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Human Resource Mgmt

Human Resource Mgmt

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Published by khormm

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Published by: khormm on May 31, 2010
Copyright:Attribution Non-commercial


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Literature Review2.1
HRM Perspectives and definition2.2
The importance of SHRM3.0
Case Studies on Sears and Herman Miller3.1
Analysis of HRM at Sears3.2
Analysis of HRM at Herman Miller3.3
Finding on the Case Study4.0
Corporate Appraisal4.1
Company history and background4.2
HRM in SSCS4.3
Recommendations for improvement5.0
Human Resource Management
Individual Coursework 05March2010
The human resources functions constantly face problem for demonstrating its value tothe organization. Especially during economy crisis, the basic strategic of HRMcomponent (
Figure 1
) shall be the earliest cutbacks from expenditures list (Patrick et.Al., 2001). Recently, there is a growing awareness that human capital is perhaps amost critical asset for an organization, but it is a frustrating to measure the ROI fortheir considerable expenditure on people. Mercer Human Resource Consulting andCFO Research Services (2002) have conducted a survey to acknowledge theimportance and responsibility of managing human capital. The survey (
Figure 2
)showed 92% think that human capital as a key driver for customer satisfaction, while82% think it has great effect on profitability and 72% for innovation and new productdevelopment. Many research literature and among practicing manager are coming tosee human capital as a source of value and competitive advantage.Nowadays, most HR department implementing strategic human resource management(SHRM) by integrating HRM into planning process, emphasizing HR activities thatsupport goal and building strong relationship with employees to accomplishorg
anization’s goal.
This paper identifies the key challenges facing SHRM goingforward and new directions in scholarship and practice of SHRM. Secondly, it willattempt to discuss, analyze and contrast the SHRM deployed by Sears and HermanMiller. It also highlights the significant of a differentiated SHRM practice across thefirm but also within firms. Finally, we will assess the state of SHRM practice in SSCS,both remarkable progress and the challenges facing.
Literature Review
Human Resource Management
Individual Coursework 05March20102.1
SHRM Perspective and Definition
 Strategic human resource management (SHRM) cannot be discussed comprehensivelywithout understanding the concept of HRM. HRM mainly emphasis on planning,monitoring, and control human resources to be provided and deployed at themanagement needs (Torrington et. Al, 2002). Whereas, SHRM is about having adepartment on top of the planning that deciding the human resource needed by thecompany rather than react to the need of the company (McMahan et. Al., 1998). Italso an extension of HRM with depth insight of the environmental analysis andorganization direction for organizational strategy implementation and evaluation(Bratton et. Al., 1999). Therefore, SHRM pursue an earlier involvement of HRdepartment in planning stages which allows to be adjusted to fit new or change of company strategy (Van Donk, 2001)Contemporary SHRM is the confluences between diverse streams of academic work which systematically coordinate human resource policies and practices based upon thecontext of the organization as well as the relevant external environment. The need of this transformation was based upon the challenge in complexity of managing humanresource and Brain Drain phenomenon in global environment. Despite there are a lotsof SHRM literature, there still some struggling to identify the meaning of SHRM.SHRM is more than just planning, monitoring and controlling human; it is also arelationship management. Relationships which is well take care and nurturing may betranslated into loyalty, engagement and trust, thus create higher level of productivityfor the organization (Theresa, 2003). For example, the company listed in Fortune
Magazine’s “100 Best Companies to Work For” – 
Adobe Systems offers frequent job

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