Case Study : Strategic Human Resource Management

In the daily course of business, a business will put forth a great effort to recruit and to hire people who they believe will become a productive member of their organization and the business will reward them with salary and benefits commensurate with their status and performance. But sometimes an event or series of events may force a business to separate their relationship with an employee due to a criminal or ethical violation by the employee or sometimes due to no action by the employee but as a reaction to a change in the economic conditions the business must operate in. Regardless of the cause, to terminate an employee is a task that most businesses would rather avoid, but it is an inevitable part of running a business and it must be

Within any company, managers must be reminded that the focus of a layoff is not on the actual individual being released, but rather on the position itself. The layoff decision is made based on the needs of the company and the position. If the individual is not fulfilling the position or if the position is no longer necessary, the company must make the decision to let the person go. With this perspective, managers can prevent as many negative emotions as possible and it will additionally affect the communication between the manager and employee being laid off. When the employee is reminded of the true purpose of the decision, they will accept the decision more easily than if he or she

In addition, this paper will explore what constitutes a wrongful discharge under three main common law exceptions to employment at will in the Public-policy exception, the Implied-contract exception, and the Covenant-of-good-faith exception. Finally, the paper recommend some course of action for organizations to put in place to mitigate high-risk terminations. High-risk terminations are those instances in which employers are faced with decisions to terminate employment of employees whose circumstances likely fall within one or a combination of statutory and common law exceptions to the at-will doctrine discussed below. The risk of being sued is reduced when there is a clear, non-discriminatory and well-documented cause for termination.

Discuss the Resource Based Approach to strategic HRM as a better alternative and its managerial implications in terms of HR actions

Human Resource Management is crucial to any organization’s success; do I believe that it should be a part of the overall company’s strategic plan absolutely by aligning Strategic planning within an organization it plays an important role as to how productive the organization is. Human Resource Management has many different aspects and each one of these has a part of the overall strategic plan of the organization for example Staffing, Policies, Compensation and Benefits, Retention, and of course Training and Development.

Human resources strategy as well as other strategy of business components will need to be able to follow after some kind of business strategy. If the business is to be successful, or "Strategic", human resources professionals will have to be the ones that must recognize the business of their organization and also communicate the language of both the finance and business finance. Whenever this is done right, human resources professionals will have the knowledge to establish a strategy together and then make arrangements consistent with business needs. Moreover, some of strategy is the capability to acquire "buy in" from key shareholders. HR method can comprise of a lot of various elements that have something to do with human capital. Traditionally, a lot of these could be things such as benefits, recruiting, compensation, and risk management of individuals concerns, total rewards, employment law, and more. If all of these concerns come close to the human capital, it would be suitable for human resources management to assist in putting together a strategy. In addition to the old-style places of human resources, other things can be included such as that was not generally thought to fall within human resources. For instance, if the sales individuals in a company are not creating, Human Resources can turn out to be a highly

Atlantis Global Corporation is a multinational organization that manufactures electronic circuit boards for high definition television screens, has relocated some personnel to three of its subsidiaries in hopes that the subsidiaries would be self-sustainable and profitable. The company’s CEO, COO and the Board of Director John is worried about global competition and losing AGC’s manufacturer of electrical circuit boards of high definition televisions. John seems to ignore the problem with the company’s employee situation and that there have been several employees that have left to go work with other organizations due to being unhappy with their current working conditions. John also

Q. Critically analyse the article for the meaning of strategic human resource management and identify the factors impacting on strategic human resource management in contemporary organisations.

Strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization in order to improve performance.

To simply define Human Resource Management (HRM), it is a management function that helps managers recruit, select, train and develop members for an organization. Obviously, HRM is concerned with the people’s dimension in organizations.

Successful employee retention does not rely on a one single strategy. An employee’s decision to stay in the organization is effected by a number of factors and those factors depend on variety of things like individual age, family situation and external job market or job title. (Sinnott, Madison, & Pataki, 2002). There are so many reasons that an employee resigns from his job. These are ineffective communication,

Demand forecasting techniques are the methods a business uses to make the best possible decisions for their company based on likely predictions.

When making large scale redundancies, an employer has a few obligations to consult with the representatives of the employee. Any employee fired by reason of redundancy, and who has worked for a boss for more than two years has the right to receive redundancy benefit. Unfairly fired employees will receive a compensation of their income.

Human Resource Management (HRM) has effectively been an integral part of organizations’ since the end of the 19th century. There has been continuous shift in name change, focus and responsibilities of HRM, with the role progressively evolving since the days of the industrial revolution, reflected in the change of terms from Welfare Officers, Personnel Management, Human Resource Management (HRM) and most recently Strategic Human Resource Management (SHRM).

As a new member of the Board of Directors for a local bank, Jack Nelson was being introduced to all