Tasmania Paradise Strategic Human Resource Management

(Armstrong, 2010). According to online published data (Cipd, 2013), SHRM playing an important role in organizations as it provide a framework which support long-term business objectives and outcomes. Overall, HRM is essential for any organization as it is not just about strategic planning but also concerned with implementation of strategies which is required to meet business objectives. (Understanding and concepts of HRM and SHRM explianed in

HR must enact its own strategies which can aid the organization in meeting its goals and mission. They are referred to as strategic human resource management (SHRM). SHRM is “a pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals” (Noe et al., 2002, 55). The following are examples in which HR strategies can positively impact an organization in meeting its desired outcomes.

The Society for Human Resource Management (SHRM) is the largest expert alliance committed to human resource management in the world. The main objective of the foundation is

It’s clear that, both the employee and the employer benefit from job rotation. Spending a few weeks or months working at a job enables employees to learn more about the workplace, their colleagues, as well as a better appreciation of what their fellow employees actually do. They can also get different experiences and wider variety of skills. Employers learn about individual employee skill sets, and strengths and weaknesses. Employers also can use what they learn through job rotations to find the best placement for each employee. Despite benefits that a job rotation brings to both employees and the employer, if it does not implemented carefully, the result is wasting time and stakeholders

According to Armstrong, SHRM can match people to the strategic and operational needs of the organization (Armstrong, 2011). It develops human resource planning reasonably based on the organization’s operational plan, development strategy, current situation of HR management system, and analysis on HR related information. SHRM can also manage the talented individuals to meet present and future needs of the organization (Armstrong, 2011). It can setup systematic HR training system that is combined with employees’ personal development plan, in order to provide the organization with the talents and meet the development needs. It can also develop a climate of learning in which employees are more willingly to enlarge their work skills and develop the levels of competences. SHRM provides employees with motivating and interesting work and offers sufficient autonomy and flexibility (Armstrong, 2011). It contributes to performance management by focusing on the entire process from performance planning, examination, evaluation, feedback, to motivation. In this way, the organization will develop a constantly improved performance. Despite the benefits mentioned above, SHRM can also develop a vital stock of knowledge within the organization, developing a climate of cooperation and trust, developing motivation, commitment and job engagement, etc (Armstrong, 2011). It will not only focus on if the applicants fit the position during recruitment process, but also

Job design and analysis is the cornerstone of the Qantas HRM. Job analysis can be viewed as the hub of all human resource management activities that are needed for effective organizational functioning (Berman et al, 2009). Under job analysis, the HRM is responsible for planning, recruitment, selection, placement, and induction of workers (Berman et al, 2009). The procedures that are often supported by job analysis process include personnel selection, training, job evaluation as well as performance appraisal (Berman et al, 2009). In addition, the process of job analysis supports the Qantas organizational strategy in dealing with market competition and talent crisis. According to human resource theory, strategic HRM focuses on connecting all HR functions with organizational goals (Rothwell and Benscoter, 2012).

The employees in this case despite having defined or specific roles and responsibilities, get involved in additional work due to their ‘can do’ approach – Harrods enable its employees to try their hand at different kinds of work (through job rotation, etc.). Moreover, since there is greater co-ordination among employees at Harrods, they share their

Sean should clearly state what the goals and targets are in order to improve profitability and the overall growth of the company.

One of the current trends in strategic human resources management (strategic HRM), is research regarding whether a company’s human resources department should put more effort in the strategic or organizational aspect of the company. Should a company focus more towards one aspect than on the other? In order to find answers to this question, researchers are using different theories, methodologies, evidences, gabs in research, and conclusions. The purpose of this literature review is to collect knowledge about the current thinking and research of the function of strategic HRM to improve the overall performance of a company.

To include rotating these employees’s in varying positions to minimize employee burnout and stagnation. The responsibility increases would also add to the employee’s feelings of empowerment and job satisfaction. Another important factor I would add would be increased and regular communications throughout the organization. These implemented factors would substantially increase employee loyalty and commitment directly supporting the organizations competitive goals.

This assignment is a portfolio, based on three current topics in Human Resource Management. The common theme of all the media articles I reviewed is the recognition of people as an asset by the organisations to achieve their strategic goals and objectives. It is observed that organisations are directing their efforts to recruit, retain and develop this asset.

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.

Working harder is not always the best option. Working smart is the alternative to this. If you manage to work hard versus smarter, you could run into trouble with your employees, such as stress, burn out, etc. We have to understand and visualize goals that are put in place inside this article, as seen above. By working smarter, you will not only decrease stress, but you will decrease overall work load. A few other goals throughout this paper are the rotation and enrichment of the staff. One of the underlying goals that HIM departments should consider are

One of the strategies employers are beginning to use is job rotation. It’s a strategy used to keep employees challenged and motivated, as well as to provide tangible benefits to the organisation.

© 2008 Society for Human Resource Management. Fiona L. Robson Note to Hr faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program.