What is Strategic Human Resource Management?
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The paper explains the basic elements of strategic human resource management (HRM) and discusses why recruitment and hiring is arguably the most important element of strategic HRM. The paper relates that strategic HRM considers individual needs, work style and aspirations, and the provision of equal opportunities for all individuals; the paper notes that this will foster commitment and loyalty to the organization. The paper then explores the challenges facing employers in the future and addresses the need to avoid internal strife within the company, the need to be constantly aware of employees' wants, needs, goals and talents and the need to create a supportive culture inside of the organization.
From the Paper:"The recruitment and selection of employees is becoming one of the most important aspects of HRM, especially when it comes to firms that are in the process of growing or firms that have the desire to become more innovative. While more mature companies may feel less a need for strategic HRM, because they feel set in their current market or they feel that their top level management is sound and secure, it should not be overlooked because strategic HRM can help employees feel an increased amount of commitment and help them feel more involved, which can have a "dramatic impact on organizational outcomes" (Schuler & Jackson 2007, 457). While it isn't likely that firms that do not practice strategic HRM approaches feel that their employees are expendable, they may not feel that there is a need to put resources into recruiting, hiring, and training employees - simply following the old adage "if it ain't broke, don't fix it."
"Though there are many differences in the terms used to describe which practices make up an HR system, a unfailingly constructive rapport between high investment HR system - that is, high performance work systems, high involvement, "human capital enhancing, commitment-based HR systems, innovative employment practices - and aggregate performance measures at the plant, business-unit, and corporate level of analysis has been found" (457)."
Sample of Sources Used:
- Armstrong, Michael. Strategic Human Resource Management: A Guide to Action. Kogan Page; 4th edition, 2008. 12, 29-33.
- Gratton, Lynda., Hope-Hailey, Veronica., Stiles, Philip., & Truss, Catherine. Strategic Human Resource Management: Corporate Rhetoric and Human Reality. Oxford: Oxford University Press, 1999. 170.
- Greer, Charles R. Strategic Human Resource Management: A General Managerial Approach. Prentice-Hall; 2nd edition, 2000. 3.
- Losey, Mike., Ulrich, Dave., & Messinger, Sue. The Future of Human Resource Management: 64 Thought Leaders Explore the Critical HR Issues of Today and Tomorrow. New Jersey: Wiley; 1st edition, 2005. 5, 364, 411.
- Millmore, Mike., Lewis, Philip., Saunders, Mark., Thornhill, Adrian., & Morrow, Trevor. Strategic Human Resource Management: Contemporary Issues. Pearson Education, 2007. 23.
Cite this Research Paper:
What is Strategic Human Resource Management? (2013, April 26) Retrieved June 05, 2020, from https://www.academon.com/research-paper/what-is-strategic-human-resource-management-152758/
"What is Strategic Human Resource Management?" 26 April 2013. Web. 05 June. 2020. <https://www.academon.com/research-paper/what-is-strategic-human-resource-management-152758/>