Strategic Human Resource Management is the joining of human resource activities and policies with strategic organisational goals for the benefit of achieving and maintaining quality performance of the organisation. The aim of SHRM is to effectively create strategic quality by ensuring that the organisation possess the committed, skilled, productive and motivated employees it needs in order to achieve sustained competitive advantage.
In this essay I will critically evaluate different Strategic Human Resource Management approaches, and finally reveal the one that I find the most convincing and the reasons why, by examining the four models and their implications on a firm’s performance. There are four major approaches that need to be analysed
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This approach is regarded as the simplest approach in analysing different SHRM. best practice is all about utilising certain approaches to not only deliver superior results but to also consider sustainability and ongoing development of the approach that has been used. Using the best practices approach makes it easier for organisation 's to recognise bad practices.
They are "Best Practices", because the implementation of this approach aims at improving the performance of the organisation through additional, accountability, compliance, transparency and risk control.
The exact meaning of best practices have become so diverse that organisations often move away from the uniformity of the meaning. It is easy for employees to lose their voice within the organisation using this model, and also changes made may not be appropriate from one department of the organisation to another.
Very few businesses adopt the best practice model because it is difficult and also takes too long to implement. There are limitations to this approach, like the fact that it is unitarist and does not take employee perspective into account, they ignore national and organizational contexts. This approach is crisis driven and actually has a poor track record. This approach has been
An example of reflection on best practice is when we have managers meetings every week, recently my manager brought to our attention Stomp it out, which is a new law regarding the over medication of people with learning disabilities. This has recently been put in place due to the over medication of individuals with disabilities just to be able to manage illnesses. We were given information
-Traditions are used from what has been utilized over time in an agency but some are not best practices and need to be looked at
2. Socio-technical Approach; It’s not just about the technology or building a better mouse trap
A company’s “Best Practice” policies provide a guide for meeting organizational objectives and describe the steps that employee’s are to take when creating a product or delivering a service. Best practices should be a benchmark to learn from as well as through the experience of others. Benchmarking allows an organization to compare its business with other successful businesses and to highlight areas where the business could improve.
Less than six months after the process started, the best practice tag was awarded to Eglin Air Force Base in Fort Walton Beach, Fl. They were allowed to implement their procedures Air Force wide. In the end, Eglin saved the Air Force six million dollars with its best practice procedures. As the term best practice has become more popular, some organizations have begun using best practices to refer to what are in fact rules, causing creativity to hamper.
Human resource management faces many challenges and operates in a constant environment of change. Two of the most important challenges to the role of human resource management in the future is the ability to move to a strategic human resource model and the capacity
Best practices are techniques or methods that lead to better results and improvements in things such as ethics teamwork motivation or other things that keep a business going smoothly. These practices utilize all the knowledge and technology advances that one has to conquer success in the given field. The term of “Best Practices” is used often times in healthcare education systems project management as well as government administration and several other organizations. These things make certain businesses become the best in class or the ideal for its category. Examples of best practices are but are not limited to things that deal with price, employee perks or how happy the employee is, motivation,
From 1940 to present, Project Management has continuously advanced from line managers using a small set of processes that were considered nice to have to the formal assignment of one individual assigned as the Project Manager that utilized a formal methodology by which to manage the project. Often the term “best practices” is referenced within a defined methodology. Why must an organization capture best practices? What are the determining factors in base-lining a best practice? Can an organization have too many best practices? What are the impacts of establishing too many best practices that mandated by senior management for use on all projects?
Strategic human resource management as described by Nel et al. (2011:562) is “long-term, top-level management decisions and actions regarding employment relationships that are usually made and performed with the overall general strategic management of
• Source for best practices – the only real way to isolate and find “best practices” is to
His paper on “Best Practices of the organization” was adjudged the 2nd best paper in the Outstanding Young Managers Competition conducted by Baroda Management Association. He can be reached at swarup@ibsindia.org
Strategic human resource management as described by Nel et al. (2011:562) is “long-term, top-level management decisions and actions regarding employment relationships that are usually made and performed with the overall general strategic
The purpose of this paper is to review academic literature of the different frameworks/models proposed by different researchers and eventually propose a framework of choice which will help leaders to better manage their Human Capital (HC) and understand how to incorporate HR policies into everyday decision making and long term planning. First we start by defining Strategic Human Resource Management (SHRM). We then look into what purpose it serves in an organisation. Then we look into the different models of SHRM how these models compare with each other. Literature review intends to develop a new framework which is a combination of two frameworks, The Harvard Model and the Warwick model of SHRM.
Strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization in order to improve performance.
Within this essay an in depth analysis will be conducted on the difference between Human Resource Management and Strategic Human Resource Management using contemporary perspectives. Human Resource Management (HRM) is the process of managing human resources in a systematic way. It is a practice devised to maximise the performance of employees and is concerned with the application of management principles to manage organisational personnel while paying attention to the policies and systems of the entity (Delaney & Huselid, 1996). Strategic Human Resource Management (SHRM) is a function of management which entails development of policies, programmes and practices related to human resources, which are aligned with business strategy so as to achieve the strategic objectives of the organisation (Patrick M. Wright, 1992). Its primary purpose is to improve the performance of the business and maintain a culture that encourages innovation and works continuously to gain competitive advantage. In this essay the Resource-Based View, High Performance Management and High Commitment Management perspectives of Strategic Human Resource Management and Traditional and Collaborative