Employee Involvement And Strategic Human Resource Management

Organizations expect the employees to believe in its mission, purpose and values and come out with the commitment by way of their deeds. This situation is called Employee Engagement. An employee who has total belief in the organization, has a desire to work to make things better and better in the business context, he is considered to be an Engaged Employee. They put forth an extra effort, as well as are very loyal towards their organization. They work there for long and show a strong level of commitment. Employee Engagement is a powerful source of competitive advantage. With this a research study was conducted among the employees of a reputed industrial organization at Hosur. A proper methodology was followed , tool administered, statistical test were done and findings were drawn.

Whole Food, Whole People, Whole Planet: How does Whole Food’s HR practices enhance their ability to attract and retain employees and set the precedent for the supermarket industry?

As Gallup measured in their research that there is still an overwhelming number of disengaged individuals in the workplace, which has cost the organizations in the United States at an enormous amount of about 300 billion dollars annually (Gallup Consulting, 2006). Certain programs are initiated in different workplace to embed employee engagement. Personally, apart from the traditional motivational factors of financial and non-financial incentives to increase employee morale and active participation within the goals of the organization; it would even be more remarkable to come up with innovative practices that would be unique to the organization and meet the demands of the business.

Abstract Purpose- The aim of this paper is to determine the extent employee involvement impacts organizational

This paper examines the positive and some negative aspects of Strategic Human Resource Management (SHRM) and explores the varying possibilities used to successfully facilitate SHRM within organisations. The significance and advantages of SHRM for organisations is vast and historically evident, consequently the vast literature pertaining to SHRM benefits, restricts a comprehensive report covering all aspects and therefore is beyond the limitations of this paper.

However according to the researches organizations must be careful in choosing the type of the employee involvement. In order to choose the right type of employee involvement in the process of change organizations should pay attention to the criteria’s as follows; roles, skills, resource, commitment, outputs, and data (Vidal, 2007). Furthermore the author argues that choosing the right type of employee involvement effects positively in the process of change, commitment and also reduces cost. Whereas choosing the wrong employee involvement type will negative impact in time planning, solutions, and also in financial resources.

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.

There is now a general acceptance of a stakeholder theory of the modern organization (see, e.g.[1, 2,3]). Such a theory implies that managers have a duty to stakeholders. Stakeholders are defined as those groups who have a stake in or claim on the firm. Translated to the human resource development (HRD) context it suggests that each stakeholder group has a right not to be treated as a means to some end and should therefore participate in determining the future direction of human resource development activities within the organization.

The basic HR strategic model is unique to business and organisations. There are three steps to it, the strategic analysis, strategic choice and strategic complementation which in many ways it supports the cooperate strategy, business and operational strategy, functionalities of strategic approaches to plan, forecast the changing factors and deliver ways to achieving results. Businesses often review their strategies and create an action plan to implement the action and monitor the results. In many situations companies would put in place tactical aspects of a strategic plan for a specific area of work.

The purpose of this study was to study the level of employee engagement and strategies practiced to engage the employees and recommend the measures that improves the employee engagement in the organization.

The table below gives us a glimpse into the main functions of SHRM and its differences from traditional functions and responsibilities of HRM:

This essay is going to define strategic human resource management and development (SHRM/D) and briefly mention why this concept is important for organizations, I will then briefly mention other underlying concepts about strategic people management, and then go to the core of the essay and discuss the issues that are involved when we try to take a strategic approach to human resource management and development(HRM/D).Lastly I shall conclude by giving the extent to which my organization’s experience agrees to the issues discussed. PostBank Uganda (PBU) which I work for is a government owned bank and all my illustrations will be drawn from therein.

It is critical for human resources management to be a strategic partner at all times in the business environment. The leaders of management are required to make sound and competent decisions that will have a positive impact on their organization. Some reasons why human resource departments choose to be strategic may be partly due to profit, perceptions, funding resources and the overall values of the company. First, “the concept of profitability is the primary driving force behind strategic management” (Mayhew, 2015).

This report is concerned with analysing waterside Publications Limited from a strategic Human Resource management perspective, which is being taken over by the Americans. The Purpose of the report is to analyse both the management styles on the HRM perspective and make recommendations for the improvement of the people in order to function within the company, will look at the pestle analysis, stakeholder, strategy development, sustaining a competitive advantage, human and social development and organisational dimensions.

Strategic Human Resource Management is an approach to organizational strategy and is evolving in the workplace. Since change is inevitable, it makes sense that HRM would try to take a pro-active step and forecasting for the future is one strategic way to plan rather than yesterday’s thoughts of simply recruiting, training, and employee benefits. Another example that requires implementation of SHRM is of the aging workforce. Analysis and data must be conducted to determine how this new shift could affect the organization and what changes, if any, need to happen to provide the transition amongst its employees as well as hiring new employees of a golden age. The HRM team must plan for future replacement of these workers; however, due to their vast experience, it won’t be an easy task with simply obtaining new qualified workers. One proposition would require coordinating seasoned employees with newer staff to be able to transfer some of the knowledge beforehand. Ongoing training programs that involves both sets of employees to promote cross-training could prove to be a proactive step towards retirement. These ideas would need to have systems in place that could be analyzed and evaluated for ongoing improvements. This could also create a further opportunity to execute more diversity within the organization.