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).
In education, human resource planning serves as a link between human resource management and the overall strategic plan of the sector (Human Resource Planning, 2012, p.17). According to Beardwell & Holden (...
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.... Retrieved from UWI Open Campus: http://courses.open.uwi.edu/course/view.php?id=250
Fisher, C., Schoefeldt, L., & Shaw, J. (1996). Human resource management. (3rd Edition). Princeton, NJ: Houghton Mifflin Company.
Jules, P, & Holzer ,M. (2001). Promoting the Utilization of PerformanceMeasures in Public Organizations: An Empirical Study of Factors Affecting Adoption and Implementation. Public Administration Review, 61 (6): 693 – 708.
Lazear, E.P. (2000). The Future of Personnel Economics, The Economic Journal, No. 110, 467, pp. 611-639.
Lev, B ( 2001). Intangibles: Management, Measurement, and Reporting. Washington, D. C.:
Lezotte, L. (2001). Revolutionary and evolutionary: The effective schools movement. Okemos, MI: Effective Schools Products, Ltd.
Ulrich, D. (1997).Human Resources Champions. Boston: Harvard Business School Press,
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