Section One
Strategic human resource management (SHRM) is a tactical method for the management of an organisation’s human resource function in line with organisational goals and objectives. SHRM enhances these functions by linking the traditional human resource practices to business strategy and the realization of organisational goals in order to enable the organisation to achieve a competitive advantage.
Importance of SHRM in Organisations
According to Wei (2006), properly designed and executed SHRM can facilitate the achievement of organisational goals. Clearly set goals of an organisation require the dedication of all the organisation’s employees. It is the duty of the human resource department of the organisation to identify the business sectors that require human resource expertise. SHRM, therefore, help organisations to achieve their long-term and short-term objectives. It contributes by reinforcing and overseeing the successful implementation of the organisation’s business strategies.
Due to the increasingly competitive nature of the globalized business environment, organisations need to integrate their human resource functions with their business strategies to acquire a sustainable competitive advantage in the market. Strategic human resource management helps in the realization of organisational goals through its application of performance measurement approaches to assess the contribution of each employee to the organisation. In addition, SHRM helps by improving the relationship between the human resources function and line managers.
SHRM also helps in the attraction and retention of the most qualified workforce who can enable the organisation to achieve its goals (Becker & Huselid 2006). Moreover, strategic human ...
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Jules and Holzer (2001) noted that Strategic Human Resource Management enhances employee productivity and the ability of government agencies to achieve their mission. One can conclude that it is the same for learning institutions as SHRM focuses on the issues and goals of the organisation and strive to implement plans collectively to achieve those goals. In contrast to traditional Human resource management, SHRM focuses on improving the effectiveness of the entire learning community and helps to improve the organisations by creating and implementing plans that will continuously raise the competencies and capabilities of the members of an organization for the overall achievement of the organization (Ulrich 1997).
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The field of Strategic human resource management (SHRM) has become a “happy hunting ground for academics” and Colbert (2004) validates it by stating that SHRM is an accumulated “plethora of statement, theories, concepts and arguments”. It is evident from these statements that there are various theories and approaches to SHRM. According to Boxall & Purcell (2000), Strategic human resource management refers to the alignment of human resource practices to strategic goals of an organization. Amongst many approaches to SHRM such as best practice, best fit or contingent approach and bundling approach, resource based view (RBV) has been instrumental to development of SHRM (Dunford, et al., 2001). This essay will infer different approaches to SHRM
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The concept of Strategic Homo Resource management has been field over the old age by academics and there have been a variation on the issues of its definition and relationships with other aspects of occupation planning and strategy. Bratton & Gold (2007) defined strategic human resourcefulness management as ”the physical process of linking the human resource function with strategic objectives of the organization in order to improve performance ". In general terms, SHRM is the integration of human resource activities and insurance
In the fields of management and business, Strategic Human Resource Management (SHRM) has been a powerful and influential tool in order to motivate employees to perform productively. (Ejim, Esther, 2013). According to Armstrong (2011), SHRM refers to the way that the company use to approach their strategic goals through people with a combination of human resource policy and practices. The purpose of SHRM is to produce strategic capability that the organisation must ensure such that employees are skilled, committed, and well-motivated in order to achieve a sustainable competitive advantage, (Armstrong, 2011). Particularly, the organisation must be able to carefully plan strategic human resource ideas, aimed to increase the productivity.