Strategic Human Resource Management

Purpose – This article aims to explore how understanding the challenges faced by companies’ attempts to create competitive advantage through their human resources and HRM practices can be enhanced by insights

In many ways the future of international human resource management is bound up with the changing nature and characteristics of the global economy itself. Different organizations and different sectors will develop in varied ways, each requiring an approach to international human resource management that best reflects their industry or organization practice. The future of international human resource management does; however, appear to be developing around a number of common themes and determinants, each of which may be applied to different organizations in away which suits them best. These common themes include:

Human resources management is getting more and more attention. In the mature system of economic development, human resources management must cooperate to strive for the best resource benefits, if the inappropriate staffing inappropriate positions, resource efficiency is not only, or may be depleted. The modern economy emphasizes balance and cooperation to improve management efficiency and quality, it

Human Resource Management (HR) is a function in an organisation aimed at maximizing employee performance in relation to the employer 's set standards and strategic objectives. The primary focus of HR is concentrated upon the management of employees, and on the policies and systems within and outside the organisation. (Boxall & Purcell, 2011). “Strategic Human Resource Management (SHRM) aims to align the functions and processes of HR with the strategic aims and objectives and competitive advantage of an organisation.” (Hartel, Fujimoto, Strybosch & Fitzpatrick, 2006). After all, the key characteristic of HR is ‘integration.’ The role of HR and HR Professionals can be linked to four main SHRM theories, namely: Jackson & Schuler (1995), Kochan & Barocci (1985), Klatt, Murdich & Schuster (1978) and Lundy & Cowling (1996).

With over 1500 employees, Youth for Christ is considered a large non-profit organization. The last several years have been a challenge for Youth for Christ. A dwindling economy has led to decreased donations, budget cuts, and downsizing of staff. Budget cuts have affected all areas of the organization and have led to lower motivation, decreased retention, and higher turnover levels. To better understand the state of Youth for Christ and provide recommendations for improvement, it is important to understand the background of the organization, any academic models that can be applied to the organization to improve current challenges, and recommendations of implementation.

In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.

In Australia, public policy is continuing to focus on ensuring that all programs are protecting the rights of different individuals during the process. This is because the Racial Discrimination Act is imposing strict penalties upon any entity that is in violation of these provisions. As the law is going after outright discrimination (in areas such as: the workplace, housing and the distribution of public services) to hatred that is directed from one person to the other. This is designed to prevent all forms of racial discrimination from taking place on all levels inside society. (Cropanzano, 2001) (Greenberg, 1990)

The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources. With the increase in competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within organization. As the area of human resource management becomes more strategic and more global it is becoming more important and critical to the organization. While not all companies are recognizing this yet, those that are most effective and most admired, seem to be the ones that are. As a consequence they are doing many things that make

Human resources strategy as well as other strategy of business components will need to be able to follow after some kind of business strategy. If the business is to be successful, or "Strategic", human resources professionals will have to be the ones that must recognize the business of their organization and also communicate the language of both the finance and business finance. Whenever this is done right, human resources professionals will have the knowledge to establish a strategy together and then make arrangements consistent with business needs. Moreover, some of strategy is the capability to acquire "buy in" from key shareholders. HR method can comprise of a lot of various elements that have something to do with human capital. Traditionally, a lot of these could be things such as benefits, recruiting, compensation, and risk management of individuals concerns, total rewards, employment law, and more. If all of these concerns come close to the human capital, it would be suitable for human resources management to assist in putting together a strategy. In addition to the old-style places of human resources, other things can be included such as that was not generally thought to fall within human resources. For instance, if the sales individuals in a company are not creating, Human Resources can turn out to be a highly

In today's intensely competitive and global marketplace, maintaining a competitive advantage by becoming a low cost leader or a differentiator puts a heavy premium on having a highly committed or competent workforce. Competitive advantage lies not just in differentiating a product or service or in becoming the low cost leader but in also being able to tap the company's special skills or core competencies and rapidly respond to customer's needs and competitor's moves. In other words competitive advantage lies in management's ability to consolidate corporate-wide technologies and production skills into competencies that empower individual businesses to adapt quickly to changing opportunities.

In a traditional model of human resources, employees move through employment in a typical progression from hiring to separation or retirement. As we enter the new era of an advanced high-tech environment, the business world is also entering into an era of fierce competition noticed by takeovers and mergers. This illuminates the type of dynamic and complex business environment that companies have to face. The rapid change in the environment reminds us that, for a business to survive, it has to focus on its core competencies and discover in order to keep ahead of the competitors. The field of Strategic Human Resource Management has evolved mainly in accordance to the fact that human resources need to be managed strategically for

* Two-way linkage allows for HR issues during strategy formulation process; various strategies are made, then presented to HR, HR evaluates each strategy, gives feedback to strategic unit

Human resource management is more important in a changing environment thanbefore. There are some challenges and changes, which have great impacts onorganizations respective to human resource (HR) function behaviors. These impactsknow as globalization, increasing customer’s expectations, transparent market, andhuman resource management (HRM) provides possibilities to make organizations morehealthy and competitive. Where the firm may focus on cost for employee compensationand make conclusions on share services or outsourcings.We can say that, the function of HR units offers and increases some potential of organizations structure and some of human capital, globalizations, increasinginformation technology, enhanced customer

“Stay Hungry, Stay Foolish.” A quote that was made famous by the late Steve Jobs, an individual who has impacted the way we lead our everyday lives.

This review will examine the problems that HR managers go through as they source for the best talent and skills in the market to enable them push the company to higher heights. Literature on the same is abundant, and HR managers have themselves to blame if they do not take advantage of the available information to better their resources.