Strategic Human Resource Management PDF

STRATEGIC HUMAN RESOURCE MANANGEMENT  STRATEGIC HUMAN RESOURCE MANAGEMENT What is Human Resource Management? Human Resource Management involves establishing formal systems within an organization to optimize the utilization of human resources to achieve organizational objectives effecti...

STRATEGIC HUMAN RESOURCE MANANGEMENT  STRATEGIC HUMAN RESOURCE MANAGEMENT What is Human Resource Management? Human Resource Management involves establishing formal systems within an organization to optimize the utilization of human resources to achieve organizational objectives effectively and efficiently. It plays a pivotal role in maintaining competitiveness and realizing organizational objectives. (Kacmar & Perrewe, 20)  WHAT IS HRM CON’T Human resource management (HRM) encompasses a range of activities linked to the recruitment, training, development, organization, and retention of a firm's employees. These efforts aim to enable the company to effectively navigate environmental challenges and competition while securing its long-term objectives. (Kacmar & Perrewe, 2002).  HUMAN RESOURCE MANAGEMENT Foot & Hook (2002) and Dessler (2004) suggest that the following are the main activities of HR Recruitment & Selection Training & Development Human Resource Planning Provision of contracts Industrial Relations Equal Opportunity Performance Management Employee Assistance, Welfare, Support & Counseling Compensation Reward & Recognition Health and Safety Job Analysis Human Resource Information System (HRIS) Employee Relations Employee Benefits Orientation of new employees  STRATEGIC HUMAN RESOURCE MANAGEMENT Beardwell proposes four perspectives of HR: HR viewed as an evolved form of Personnel THE EVOLUTION OF HUMAN RESOURCE Management, emphasizing organizational MANAGEMENT recruitment requirements and salary structures. HR seen as an amalgamation of Industrial Relations and Personnel Management, concentrating on employee recruitment, selection, industrial welfare, and disciplinary measures.  STRATEGIC HUMAN RESOURCE MANAGEMENTCON’T The resource-based view of Human Resource Management emphasizes HR as a valuable organizational asset, positioning HR as a strategic THE EVOLUTION OF HUMAN RESOURCE advisor. MANAGEMENT Strategic Human Resource Management underscores HR's critical role in contributing to the organization's bottom line.  Perspective 1 Three Movements Scientific Management- Taylorism in HR Perspective 2 These perspectives have been Bureaucracy- Max Weber derived from three main movements in HRM Perspective 3 Human Relation School of Management- Motivation Theory and Management- Maslow, Vroom, Aldeffer.  STRATEGIC ROLE OF HUMAN HUMAN RESCOURCE MANAGEMENT The term "strategy" can be defined as the foundational blueprint designed to achieve victory. Historically, this concept has been closely linked with military tactics. Its etymology can be traced back to the Latin term "stratagems," denoting a plan devised to outmaneuver an adversary or secure an advantage. In contemporary team sports, individuals such as coaches, managers, and leaders are remunerated for their role in formulating, implementing, and perpetually refining strategic approaches. This practice is evident in sports like cricket, American football, basketball, and cycling.  STRATEGIC HUMAN RESOURCE MANAGEMEN Strategic Human Resource Management (SHRM) pertains to the decisions and initiatives involving the management of personnel across all organizational levels, aimed at establishing and preserving competitive advantages (Armstrong, 1995). SHRM involves formulating, executing, and upholding strategies to optimize business performance by overseeing human resources, encompassing the formulation of policies and procedures to reinforce these strategies (Mullins, 2005).  LINE VS STAFF ROLES Dessler (2004 & Foot and Hook (2002) suggest that: Authority encompasses the entitlement to make decisions and the obligation to assume accountability for the outcomes of those decisions. Line Managers have the authority to oversee and direct the tasks of their subordinates. Line managers bear direct responsibility for overseeing employees and their tasks. Line managers bear the responsibility for overseeing the operational objectives of the organization and executing strategic initiatives.  STAFF MANAGERS Authorized to give advice to the Line. Assist the Line to achieve basic goals. HR Managers typically fulfill a staff management function, which many organizations now categorize as professional roles. The challenge lies in delivering high-quality advice within the boardroom or at executive levels. New Strategic HRM Roles Ulrich (1997) Strategic Partner- charged with the responsibility to translate strategy into action Employee Champion- Creates an environment that champions the employee's needs to be motivated, properly compensated, enjoy work, have processes that treat them fairly, have the opportunity to train and develop, and access appropriate resources. Change Agent- Champions and leads the change process. Is an active participant in performing or assigning key persons to all major roles: catalyst/champion/sponsor/facilitator/designer/demonstrator/. Administrative Expert- creates value by designing efficient infrastructure that improves the delivery of HR processes, services, and for the business in general. BIBLIOGRAPHY BOOKS BIBLIOGRAPHY BIBLIOGRAPHY ARTICLES BIBLIOGRAPHY ARTICLES