Concept of Strategic Human Resource Management (SHRM)

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Contents TOC o "1-3" h z u HYPERLINK l "_Toc324275713" Introduction PAGEREF _Toc324275713 h 1 HYPERLINK l "_Toc324275714" What is Strategic Human Resource Management (SHRM)? PAGEREF _Toc324275714 h 1 HYPERLINK l "_Toc324275715" The simple structure PAGEREF _Toc324275715 h 2 HYPERLINK l "_Toc324275716" Machine Bureaucracy PAGEREF _Toc324275716 h 4 HYPERLINK l "_Toc324275717" Professional Bureaucracy PAGEREF _Toc324275717 h 5 HYPERLINK l "_Toc324275718" The divisionalized form PAGEREF _Toc324275718 h 5 HYPERLINK l "_Toc324275719" Adhocracy PAGEREF _Toc324275719 h 6 HYPERLINK l "_Toc324275720" Conclusion PAGEREF _Toc324275720 h 7 HYPERLINK l "_Toc324275721" References PAGEREF _Toc324275721 h 8 Introduction The concept of Strategic Human Resource Management (SHRM) has always been remained as one of the most powerful and yet influential ideas in the field of business and management over the last two decades (Salaman,Storey & Billberry,2005). Policy makes at both government and private sector have relied on this idea in order to help in the promotion of high performance in the workplace while also enhancing the management of human capital management. One of the competitiveness inducing variables within the business sector is the manner in which people are managed. Therefore, management consultancy firms have created a lot of profitability in various firms through the effective and appropriate interpretation. In this paper, we explore the question "Which
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