HR Management: The Importance Of Human Resource Management

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QUESTION 1
1.1) THE IMPORTANCE OF RE-INVETING TRADITIONAL HR AND ITS PROCESSES IN ORDER TO DRIVE CONTINUED INNOVATION
In his book, A Handbook of Human Resource Management Practice, Armstrong (2006:3) states that “human resource management is defined as a strategic and coherent approach to the management of an organisation’s most valued asset- the people who work there who individually and collectively contribute to the achievement of its objectives.” This definition of Human resource management (HRM) highlights how policies, and systems, together with employee’s behavior (attitude patterns) determine the performance and ultimately the success of an organization. All of these components in-turn makes the HRM function one that is essential in …show more content…

They have described these decision making process as a ‘science’ and emphasise that, “ the goal of a talent decision science would be to increase the success of an organisation by improving decisions that impact or depend on talent resources. This need brought about the birth of Strategic Human Resource Management (Boudreau, Ramstad, 2004:7).
Strategic Human Resource Management is a premeditated and tactical method of People Management. Its practices are aligned with that of the organisations strategic goals (Armstrong, 2006:3).
This is a different approach to Traditional HRM in that with strategic human resource management, HR plays a role in the overall formulation of company strategy and aligns its functions to this strategy. HR managers are also involved in decision making at this level and there is full integration between human capital and all the other functions of the organisation, e.g. marketing and finance (Grobler et al, …show more content…

Good management keeps a company alive…. The success of almost any initiative depends on its leaders and talent analytics is no exception”
Davenport, Harris and Shapiro (2010),

Any contemporary organization aspiring to keep afloat in today’s competitive market should consider shifting towards strategic management of their employers and following an analytical approach to assess overall efficiency and assist in decision making
There may however be a few gags along the way which managers would need to consider before making such a huge change. New strategy usually results in new structure formation with in an organization. The two cannot be divorced from one another
• The idea of trying to improve that which you cannot measure
• HR officials and their aversion to change. Appetite for quantitative analysis what the current workforce lacks
• Top management support needed. Training. Score cards
• The culture of an organization and its business

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