Design and Implementation of Sets of Strategic Human Resource Management Practices

1694 Words7 Pages
The design and implementation of sets of 'strategic' human resource practices continues to lack coherence and consistency, primarily because the concept of 'fit' is still so little understood. Strategic human resource management refers to managing people in organizations proactively, such that it helps a business gain competitive edge. It is directed by the organizational strategy, as opposed to human resource management which aims to on better management of people only. SHRM is gaining widespread popularity due to the inducement that it provides of supporting the organizational strategy. Coherence and consistency refer to the ability to be clear as well as persistent and constant in word and action. Policies should have these…show more content…
In case of firms aiming for speedy growth or having ‘prospector strategy’, they should have a flexible workforce which can multi-task and perform assignment having a wide range of technical resources. Third is the ‘analyser strategy’ in which the firm emphasis on an exclusive product and promotes throughout its lifecycle, the human resources required for it are people who can have a long-lasting relationship with the firm, are open to learning, training and can contribute their maximum to the firm. This importance of this topic can be judged by the large number of researches that were conducted on it subsequently. Some of the prominent works include Bird and Beecher’s work on links between business strategies in 1995; Porter’s observation of how effectual HRM can help in bringing down cost and improve efficiency; Lado and Wilson’s work of how HRM can help businesses gain competitive advantage. In all these editorials, the importance of a proactive HRM is emphasized and how it can contribute to business performance. Practicing strategic human resource management in UK companies has faced difficulties. Politics and customary practices in institutions have hampered the progress from personnel management to strategic HRM. According to an article, connection between HRM and
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