Strategic human resource development essay

No sensible decision can be made any longer without taking into account not only the world as it is, but the world as it will be. The practices of managing a business also then need to evolve taking this reality into consideration. There is a continuous overhaul in the way in which structures and relationships have existed traditionally within a business.

Strategic human resource development essay

Strategic human resource development essay

No sensible decision can be made any longer without taking into account not only the world as it is, but the world as it will be.

The practices of managing a business also then need to evolve taking this reality into consideration. There is a continuous overhaul in the way in which structures and relationships have existed traditionally within a business.

It would be a fallacy to say that this business dynamics does not have any implications for the human resource management HRM function within an organization. The pace with which the competitive forces act on a present day business is the reason enough for re-evaluating the role of HRM within a business.

The debate on the need for human resource function to contribute effectively had started long back with Karen Legge questioning the objectives of what was then called personnel management.

Her contention was that human resource management HRM needs to be driven by goals. The developed economies have made a transition from primarily industrial in nature, which were driven by passive and reactive practices of personnel management, to knowledge-driven economies fuelled by creativity emanating from human mind.

In this environment, capital, in the form of money, is relatively much easier to obtain, while expertise, which in form of employees, required for driving creativity and innovation, is much more challenging to source.

The resulting implications for HRM are: In this essay, we will explore this nascent discipline and evaluate how it is important for businesses competing on global canvas need to transform their human resource function. Introduction The overall premise of SHRM is that it should get aligned with business strategy or strategic management of a business.

If this is not achieved, then the human resource function is not adding value to a business. To bring clarity to this premise, it is important to define strategic management as well as strategic human resource management: New Role Required Dave Ulrich, professor of business at the University of Michigan, has identified 4 new roles for the human resource function.

He states that these involve HRM becoming: A partner in Strategy Execution: This involves contributing to defining an organizational architecture, conducting an organizational audit, renovation in structure, self-assessment and goal setting within the HR department.

Creation of internal processes within HR department that improve efficiency and credibility. This involves engaging employees and improving organizational climate.

By transforming the base culture of a business that uniformly binds people with common vision and goals. This role involves preparing the organization for facing and managing changes in external environment.

Ulrich, Dave Models and frameworks There are innumerable thoughts on how HRM can be aligned with business strategy and a number of theoretical frameworks have being proposed.

However the bottom line in all these models is clearly that: HRM needs to contribute to business performance and for achieving this goal there need to be clear HR strategies that transform human capital for achieving business goals. One model that attempts to link HRM to business goals is visually expressed as: Boxall, Peter and Purcell, John, Strategy and Human Resource Management, p5 Essentially this is a broad framework of strategic human resource management and it implies that if a business is able to create an outstanding mix of outcomes across the three areas encompassing labour productivity, organizational flexibility and social legitimacy, it can achieve sustained competitive advantage.

Labour productivity cost-effectiveness and organizational flexibility are a challenge in the globalized business environment. Practices like outsourcing are a direct result of this need for cost-effectiveness and flexibility.

There can be a conflict between the short-term and long-term needs. The third area of practice is social legitimacy, which involves fair employment practices, if a business wants to be perceived as a progressive organization by the society in which it operates.

An organization also needs to make it imperative for its partners such as suppliers to comply with conditions that accord social legitimacy. Schools of thought Multiple models of linking HRM to strategy have been proposed.From attraction and retention, to development and utilisation of human capital, Human Resource Development (HRD) is the centre of strategic focus in HRM.

This essay aims to present and discuss a strategic model of HRD activities in organisations. Essay History of Human Resource Management.

History of Human Resource Management Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.

Strategic Human Resource Management and Development “It is change, continuing change, inevitable change that is the dominant factor in society today.

Strategic Human Resource Management - Armstrong () defined Strategic Human Resource Management (SHRM) as “an approach to making decisions on the intentions and plans of the organisation in the shape of the policies, programmes and practices concerning the employment relationship, resourcing, learning and development, performance management, rewards and .

Essay History of Human Resource Management.

Strategic human resource development essay

History of Human Resource Management Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.

Besides the introduction and conclusion, the body of this essay has composed by five sections which involve strategic management, strategic human resource management, role of human resource management, a discussion part, and the value of strategic human resource management to company.

Strategic Human Resource Development Improves Performance and Productivity