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Strengths and weaknesses of globalization in hr
Concept of strategic human resource management
Concept of strategic human resource management
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WHY MIGHT AN ORGANIZATION ADOPT A STRATEGIC APPROACH TO HUMAN RESOURCE DEVELOPMENT? CRITICALLY DISCUSS WHAT HR PRACTITIONERS CAN DO TO ENSURE IT IS IMPLEMENTED IN PRACTICE.
Introduction
In globalisation era, managing resources in organisation is a challenge that must be faced by every entity. Their competitive advantages rely on their ability in managing their resources effectively and efficiently. This including human capital as one of the organisation resource.
Question like ‘why organisations adopt strategic approach to Human Resource Development (HRD)?’ and ‘what can the HR practitioners can do to make sure the it implemented in practice?’ will arise due to the importance of HRD for the organisation.
To answering those questions,
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Internal factors are conditions within organisation that become limitation in achieving organisation goals. For example, zero defect production needed to keep the low cost of production, and this can be accomplished if the employee in production department is well trained, financial limitation to hire more employee to do the job that management thinks can be done by existing employee, employee attitude or behaviour that may be have not yet meet the standard in serving customer or a high employee turnover that can affect organisation performance. In the other hand external factors described as conditions outside the organisation, that force management to implement HRD to maintain or even improve their competitive advantages. For example, customer demand on high quality service, customer expectation on innovative product, lack of work force with high quality in the market, legal regulation related to workforce such as minimum wages or limitation to employ a part time worker.
From all those discussion, the answer on why organisations adopt strategic approach to Human Resource Development (HRD) is because there are factors that require organisation to design strategies related to human resource development to achieve organisation objectives. The other main point is because different firm will have a different needs of capabilities to develop and this is based on their condition both internal (within the firm) and external (market needs
While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the following:
On the medium term, the key questions, the Human Resources department needs to answer, are following ones, in order to align its strategy with the company’s one:
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
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.
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.
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
Understanding the strategic potential of HRM is a relatively recent phenomenon. Strategic HRM attempts to bring HRM to the boardroom. It requires personnel policies and practices to be integrated so that they make a coherent whole, and also that this whole is integrated with the business or organisational strategy.
Armstrong ( 2010) defined Strategic Human Resource Management (SHRM) as “an approach to making decisions on the intentions and plans of the organisation in the shape of the policies, programmes and practices concerning the employment relationship, resourcing, learning and development, performance management , rewards and employee relationships,” ( p. 115). There is a paradigm shift from a functional role to a tactical one through the strategic management process. SHRM is very important to the effectiveness of my learning organisation because it ensures that the needs of the learning community are met and provides the opportunity for instructional leaders to “add value to the learning community” (Introduction to Human Resource Management, 2012, p.6) while achieving the goals and objectives of the institution.
Organizational success or failure is dependent on a myriad of variables that can be challenging to measure and interpret. Success or failure can simply be luck and timing or an orchestrated and deliberate effort. As new technologies allow organizations the ability to rapidly measure and assess its internal and external environmental factors, more efficient strategies can be quickly implemented. The focus of this literature review is specifically on one of these mentioned variables. The paper will detail the relationship that Human Resources (HR) practices have with an organization’s strategic goals and vision.
When we managing across the boarders in different countries there are various factors that should be consider in order to successfully involving with human resource principles. According to the study mode there are f...
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
" This global London-based mining and mineral company was severely impacted by the global recession in 2008. Such an impact forced unprecedented workforce reductions worldwide and decentralized HR management had to be brought in under a single umbrella to ensure an orderly and efficient system that would support the organization’s future productivity."( Case Study OneRedesigning HR HRMG 5000 - Student Simple). Human resources have a strategic significance if managed efficiently and productively. The company revamped and managed its HR functions in a manner so as to achieve the strategic goals of the
Human capital development have a strong relationship with strategic planning process. In an organization, human capital development on strategic planning process can consider as a main tool for influencing and shaping attitudes, skills and also the behaviour of the individuals in their duties and jobs. With a proper management on human capital development in organization, they are able to produce a new goods and services. Furthermore, it is a good concepts and specialized with strategic planning process and environment by giving a specific tasks due to the deliberations on the objectives. Hence, after improving the management of human capital development on strategic planning process, the organizations are definitely have some breakthrough
Introduction A comprehensive Human Resource Management Strategy plays a vital role in the achievement of an organisation’s overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HRM Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. In essence, an HRM strategy’s aim should be to capture the ‘people’ part of an organisation and its medium to long-term projection of what it wants to achieve, ensuring that. It employs the right people, those have the right mix of skills, employees show the correct behaviours and attitudes, and employees have the opportunity to be developed the right way.
It is important to note that the aim of SHRM is to procreate strategic quality by making sure the organization possesses the skilled, committed and well-motivated employee it needs to achieve sustained competitive advantage.