Paper Summary:

This paper discusses human resource management as it relates to strategy and encompasses several issues including the, nature of strategic human resources management, best fit vs. best practice and the overall purpose of strategic human resources management. The paper begins by defining human resource management.

Table of Contents:
Introduction
Human Resource Management
Changes to Human Resources in recent years
Human Resource Management Paradigms
Human Resources Management and Strategy
Types of Strategic HRM
Advantages and Disadvantages of the Best Fit and Best Practices Models
Primary Purpose of Strategic HRM (Bottom Line)
Conclusion

From the Paper:

"Overall, it has been asserted that universalism is not as successful a strategy as an approach that is associated with critical contingencies or best fit in nature. This assertion appears to be made in the climate of an ever changing business environment. This environment has become more global and as such more diverse. With these things being understood a best practice model may not be best for such a diverse work force because the paradigm set forth by this approach may not translate well from organization to organization."

Sample of Sources Used:

• Armstrong M. 2000, Strategic Human Resource Management: A Guide to Action. Kogan Page
• Blake, J. 2007, "Caring for the Bottom Line". Human Resource Planning, 30(1), 36+.
• Bottom-Line HR Management: A Revolutionary Approach Advanced Human Resource Studies (Cornell University). http://www.ilr.cornell.edu/depts/cahrs/downloads/PDFs/hrSpectrum/HRSpec02-08.pdf
• Burke, R. J. & Cooper, C. L. (Eds.). 2004, Reinventing Human Resources Management: Challenges and New Directions. New York: Routledge.
• Donahue, A. K., Selden, S. C., & Ingraham, P. W. 2000, "Measuring Government Management Capacity: A Comparative Analysis of City Human Resources Management Systems". Journal of Public Administration Research and Theory, 10(2), 381.

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