Human Resource Management

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Critically evaluate the contributions Human Resource Management can make to the achievement of an organization’s strategic aims and objectives. Illustrate you answer with examples. In today tumultuous times, the challenges that companies face to remain competitive have changed rapidly. With constant new breakthrough in technology, companies fought hard with its competitors to establish and maintain their competitive advantage. However, access to capital & technology has become less critical in today’s economy as compared to acquiring and keeping skilled workers. In a knowledge-based economy, it is important for companies to be more strategic in the way it operates. Human Resource Management today has to be strategic to meet the business needs of the company. At the same time, it cannot lose sight of the critical value and importance of people in making these strategies a reality. With that in mind, there is a need now to look at HRM from a different perspective so that it can contribute to the achievement of the company aim and objectives. Human Resource Management (HRM) has always played a part in contributing to the success of the company either directly or indirectly. Like other areas of management, HRM is involves in setting policies, formulating plans and trying to make decisions for the benefit of both the company and the staffs. Above all this, the driving force that drives the success of the company is its people. They provide the company with the competitive edge and are the most valuable asset to the company. It is therefore important for HRM to assist the company to effectively and efficiently manage its human resources and having activities that would complement and promote business growth. "... ... middle of paper ... ...nuous success of the company. Therefore, HRM is necessary to provide the overall support to ensure that the strategic aims and objectives of the company can be achieved. Reference List: 1. John Bratton Strategic Human Resource Management. URL: http://www.palgrave.com/business/brattonandgold/docs/bgcha02.pdf 2. David Hussey (2002) Business Driven HRM A Best Practice Blueprint West Sussex, England John Wiley & Sons, Ltd 3. Haig R. Nalbantian, Richard A. Guzzo, Dave Kieffer and Jay Doherty (2004) Play to your Strengths, Managing your Internal Labor Markets for Lasting Competitive Advantage USA McGraw-Hill 4. Raymond Stone (2002) 4thed Human Resource Management Australia John Wiley & Sons 5. CIPD Revised May 2008 Strategic Human Resource Management URL: http://www.cipd.co.uk/subjects/corpstrtgy/general/strathrm.htm

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