1 INTRODUCTION
Over the past twenty years, public institutions has been faced with challenges of implementing strategies which will enable the organizations to perform in such a way that will lead it into a competitive advantage. Strategic Human Resource Management (SHRM) in the public sector is and has always been the driving influential notion to appear in the study of business and management. Strategic Human Resource Management (SHRM) improves performance and production of an institution, and when institutions employs personnel practices such as internal profession hierarchy, performance evaluation, performance-based rewards, etc. they are more able to accomplish its goals of program service delivery utmost concern.
With regards to Human Resource Management (HRM), decision makers at public institution levels have drawn upon the idea of promoting high performance level. The challenges that public sector institutions are faced with may include articulating, incorporating and executing strategies in public sector institutions and these strategies are designed to enhance or rather improve public services delivery, such as water and health services. Human resources are the most important resources in an organization since their functions enable the institutions to become more successful in delivery public services.
Human resource management is important in every institution since it ensures that the institution is equipped with experienced, dedicated and well-motivated employees it requires. Due to this reason, it is important that public sector employees must achieve their tasks at a finest level so that the general strategy, goals and the determination of government can be achieved. For the purpose of the assignment, key concept...
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...corporate plan is essential in the public sector institution is the values underlying PSHRM at a particular point in time. The values referred to include; efficiency; effectiveness; equity and responsiveness. However, the application of these values may differ from time to time, with regards to the policies of the party-political in authority (Erasmus et al. 2005:96).
6.2 Environmental scanning
6.3 Establishing specific objectives
6.4 Deciding on an integrated human resource management strategy
6.5 Drafting and implementing of public sector human resource management business plans
6.6 Monitoring, evaluation and reporting
7 REASONS FOR ADOPTING A STRATEGIC APPROACH TO PUBLIC SECTOR HUMAN RESOURCE MANAGEMENT
8 LESSONS THAT SOUTH AFRICA CAN LEARN IN IMPLEMENTING AND MANAGING A STRATEGIC APPROACH TO PUBLIC SECTOR HUMAN RESOURCE MANAGEMENT
9 CONCLUSION
10 REFERENCES
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Lengnick-Hall M.L.; Lengnick-Hall, C.A.; Andrade, L.S.; Drake, B. 2009. “Strategic human resource management: The evolution of the field.” Human Resource Management Review, 19, pp. 64-85.
Pynes, Joan. Human Resources Management for Public and Nonprofit Organizations: A Strategic Approach. 4th ed. San Francisco: Jossey-Bass, 2013. Kindle.
I am interested in pursuing a second master’s degree because I found a career path that I am very passionate about. I have strategically aligned myself with the right combination of education and experience to develop and grow my career as a Human Resources (HR) professional and this strategy has been the key to my current success. Applying to the Masters of Professional Studies (MPS) Human Resources Management (HRM) program is the next step in becoming even more successful within my field because I plan to work as a Vice President of International Development and Workforce Planning. I believe Yale is a fit for my career goals because with a concentration in International HR the core courses offered in the program will help me improve my strategic thinking and theoretical experiences that will overflow into my practical experience.
In the 1980’s, the birth of a new concept called ‘Human Resource Management’ was born. This trend comes after an intense period of Taylorisation, Fordism and now, McDonaldisation. HRM came to counter balance these trends and to consider the concept of the Man as a Man and not as a machine. For the last several decades, the interests of companies in "strategic management" have increased in a noteworthy way. This interest in strategic management has resulted in various organizational functions becoming more concerned with their role in the strategic management process. The Human Resource Management (HRM) field has sought to become integrated into the strategic management process through the development of a new discipline referred to as Strategic Resource Management (SHRM). In current literature, the difference between SHRM and HRM is often unclear because of the interconnections linking SHRM to HRM. However, the concepts are slightly different. Thus, we can ask, what is strategic human resource management? What are the main theories and how do they work? What do they take into account and how are they integrated? What are the links between SHRM and organization strategy? In order to answer to these questions, we will precisely define strategic human resource management, followed by a look at the different approaches built by theorists, and finally, we will see the limits between the models and their applications depending on the company’s environment. Discussion Strategic Human Resource Management: definition Strategic human resource management involves the military word ‘strategy’ which is defined by Child in 1972 as "a set of fundamental or critical choices about the ends and means of a business". To be simpler, a strategy is "a statement of what the organization wants to become, where it wants to go and, broadly, how it means to get there." Strategy involves three major key factors: competitive advantages (Porter, 1985; Barney, 1991), distinctive capabilities (Kay, 1999) and the strategic fit (Hofer & Schendel 1986). Strategies must be developed with a relevant purpose to sustain the organizational goals and aims. SHRM is one of the components of the organizational strategies used to sustain the business long-term. SHRM defined as: “all those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of the business. (Schuler, 1992)” or as “the pattern of planned human resource deployments and activities intended to enable the firm to achieve its goals.
Human Resources Management (HRM) have been increasing aware by Business Studies and Organisation Management approaches because it closely related to organisational daily and organisational performances (Kalleberg & Moody, 1994). Human resources practices are suggested have influences on improving organisational performances in most organisations. Basically, oorganisational performances refer to the outcomes of employees performances and daily working which reflect the ability of one organisation fulfil its objectives and goals, such as employee’s performances, productivities, employee’s job satisfaction, financial outcomes (Huselid, 1995).
HRM comprises a set of policies designed to maximize organizational integration, Employee commitment, flexibility and quality of work. (Guest, 1987) as cited by (Armstrong, 2009) this statement entails that HRM function has policies to guide its activities, if these policies are well integrated with the strategy of the organization, it can enhance employee commitment and result in quality of work, as cited by (Armstrong, 2009) that the overall purpose of human resource management is to ensure that the organization is able to achieve success through people, however the function of HRM is affected by several other factors, this essay will look at three Internal and external environmental factors affecting HR Specialist.
United Nations, (2006). Unlocking the human potential for public sector performance world; public sector report 2005. United Nations: Academic foundation
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
In the fields of management and business, Strategic Human Resource Management (SHRM) has been a powerful and influential tool in order to motivate employees to perform productively. (Ejim, Esther, 2013). According to Armstrong (2011), SHRM refers to the way that the company use to approach their strategic goals through people with a combination of human resource policy and practices. The purpose of SHRM is to produce strategic capability that the organisation must ensure such that employees are skilled, committed, and well-motivated in order to achieve a sustainable competitive advantage, (Armstrong, 2011). Particularly, the organisation must be able to carefully plan strategic human resource ideas, aimed to increase the productivity.
The human resource management stands for the management of an entity’s workforce and all that relates to the workforce. The significance of human resource management includes recruitment, orientation, and the ability to retain employees. The human resource management with other managers utilizes these practices in order to produce a solution that relates to challenges. A competitive advantage refers to the business ability to gain the advantages of its economic activities that, it recognizes the organization’s ability to survive and overcome competition in the marketplace. This paper will discuss the concept of competitive advantage in human resource.
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Human resource management can be a major factor in differentiating between successful and unsuccessful organizations. This is specifically important in the public sector. Human resource management is seen as an increasingly critical component in terms of efficiency, effectiveness and responsiveness. Much of this revolves around the extent to which employees are prepared to use their discretion to serve the public’s best interests. A partnership between public sector managers and human resource management will allow for more flexibility in personnel matters and should align individual employees toward the organization’s overall mission as well. However, there appears to be a hesitation to completely abandon the traditional methods used in human
Human resource management (HRM), according to Wyk, V (1989:9), is the creation of an environment where people strive to do their best, where opportunities are equally distributed, where initiatives are encouraged and the conditions for success are created. Leadership within HRM can have huge implications to public services, the quality of those particular services provided is part of the bedrock on which society and future prosperity depends. Better and more efficient public services enhance quality of life, support sustainable economic growth and assure those who fund and rely on public services that they are responsive, provide value for money and are continually improving. With such a large responsibility for the managers based with the