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Essay on Strategic Human Resource Management

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Introduction:
-Define SHRM and HRM
Strategic human resource management is concerned with implementing long-term human resource practices and policies that allow for the generation of skilled and motivated employees that the organization needs to remain competitive in the future. It is proactive, to ensure that if a problem or opportunity arises that, there are policies and practices already available to tackle these issues before it actually comes into light and before competitors take advantage of it or hinder the organization negatively. Strategic human resource management has two main objectives, namely integration and direction.
Integration is divided into two main types, horizontal and vertical integration. The former being aligning the various human resource management practices and the latter being the interlinking the overall human resource management function with the strategic management process. The final result is a strategic fit which is crucial for the long term success of the organization.
The direction that strategic human resource management allows organization to be proactive in turbulent environments by allowing the individuals and business needs to be met by implementing a coherent human resource policy and practice.
Human resource management combines personnel management with other people centered activities so that they can be integrated with the organizations objectives, goals and strategies. Human resources main functions are to recruit, develop and train, retain and compensate. Apart from that, human resource management covers activities such as leadership, motivation, organizational culture and behavior.
The human resource management is proactive approach in aligning the employees goals with that of...


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...tivity, employees are given opportunities to follow up on their training which provides the organization with more specialized employees that enable the organization to employee teams. Teams are a group of employees that come from diverse backgrounds that can take and coordinate complex projects, exchange information and develop new ideas. This makes them more competent in their field and enables the organization to become a competitive leader in the industry they occupy.





Bibliography:
-SP Robbins, TA Judge et al, Organisational behaviour Global and Southern African Perspectives,, 13th edition (2009), Pearson Education South Africa (Pty) Ltd.
-S van Aswegen, S Banhegyi et al, Industrial psychology 112, (2008), Pearson Education South Africa (Pty) Ltd.
-Michael Armstrong, Armstrong's Handbook of Human resource management, 11 the edition (2009), Kogan Page Ltd.



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