Strategic Human Resource Management

1158 Words May 6th, 2010 5 Pages
TUI University
MGT511 – Advance Topics in Human Resource Management
Module 1 Case Study

Module 1 Case: “Strategic Human Resource Management”

Introduction Human resource management (HRM) has it own challenges, but management is more focus on what HR can offer their organization in the future. Looking back to the evolution of human resource field, it has followed the history of business in the United States and most western countries. HR has evolved from personal management to human resource management and from HRM to the modern term of Strategic Human Resource Management (SHRM). The purpose of this case study is to reflect light on the characteristic of strategic human resource in business operation that makes them
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People that have competitive advantage base on the skills they offer, people that can be retain for longer period and move up the organization chain, people that can overall improve the organization production.

Human Resources and Organization Development Partnership: Organization development (OD) is a critical field for every organization and because today’s organization operates in a rapidly changing environment so are the responsibilities of the OD. The field of OD is focused on improving the people and effectiveness of the organization. They suggest changes that need to be made, and then guide the organization on how to implement the changes. According to several definitions of organization development, it shows that they focus on the strategic planning, leadership development, organization design, change management, coaching, diversity, performance management and work balance. Organization development is considered a superior field to the HR, but the recent revolution has combined many of the function of an OD to the SHRM. Without regard to the similar in functions hold by OD and SHRM, the Organization development has several advantages over the human resource management. OD deals with the overall effectiveness of the organization, whereby HR only handles human relation aspect of the organization. According to Bear and Walton, they believe partnership of human resource and