Community Charities Of St. Louis

HR must enact its own strategies which can aid the organization in meeting its goals and mission. They are referred to as strategic human resource management (SHRM). SHRM is “a pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals” (Noe et al., 2002, 55). The following are examples in which HR strategies can positively impact an organization in meeting its desired outcomes.

As the global business environment becomes increasingly competitive, more and more organisations are targeting human resources as a means of strategically gaining competitive advantage. Strategic human resource management (SHRM) is a constantly evolving process which is concerned with providing a strategic framework that supports an organisation’s long term business goals. The logic behind this is that organisations are using new innovative technologies to provide qualitative low- cost solutions, and are trying to manage their human assets more effectively (Wright,

Catholic Charities provides service to people in need, pushes for justice in social structures, and calls upon the entire church and other people of good will to do the same. Catholic Charities agencies across the country witness to the love of Christ by helping people in need and by serving their communities. Catholic Charities USA is a national organization that offers support to member agencies, provides disaster relief and promotes poverty-reduction through research and legislative reform. It's listed as #15 on the top 50 largest charities on the U.S. according to Forbes.

Imagine walking by your favorite department store, you hear the familiar sound of a bell ringing. With the sound becoming louder, you can now see the famous red bucket and someone there to greet you with an enormous smile and a holiday cheer. The people of the Salvation Army aren’t there just around the holidays; they are actively collecting all year round. One of the oldest and most recognized charities also has the highest efficiencies. They reach millions of people all over the world. A monumental organization is characterized by providing for those in need, motivation to identify and eliminate the cause of that need and to bring the community closer.

The Society for Human Resource Management (SHRM) is the largest expert alliance committed to human resource management in the world. The main objective of the foundation is

Community Family Life Services in Washington, D.C., founded in 1969, focuses on providing support to homeless families and children in the D.C. area (Community Family Life Services, 2017). Historically, the organization began providing services to assist men return to society after incarceration. However, they transitioned to primarily serving the homeless community with temporary housing, essential food and clothing, medical and mental health assistance, employment coaching and placement, life skills counseling, mentoring, and parenting training (Community Family Life Services, 2017). Recently, since late 2015, they have been expanding support to women being released from prison and transitioning

Service organizations have always played a vital role in society. For decades, those in need have always been able to find assistance with basic needs at a local church or shelter. As society has evolved, so has the availability and types of assistance that can be found. There are now various charitable organizations offering a wide range of specialized services to those in need. Owasso Community Resources and Goodwill Industries of Tulsa are two such organizations. Both are registered non-profits and listed among the membership of the United Way. Both offer services that fill the needs of the communities they serve. However, they differ greatly in the type of people they serve, the programs that are offered by each

Strategic Human Resource Management (SHRM) is identified as an effective macro-organizational tool to support the role and function of Human Resource Management according to focus on the organization’s business strategy compared with the traditional human resource management. (Ryanair. 2015).

Throughout this report, our group has referred to the strategic human SHRM model. In particular we have focussed on strategies such as, job design, attraction and

Their various HRM practices allow them to attract and retain the best staff and deliver on their service mandate. At a functional level they have implemented HRM practices to align the leadership, skills, induction and socialisation, training, development, rewards and recognition, remuneration, career progression as well as transformation with the strategy of the company.

Jules and Holzer (2001) noted that Strategic Human Resource Management enhances employee productivity and the ability of government agencies to achieve their mission. One can conclude that it is the same for all other institutions as SHRM focuses on the issues and goals of the organisation and strive to implement plans collectively to achieve those goals. In contrast to traditional Human resource management, SHRM focuses on

According to Wei (2006), properly designed and executed SHRM can facilitate the achievement of organisational goals. Clearly set goals of an organisation require the dedication of all the organisation’s employees. It is the duty of the human resource department of the organisation to identify the

HR practices are the main instrument from which a company can draw on to alter the workforce as well as attempt to modify and reorganise cultural behaviours which can lead to organisational success. The behaviour, attitude and skills of employees must fit the strategic requirements of a company for it to develop a competitive advantage. However, maintaining a focus specifically on the strategic goals of an organisation has been criticised through some studies which suggest this may be detrimental to employees (Van Buren, Greenwood & Sheehan 2011) In recent years there has been growth in the research of literature around SHRM and according to Youndt & Snell (2004), this can be broadly divided into two main theories – Best practice, Contingency/Best Fit.

According to Decenzo and Robbins (1994), “Human Resource Management is a process of procuring, developing and maintaining the performance level of the employees to achieve the organizational goals in an efficient and effective manner”. The HRM practices of recruiting and selecting employees, training them for their job, evaluating their

The HRM activities includes recruiting candidates, selection, orientation, managing their behavior, performance appraisal, compensation, training and development, handling legal issues of employees, and safety (Suttle, 2016). These activities help the company to gain sustainable competitive advantage. From recruitment to safety of employees, HRM department is responsible to handling and managing employees activities. Moreover, the department also provide various career development opportunities to employees for engaging them as longer perspective (habeeb, 2009). Within the Enterprise, the HRM activities presented and focused to attract existing employees and retain them for longer duration. They provide opportunities for career development so in this way they are retaining them respectively. Their goals are achieved in competitive manner by the help of HRM activities because of managing activities in proactive