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Strategic Human Resource Management
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Strategic Human Resource Management (SHRM) is the optimum utilization by the firm of its human capital. Contact Jahanzeb 00923004604250 firstname.lastname@example.org www. MLA and APA format as well. I know all kind of referencing like Harvard referencing. It analyses the theories presented by different people and specifically quotes examples from the real life. This paper studies the literature presented on SHRM and points out whether or not its application is evident in the actual life settings. USA MBA assignments. I need your project requirements and you will get your project with in dead line.Strategic HRM 2 Abstract As the business enterprises are flourishing in the society. UK MBA assignments. in order to attain the desired ends and pursue the set targets successfully.com . UK BBA assignments. competition is getting tough and challenging. USA BBA assignments If you are looking for assignments then do not worry because you are at right place. So.sparklessoft. I will provide you plagiarism free work so do not worry or just assign me task or get A + grade in your project. an organization has to focus on the optimum utilization of its resources and manage them effectively and efficiently. HRM has recently gained a lot of importance for the business sector as it aims at achieving maximum benefits from all of human resources in order to gain a competitive edge over its competitor.
strategic human resource management exists to cater to the need of the employees so that their satisfaction with the job can lead to increased productivity for the company (³strategic resource management´. which focuses on the employees of the firm as one of its assets. especially after the industrial revolution. From the academics side. Moreover. The practitioner side of business i. p. Literature review Strategic human resource management is the clear and rationale organization of a firm¶s most significant assets. the morality of such a practice was questionable (Armstrong. people (Armstrong. 2004.. p.Strategic HRM 3 Strategic Human Resource Management Strategic human resource management (HRM) is one of the techniques employed by modern businesses. after the subject of human resource management was first introduced as subject in mid 1980s. those who actually had to apply the managing skills however believed otherwise. They said that in the ever growing .6).5) as it was thought that the employees behavior and their liking or disliking for their employers and the firms should not be manipulated so that originality and truthfulness of feelings and behaviors can be maintained. 2004. 2010).e.
hard HRM is concerned with quantitative and the calculative approach to manage the human resource in a rational way. efficient managing automatically includes strategic human resource management (Armstrong. According to this theory. The two versions of HRM Armstrong (2004) described HRM to have two versions. and Devanna (1984) by ³emphasizing to best utilize the scarce and depleting resources of this world´ and thus including the skilled and educated human force as a scarce resource that needs to be properly managed. .Strategic HRM 4 environment of competition and resource scarcity. 2009. It believes in getting to the hearts and minds of the employees µthrough a method of involvement. 2004. This view then leads to what is called the strategic human resource management. 2004. a hard version and a soft one (p. a firm properly allocates its assets and analyses them regularly for greater benefits. This approach focuses on a more integrated working environment where the relationship between the employees and employers is one of trust. p. Not surprisingly. from a simple HRM to strategic HRM requires firstly. would lead to higher overall productivity for a firm thus achieving the goal for which the company has actually been set up. This approach emphasizes on the commitments of the employees to the firm. a separate definition and analysis of what the term strategic means and then the connection it makes with HRM.6). just like any other economic commodity. Next version of HRM is the soft one. Coming now. Tichy. p. dependency and mutuality. What the organizations plans for it human resource management is then dependant of these perceptions. through an incentive-to-work methodology. some organizations perceive their human resources (or employees) as an investment which results in a rate of return in the shape of higher productivity and greater profits while the others see their employees as a variable cost of input (Greer. this version has been met with criticism with respect to morality and concern for human feelings and capacity.7). This view has been further analyzed by Fombrun.21). In case of an investment. p. According to another analysis. communication and other methods of developing a high commitment. high trust organization¶ (Armstrong.5) and strategically managing your team.
15). p. Using this definition. Organizational politics have been a constant complain of many employees. putting the name of the employee of the month on the notice board rather than giving him a cash bonus. It cannot be said that non-strategic HRM is not practiced. however this form is not completely erred. Here a non-monetary approach is preferred e. For the bigger concerns on the other hand. 1996. The reason for it is that the small to medium enterprises or the sole proprietorships do not usually have extra amount of funds to be allocated to an apparently ³no direct return´ department. the evidence of existence of SHRM with monetary plans is found in the bigger concerns such as multi-national corporations or other domestic firms with huge shares in the industry. Non Strategic Human Resource Management Whereas strategic HRM is concerned with rational and calculative approaches. especially the act of directing military movements so as to secure the most advantageous positions and combination of forces¶ (Lundy and Cowling.Strategic HRM 5 Lundy and Cowling (1996) describe the strategic process as one whose anticipated outcome is to win (p.g. The dictionary definition of strategy is µan act of warship.16). where funding is not that big of a deal. . strategic HRM is the most advantageous combination of forces. non strategic HRM normally deals with the political side of HRM. generalship. Evidence of Strategic Human Resource Management Generally. monetary plans for SHRM are implemented. There are benefits such as judgmental allocation of employees to various tasks which can be obtained from non-strategic HRM but it is usually seen that strategic HRM yields better productivity when compared to the non-strategic one.
31). that the strategic HRM is most prevalent (Fombrun. when the public and private sector differences come in. where the employees are seen as an investment. y Cybernetic Model: This deals with an open system where the inputs of employees are competitively encouraged to be more productive. To review the use of SHRM. Moreover there are a number of longitudinal case studies conducted in USA which significantly document a change from the µtraditional employment practices to ³innovative´ HRM practices (Bratton and Gold. 1984.9). all of them were practicing the management of their employees and that most of these initiations were devised by non-personnel specialists (p. 1999. Storey (1995) however notes that results have been found against the preconceived notion that HRM is only practiced is µhightech. 84% of unionized establishments practiced human resource management techniques. HSBC has over 260. p.000 employees around the globe and therefore it has to maintain a balance in the overall environment of the firm. Tichy. p. Employees are to focus on this objective and so are trained and managed accordingly. non-unionized¶ organizations as recent studies have significantly found that it is precisely the unionized establishments that use the innovative HRM practices and. There exist differences as to how human resource management is practiced in various firms and over various industries. according to a survey. p. y Resource Based View: Here the employees are managed to fully utilize the resources that the firm has. 2001.Strategic HRM 6 Moreover. the example of Honk Kong Shanghai Banking Corporation can be taken. Storey (1995) notes further that from the in-depth research he carried out in 1992 of fifteen mainstream British employing firms. Here the main aim for the bank to .50): y Behavioral Perspective: This view focuses how an employee acts as a mediator between the organization and the goals that the organization wants to achieve and how the behaviors and the type of strategic human resource management used is interrelated. it is in the core firms of the private sector. These differences can roughly be divided into the following categories (Shculer and Jackson.12). y Cost Reduction Strategy: This strategy is about keeping the costs of inputs low as implied. and Devanna.
hospitality and retailing jobs are very largely taken up by students. Pizza Hut is another example where the customer group is as diverse as the employees group. It is however evident that strategic HRM exists in almost all firms. For Pizza Hut however employee-customer relationship is of utmost importance. This provides the firm with a cheap source of labor. those which practice the strategic management of their human capital yield a higher level of productivity when compared to those who do not because they do not fully utilize their resources. . In the western societies. It can therefore be said that HSBC practices a mixture of behavioral perspective and cybernetic model for SHRM. the strategy of human resource management applied also varies from firm to firm.Strategic HRM 7 not discriminate between it employees on racial or cultural basis. Pizza Hut¶s HRM is different in the sense that nowadays ebanking and e-commerce has stolen the banking show and employees of HSBC are trained according to dealing with technology more than with customers. When compared to HSBC. It is however evident that both the firm practice SHRM. Moreover. Conclusion As the differences mentioned exist in the structure of the firm. The company wants to make itself adaptable to different sort of situations to maximize its productivity. On the other hand is the example of the pizza chain. Thus the employees are managed accordingly.
Retrieved from http://books.pk/books?id=zLtSZYnMLkAC&pg=PA30&dq=evidence+of+human+r esource+management&hl=en&ei=yW3TTOmBK4OycPrP_eQE&sa=X&oi=book_result&ct=res ult&resnum=3&ved=0CDUQ6AEwAg#v=onepage&q=evidence%20of%20human%20resource %20management&f=false Fombrun. C. J. Retrieved from http://books. J. Human Resource Management: theory and practice.google. Tichy. A. Retrieved from http://books.google.. Strategic human resource management. N.google.. M.Strategic HRM 8 Reference Armstrong. (1984). J and Gold.com. M. (2004). (2001). M. Strategic human resource management: a guide to action. Devanna.com.pk/books?hl=en&lr=&id=WQ0YC_eP8cwC&oi=fnd&pg=PA1&dq=Str .com.pk/books?id=qMmc_89el4C&printsec=frontcover&dq=strategic+human+resource+management&source=bl&ots=hTk3k 6iCDC&sig=tTggDK_xqNzC9ZEx7n_1sobx7xk&hl=en&ei=vmrRTNb7PMnRcaSqqbsL&sa=X &oi=book_result&ct=result&resnum=2&ved=0CCEQ6AEwAQ#v=onepage&q&f=false Bratton.
(2007). and Jackson.google. Strategic Human Resource Management. O.google. Strategic Human Resource Management. J. . R. Retrieved from http://books.R. Retrieved from http://books.com.google. E. C.com.pk/books?id=2Kg9AAAAIAAJ&printsec=frontcover&dq=strategic+hu man+resource+management&hl=en&ei=nl7TTMeeCYOlcYP63J8F&sa=X&oi=book_result&ct =result&resnum=8&ved=0CFQQ6AEwBw#v=onepage&q&f=false Schuler. S.S. and Cowling.Strategic HRM 9 ategic+human+resource+management&ots=AfyxhNNpYr&sig=3BJ4ys0HUDP2HESgebQMNp sxD5E#v=onepage&q&f=false Greer. (1996).pk/books?id=mK3yYPvj4qwC&printsec=frontcover&dq=strategic+hu man+resource+management&hl=en&ei=nl7TTMeeCYOlcYP63J8F&sa=X&oi=book_result&ct =result&resnum=7&ved=0CE8Q6AEwBg#v=onepage&q&f=false Lundy. (2001). Strategic Human Resource Management.com.pk/books?id=YUC5VEqybkC&pg=PA59&lpg=PA59&dq=cybernetic+model. Retrieved from http://books. Retrieved from http://books.+HRM&source=bl&ots=mCxRJ5uN6x&s ig=QMfMAhoHocKYUYAvslmhM0_338&hl=en&ei=9nXTTLLGN8jQcdfDkJ8F&sa=X&oi=book_result&ct=result&resnu m=1&ved=0CBwQ6AEwAA#v=onepage&q=cybernetic%20model%2C%20HRM&f=false Storey. (1995).pk/books?id=bc8OAAAAQAAJ&pg=PA16&dq=evidence+of+human+ resource+management&hl=en&ei=yW3TTOmBK4OycPrP_eQE&sa=X&oi=book_result&ct=re sult&resnum=5&ved=0CEAQ6AEwBA#v=onepage&q=evidence%20of%20human%20resource %20management&f=false What is strategic human resource management? (2010).com. Strategic Human Resource Management: a critical text.google. A. Wisegeek.
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