Human Resources

3. Why is it important for HR management to transform from being primarily administrative and operational to becoming a more strategic contributor?

After reviewing chapter 13 of Human Resource Management: Acquiring and Building Employees’ Skills and Capabilities; I have reached the conclusion that the best way to improve the management of human resource is to:

2)How does effective HRP and proactive HR practices help an organization to survive in the competitive environment?

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.’

Starting from the day that someone is born he, or she will continue to learn new things throughout their life. We as individuals acquire an education to feed our minds the necessary knowledge that is needed to function in the world. In today’s time, a solid education is necessary in order to attain decent employment. Although an individual possesses, the required education, training is still necessary to perform essential job functions.

A strategic plan has financial and other implications over the next several years of implementing the company strategies. And strategies come in different forms and magnitudes. Since strategic plans covers a relatively long range of period, difficulties in maintaining the organization’s effort to keeping the strategic plan arise.

Different areas of HRM are developed lately as the organizations are increased. As the number of employees’ increases the number of managers and supervisors increases as well. Organizations are employing specialists to improve the relationship between employees and managers, especially to take into consideration the employees initiatives.

HRM is a significant approach to employment management which aims to accomplish competitive advantage through the strategic categorization of a profoundly dedicated and competent workforce, utilizing a variety of social, structural, and staff methods. (Storey, 1995)

Nowadays, with the increased level of globalization and advance in technology, new markets and international business have grown dramatically in the whole world. As a consequence, firms are now experiencing fierce competition at both national and international level. Under this circumstance, today’s HR practitioners are encountering several strategic challenges when operating in multinational and transnational

Discuss why human resource management (HRM) is essential to strategic thinking, and identify several key aspects of strategic HRM.

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

With the recent enlargement of the European Union in 2004 to 25 member states, which is expected to grow larger in further years, organisations have begun to expand into global organisations. As a function of reduced transportation and information costs and the removal of social and political barriers, the globalisation of business is proceeding at unprecedented and unexpected rates (Wayne Brockbank, Page 64). Now in recent years we have seen the opening up of the markets in China and India, with the world’s largest population. These countries have a much cheaper labour force and so costs are cut considerably and the potential growth that these country’s have its no wonder that business are expanding here. However, these businesses expanding into different countries with different cultures, languages and ways of life they need to take account of all these factors that have never really been a concern to them when they were expanding in their own home countries. HR’s ability to deliver business success, and attempts to accomplish this goal (globalisation), are influenced by the increased competition attributed to globalization, creating and sustaining organizational culture, and

Along with the trend of globalization, multinational organizations (henceforth MNCs) seek for appropriate human resource management (henceforth HRM) strategies to address and fulfill the needs for global efficiency, national responsiveness

At the most fundamental, strategic level, HRM must be the orchestrator of all long-term strategic change, including the defining and

Throughout the history of the evolution of personnel towards HRM there have been many landmarks which fall into a number of categories. For example, I will discuss the following headings; the welfare tradition, scientific management, the multinational influence, HRM education and U.S perspective in the 1980’s. I will discuss in each of the headings and the ways in which they have influenced HRM throughout the years.