods has been increasingly used as an integral part of the organization and has established a link between the human resources strategy and the business strategy, which helps the organization to achieve its stated goals, thereby im...