Strategic Human Resource Management Essay

2169 words - 9 pages

Introduction:
-Define SHRM and HRM
Strategic human resource management is concerned with implementing long-term human resource practices and policies that allow for the generation of skilled and motivated employees that the organization needs to remain competitive in the future. It is proactive, to ensure that if a problem or opportunity arises that, there are policies and practices already available to tackle these issues before it actually comes into light and before competitors take advantage of it or hinder the organization negatively. Strategic human resource management has two main objectives, namely integration and direction.
Integration is divided into two main types, horizontal and vertical integration. The former being aligning the various human resource management practices and the latter being the interlinking the overall human resource management function with the strategic management process. The final result is a strategic fit which is crucial for the long term success of the organization.
The direction that strategic human resource management allows organization to be proactive in turbulent environments by allowing the individuals and business needs to be met by implementing a coherent human resource policy and practice.
Human resource management combines personnel management with other people centered activities so that they can be integrated with the organizations objectives, goals and strategies. Human resources main functions are to recruit, develop and train, retain and compensate. Apart from that, human resource management covers activities such as leadership, motivation, organizational culture and behavior.
The human resource management is proactive approach in aligning the employees goals with that of the organization, resulting in a more align human resource function which is more flexible to the everyday changing work environment in both local and multinational companies.
Human resource managers treat employees as assets, taking calculated decisions to further improve their skills, abilities and competencies in order to get a greater return on assets (ROA). This means that if employees are given the opportunity to be trained and enhance their abilities, this will increase their overall efficiency and effectiveness and motivate them to work harder. With the fact that employee preferences are aligned with organizations goals and objectives, the investment in employees will benefit both the organization and its current workforce.
a)Development
-Define in regard to HRD
Development and training is one of the core activities of human resource development. Its main goal is to ensure that the quantitative and qualitative qualities of the organizations human resources are met and that there is a continuous improvement and contingency plan in case of macro and micro-economic fluctuations that can have a profound impact on the business, both negatively and positively.
Development and training are used interchangeably but...

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