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Chapter 1

1.0 Introduction
The concept of Human Resource Management and strategic
management provide the basis for Strategic Human Resource Management. Wright and
McMahan (1992) explained that the field of human resource management has integrated with
strategic management process to form a new discipline referred to as strategic human
resource management (Wright & McMahan, 1992). Michael Armstrong (2011) explained that
strategic human resource management is an approach for managing human resource that
helps organizations to achieve long- term goals and objectives with a strategic framework
(Armstrong, 2011b, p. 48). Terhalle (2009) argued, many researchers assume that the HRM
strategy of an organization corresponds with the implementation of those strategies.
However, those strategies are implemented without clear direction. This leads to big
difference between the developed strategy and actual implementation. A well-developed
HRM practices is equally good to contribute in this current technology world that needs to be
implemented due to competitive business growth. The responsibility for the SHRM
implementation lies with the line managers of an organization since they have to execute the
HRM practices on the work floor. The line manager and HR manager participation is
important while setting the human resource objectives like strategy development followed by
resource planning, HRM outcomes and evaluating the performance strategies. In short,
human resource professional are responsible for the design and development of HRM
practices in an organization, while the line managers are responsible for implementation of
these practices (Terhalle, 2009, p. 125).

Strategic human resource management

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2.0 Methodology
The academic research project follows qualitative research methods. The
qualitative content analysis is one of the best method used to analyse the transcripts. Research
using qualitative content analysis mainly concentrates on the attributes of language as
communication with attention about the content (Tesch, 1990) (McTavish & Pirro, 1990). In
this research method, the data’s are collected in verbal, text or in the electronic form from
interviews, open-ended survey questions or from books and manuals (Kondracki & Wellman,
2002). The aim of the research project is to do in-depth analysis of strategic human resource
management practices followed in construction of oil and gas processing industry. A
framework has been designed to outline the sequence of the research events explained in
figure 1.0. Because it is important to understand the relationship between the aim and
objectives, expected outcomes, and the data collection and analysis methods employed.

Figure 1- Research Framework

The research project report starts with collecting literatures data about strategic human
resource and its core components. The literature review covers the keys elements of strategic
human resource management such as strategic human resource planning (SHRP), strategic
recruitment and selection, strategic performance evaluation, strategic human resource training
and development process and employee motivation. After critically reviewing the literature
ideas, a set of questions were formed from the literature review to conduct the semi-

Strategic human resource management