Human Resources Management: SWOT Analysis Of Human Resource Management

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Recommended: Chapter 9 strategic management of human resources

According to Byars & Rue (2011), Human resource management (HRM) consists of few stages which are conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels. Strategic human resource management (SHRM) is define as the process of human resource management to make decision, plan and foresight on the intentions of the organisation, planned human resource deployments and management behaviour envisioned to enable them to achieve its goals. (Cieri & Kramar, 2008). SHRM is important in every organisation because it helps organisation to meet the best needs and also the expectations of employees while working and promoting in order to achieve organisation goals (Mamoria & Gankar, 2003). To analyse the organisational environment, SWOT analysis is used where its considers internal and external factors that can boost the human resources purpose within organisation and also involve the identifying the organisation’s strengths, weaknesses, chances and threats in order to helps to gauge the organization capabilities and resources in the competitive market (Baron & Kreps, 1999). The analysis allows SHRM strategies to be planned in such a way that it covers the company’s threats and weaknesses and make full use of the company’s strength and perceived opportunity.

Human Resources Planning (HR planning) means the process in management to determine how the organisation develop and move from its current manpower position to its desired position through planning to get the right number of qualified employees into the right job at the pl...

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...nalysis is a systematic process that provides all informations that are needed to make the relevant job description and job specification to guarantee that the job is performed correctly by the right person. Then the recruitment and selection are also a critical process for the organization because good selection decisions will ensure the company of their financial investments in their employees. After that, performance management is then needed to keep track of the employee’s performance. Next is to give employees motivation by giving them support which applies Herzberg’s theory that are categorized into motivators that motivate the employees to achievement and hygiene factors which are lower order needs. And last but not least, training and development will be carried out to align the employee’s skill with their job, and to develop employees for future promotion.

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