Specific Approaches to Develop HR Strategies in Modern Business Environment
Introducing Human Recourse Management
Many definition can be sited on Human resource management, according to
the Bratton and Gold, (2012) Human
resources management is a set of concepts and mixture of practices of
organisational works & managing employee relations explains under main
categories as
· ·
Micro HRM - This category concerned about
the managing individual employees &
small
work Groups by aiming job designing, selection of employees,
recruitment & training and development
Matching the Human resources strategies with its
business
strategies (Bratton &
Gold, 2012).
Human resource Strategies
Since the 1990s readings & many study materials have been found and
progressively evolving on strategic HRM and the researches on SHRM has
increased, further emphasized that the importance of organisational success links
with the SHRM directly (O’riordan, 2017).When it comes to Human resource strategy many definitions were found. According
to Wright (2008) human resources Strategy have been
identified as a system or a way of
Human resource practices for a particular work or series of works to meet the
organisational goals by using the best outcomes of the employees. Further HR
Strategies are categorized according to the systems of HR Practices that
reflect the outcomes of the employees’ not individual tests or recruiting or
interviews techniques (Patrick, M., Wright, 2008). However According to Armstrong (2006) Strategic HRM explains as the
organization’s purposes and plans on how its business objectives ought to be
accomplished through employees.
Characteristics of SHRM
O’Riordan (2017) explain two main characteristics
of SHRM as
· Integration
or mixing- when comes to the practical SHRM, environment strategies of
employees directly to be connected with business strategies means mixing the
both human & business strategies together, Which described as Vertical-fit.
· Alignment-
each Human resource policies should be combined together means should be
arranged accordingly which described as Horizontal fit and in some way as
bundling of HR policies.
In an
organisation, to deliver a logic way of achieving organisational objectives by
cooperating with the Strategic management & planning is the Objective of
SHRM. To achieve these objectives Management identify main areas of the
employee related points. Further action plan is to be designed by combining
employee related points, management & planning and organisational
objectives to meet those organisational objectives (O’Riordan,
2017).
Categories of SHRM
Further Armstrong (2006) explains three main categories of SHRM based on three different sub schemes as
·
Human
capital – it is a major source of competitive advantage
·
People who
implement the strategic plan
·
Systematic
approach – this should be implemented according to the objectives & way to
lead those objectives of the organisation
When it comes to The exploration of the effect of Strategic Human
Resources Management on organisational performances, has widely been focused on universally applicable two
main approaches, identified as "Best
fit” and “Best practice”, which will be
described further in details.having said that in
the modern world, recognition of the Importance of Human resource Management has
been increased. In recent years many organisations reviewing their policies on
employee investments.
Giving the collective skills by the employees and knowledge and the
abilities of employee are the main assets to an Organisation. By confirming
that many CEOs openly stated in their success stories the effectiveness of the
Strategic Human Resources Management (Jeffrey, A & Mello, 2015).
Jack welch CEO of General Electric USA emphasizing the effectiveness of employee investments
Source: (Strayer University)
For example, according
to Jeffrey, A & Mello (2015). Jack welch CEO of
General Electric USA has noted in one of his last annual report the importance
of developing and motivating people by stating one billion expenses and one
third of the time spending annually on people management. Further recent study
of fortune 100 (Annual ranking of USA latest cooperative companies) 14% of the reports
contains quantitative measures of HRM
List
of Reference
- Armstrong, M. (2006) A Handbook of Strategic Human Resource Management Guide to action.3rd ed. London, Kogan Page Limited.
- Bratton, J & Gold, J. (2012) Human Resource Management Theory and Practise. 5th ed. Basingstoke, Palgrave Macmillan.
- Jeffrey, A & Mello. (2015) Strategic human resource management. 4th ed. United States of America, Cengage Learning.
- O’Riordan,J. (2017) The Practice Of Human Resource Management State Of The Public Service Series IPA An Forasriara chain institute Of Public Administration
- Patrick, M., Wright. (2008) Adapting to the Age of Globalization Human Resource Strategy SHRM Foundation’s Effective Practise Guidelines Series.United States of America.
- Purcell,J.(2015) Review of Boxall, P. and Purcell, J. (2003) Strategy and Human Resource Management. Industrial & Labour Relations Review,1.Labour Relations Review, Vol. 57, No. 1.
- Strayer University (2012) Jack Welch on Investing in employees[Online].Available at <youtube.com.>[Accessed on 17 September 2019].
Adresi and Darun's study (2017) highlights the importance of aligning various strategic human resource management practices, where managers must play a critical role in initiating, leading and executing such SHRM plans to obtain successful outcome.
ReplyDeleteYes Kanchana aligning strategic resource management practices is much important. Managers have to identify main areas of the employee related points.Whatever the practices used, the best outcomes of employees should comes out to get the best in organizational objectives (Patrick, M., Wright, 2008).
DeleteAs per Reed (2018), Every organization is different, and there are employees from different backgrounds, industries, goals, ambitions, and so on. The key to a successful HR strategy is to determine what is the unity and motivation of the employee and to develop a strategic plan around this understanding to consider conducting a regular survey asking what motivates the employee and asking them to rank a series according to their importance and Option.
ReplyDeleteThis comment has been removed by the author.
DeleteSure, regular surveys asking what motivates the employee and asking them to rank a series according to their importance and Options support for a successful HR strategy. in parallel rewarding & training make employees encouraged & align with organizational objectives DeBellis P, (2018) & help to obtain the the best ideas through surveys.
DeleteThe ‘‘best fit’’ approach promotes the concept that strategic HR should be inextricably linked to the formulation and implementation of strategic corporate and business objectives (Wilton, 2011). This means that the HR strategy is concerned with matching the employee’s role behaviour with the company‘s mission, values and goals.
ReplyDeleteYes, That s the key concept of HR Strategy.Further Wright (2008)explains nicely, human resources Strategy have been identified as a system or a way of Human resource practices for a particular work or series of works to meet the organisational goals by using the best outcomes of the employees & meeting the organizational goals & objectives is the aim.
DeleteHuman resource management comprises the formal system designed to manage the employees in an organization. Organizational demand is factors within a firm that affects decisions regarding how to manage employees. According to Gust (1987) state four main elements to HRM - Commitmemnt -Flexibility - Quality - Integration.
ReplyDeleteHuman resource management is a system design & mixture of practices of organisational works & managing employee relations. and Strategic HRM is Concern the overall organization performances by the process of matching the Human resources strategies with its business strategies (Bratton & Gold, 2012).When it comes to the employee management in Strategic HRM Guest (1987) suggested four central elements of HR as (a). Commitment, flexibility, quality & strategy (b). communication, flexibility, quantity strategy (c). collaboration, functionality, quality, standardization (d).communication, functionality, quality, strategy
DeleteHi Anne, SHRM is of paramount importance in today's business era. The benefits for a company in incorporating SHRM practices are endless. For example, while providing the company a competitive edge, SHRM also keep track of downturns, risks and various other business acquirement (Purcell, 2015). In addition, SHRM gives priority to organizational codes of moral value, while integrating HR workflow, defining new goals and aligning employee workforce towards a common business goal (Armstrong, 2006).
ReplyDeleteSHRM has widely been focused on universally. In recent years many organisations reviewing their policies on employee investments through various SHRM practices.
DeleteMany success stories in modern world are the samples for the effectiveness of perfect SHRM(Jeffrey, A & Mello 2015).
Human resources are a strategic asset because that can play an important role in both strategies and management system (Becker, Huselid and Ulrich, 2001).Human resources can play a strategic role in the success of an organization, thereby changing technology,competition and globalization can achieve a competitive advantage (Allen and Wright,2006).
ReplyDeleteSure Sankalpa that strategic roll nicely explained by Amstrong 2006 as the definition of SHRM 'The organization’s purposes and plans on how its business objectives ought to be accomplished through employees'.Human resources this strategic asset should be nicely handled by the employers to obtain the maximum benefits to the organization. Human capital , systematic approach and the people who implement the approach should blend perfectly to obtain the maximum benefit.
DeleteAs Richardson and Thompson (1999) comment: ‘A strategy’s success turns on combining vertical or external fit and horizontal or internal fit.’ They conclude that a firm with bundles of associated HR practices should have a higher level of performance, provided it also achieves high levels of fit with its competitive strategy.
ReplyDeleteSure Sharon, Bundles of associated Hr practices provides higher level of out put. The examples explained in my final blog post will emphasize well the advantages of mix policies.
DeleteAgreed upon the content. To add further SHRM can affect the organization performance in multiple contexts such as productivity, financial performance and quality. SHRM is a tool that can be used to gain competitive advantage and to enhance the performance of the organization. Furthermore, SHRM ensures the continuity of the organization as well (Cania, 2014).
ReplyDeleteAccording to Wright (2008) human resources Strategy have been identified as a system or a way of Human resource practices for a particular work or series of works to meet the organisational goals by using the best outcomes of the employees.HR Strategy, Organizations strategy, & culture of the organization should be well matched to gain the competitive advantage.
DeleteAgree you’re your comments furthermore, Employment participation is the process by which the employee power is used and the means of increasing their contribution to the organization's performance (Khan et al., 2011; Mildred, 2016)
ReplyDeleteThank you for adding value Mizni, Human resources is a asset because bacause of playing important role in both strategies and management system (Becker, Huselid and Ulrich, 2001).
DeleteThis comment has been removed by the author.
ReplyDeleteAgree with you Anne,
ReplyDeleteStorey (1995) defines HRM as “a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques".