Ethical Issues In HRM Strategy
Brandi Hancock
HRM 530 Strategic Human Resource Management
October 30, 2012
Dr. Lila Jordan
Ethical Issues in HRM Strategy
Identify areas of overlap in the new client organization with other that you have had as clients
When hired as a newly HRM (Human Resource Management) consultant, you must first have understand of the role before beganing assisting with any issues or other areas of overlap. The primary role of a HRM consultant “is to assist the client to identify needs, develop an action plan and facilitate change to enhance the success of your organization (Welcome to HR Consultants, Inc., 2009). Management, human resource, and training services are designed to improve productivity,
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40). To be effective in his/her position as a consultant these to strategies must be in alignment and work cohesively together. HRM consultants can do this in three ways: 1) Gather information about their client, 2) Analyze that information and make necessary decisions, and 3) Implement the decisions that they have made (Stewart & Brown, 2012, p. 41). As the HR consultant following these steps while looking at the current business strategy and accessing how to incorporate the two so I could effectively manage my client’s needs as it relates to them personally.
Emphasize the importance of establishing HRM strategies to improve a competitive advantage
It is important that HRM consultants create a strong and sound strategy to keep and gain the competitive advantage. By successfully implementing good HRM strategies, companies can provide excellent talent and improve by staying current on the latest technologies and other information talent (Welcome to HR Consultants, Inc., 2009). This will allow clients to increase productivity within the organization; which in turn will increase profits. The greatest organizations realize that effectively managing the HRM strategies and know that employees are their greatest asset and that they are important to their survival. A sound understanding of HRM strategies will allow clients to keep their competitive advantage (Welcome to HR Consultants, Inc., 2009).
Reference
Proprietary Information & Competitive
To begin evaluating strategic human resource management approaches, one must first understand the concept of human resource management and how it came to be. Human resource management stemmed from what use to be called personnel management in the early 1940’s. The term human resource management (HRM) was first used in the United States and it suggests to some that “employees were an asset or resource-like machines, but at the same time HR also appeared to emphasize employee commitment and motivation” (CPID, 2016).
Today 's fast-paced, competitive business environment has resulted in "rediscovery" of the human resource management function as a group that may be able to enhance firm competitiveness and performance by being "strategic" (Dyer & Kochan, 1995; Ulrich, 1997). Strategic Human Resource Management is a term describing an integrated approach to the development of Human Resource Strategy that will enable the organization to achieve its goals (Armstrong, 2005). Whiles strategy is an action that managers take to attain one or more of the organization’s goals. Strategy presents a general direction set for the company and its various components to achieve a desired state in the future. This results from the detailed
For instance, an HR Consultant would help employers find suitable staff and help match people to suitable permanent and temporary jobs. HR consultants have many responsibilities and duties that affect the individual’s performance and job satisfaction. Therefore, if an individual is considered in becoming an HR Consultant, They should be aware how the job aligns with them and consider the disadvantages and advantages the occupation may bring.
Wright and McMahan (1994) define strategic HRM as “the pattern of planned Human Resource deployments and activities intended to enable the organisation to achieve its goals.” A HR function should impact the success of an organisation; a policy must remain current and suitable to both the internal and external environment. Ulrich and Lake (1990) affirm, ‘HRM systems can be the source of organisational capabilities that allow organisations to learn and capitalise on new opportunities.’
The focus on integration of HRM with strategy provides a wider range of solutions to difficult organisational problems and results in achieving a competitive advantage (Lengnick-Hall and Lengnick-Hall, 1998).
Human Resource Management (HRM) is a relatively new approach to managing people in any organization. It is concerned with the people dimension in management of an organization since people are considered the key resource in this approach. An organization is a body of people, their development of skills, their motivation for higher levels of attainment, their levels of commitment are all relevant activities.
Furthermore, business strategy can be defined as the implementation of courses of action and the allocation of resources necessary for achieving these long-term aims (Johnson et al 2011). Therefore, HRM plays an important role in allocating human resources, which can assist in achieving
Strategic Human Resource Management has been developed to give companies a competitive edge over other companies. Since widespread access to and the use of technology have resulted in tighter margins for maintaining a competitive edge,
It is important for the HR manager to be involved in the management team, and have the opportunity to contribute to the organisations’ strategic decisions. HR managers take a more strategic approach by gaining a better understanding of the organisation, the employees, stakeholders, products and finances, helping them fulfil their role by translating business strategy into
The term Human Resource Strategy is well defined as - “Human Resource management (HRM) is a strategic approach to managing employment relations which emphasises that leverage people 's capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices.” [ Bratton and Gold,4e,p3]
It makes it realistic by motivating the workforce, developing commitment in them and improving communication.(Armstrong M,2003) Traditional Personnel management deals with short term planning and controlled externally. With employee relations’ perspective, it has low trust and less communication. It has lot to do with labour management.(limited to the people and not deals with strategy) On the other hand, HRM emphasizes that employees are critical to achieving sustainable competitive advantage and is central to organisational strategic performance.(Bratton and Gold,1999).HRM plays great role with organisation’s corporate strategy. But to do this, all HR strategies must be integrated and must be in line with overall business strategies.(Lecture Notes,2004 Topic 1)
More firms’ business strategy can be better realized using the integrative model of HRM. Both employees and firms’ aspirations can be met if the right strategy is used. . HR professionals must be well trained to implement this strategy.
Discuss the Resource Based Approach to strategic HRM as a better alternative and its managerial implications in terms of HR actions
To ensure a high probability of success in the implementation of strategic human resource management, the HRM function needs to be truly strategic in its orientation.