Businesses continually adapt to a changing environment to maintain their market position (Appelbaum, Habashy, Malo, & Shafiq, 2012; Biedenbacha & Soumlderholma, 2008). Change is inevitable considering the current rate of technological advancement and the growth in global competition (Appelbaum et al., 2012; Armenakis & Harris, 2009; By, 2007). Increasing competition and the need for strategic flexibility and globalization is affecting almost every organization today, regardless of size, market, focus, and so on (Jaros, 2010).
The term human resource is defined as a system of activities and strategies that focus on successfully managing employees at all levels of the organization to achieve organizational goal (Niles, 2013). Human resource management is the process of proper use of available limited skilled workforce. The main purpose of the human resource management is to make efficient use of existing human resource in the organization.
Human Resource Management (HRM) is a relatively new approach to managing people in any organization. It is concerned with the people dimension in management of an organization since people are considered the key resource in this approach. An organization is a body of people, their development of skills, their motivation for higher levels of attainment, their levels of commitment are all relevant activities.
Human resource management has gained atmost importance in the past few years. Studies have found that there is a relationship between human resources of an organization and performance. From an era of slaves to an era of knowledge resources, People have been regarded differently throughout the years. People are now considered to be energy resources which are directly responsible for the effective working of the organization. An organization with good human resources and its effective management forms an effective organization.
Human resources Management is a distinctive approach to employment management which seeks to achieve competitive advantage trough the strategic deployment of a highly committed and capable workforce, using an integrate array of cultural, structural and personnel techniques.(Armstrong, 2009, p.5).
According to Decenzo and Robbins (1994), “Human Resource Management is a process of procuring, developing and maintaining the performance level of the employees to achieve the organizational goals in an efficient and effective manner”. The HRM practices of recruiting and selecting employees, training them for their job, evaluating their
Today 's fast-paced, competitive business environment has resulted in "rediscovery" of the human resource management function as a group that may be able to enhance firm competitiveness and performance by being "strategic" (Dyer & Kochan, 1995; Ulrich, 1997). Strategic Human Resource Management is a term describing an integrated approach to the development of Human Resource Strategy that will enable the organization to achieve its goals (Armstrong, 2005). Whiles strategy is an action that managers take to attain one or more of the organization’s goals. Strategy presents a general direction set for the company and its various components to achieve a desired state in the future. This results from the detailed
Human resources management applies to the employees in all type of organization in the world ( industry, trade, service, commerce, economic, social religious, political and government department). Thus it common in all type of organization.
The business climate of today is extremely complex and challenging, forcing the economic agents to develop and implement a wide array of strategic efforts that help them overcome the threats. Competition is increasing within both national and international market places; customer preferences change and the demands of the labor force increase. There is political and
Human resource management is an effective tool for the overall performance and survival of a business firm. Human resource is the only resource in an organization which is scarce and unstable. Human capital helps a firm to improve the performance of the firm’s assets and leads the entire firm towards attaining a sustainable competitive advantage. The human resource management function aims at increasing the skills, knowledge, abilities and experience of an employee.
One of the greatest artist Pablo Picasso once said, “Action is the foundational key to success”. Well, we all agree with this quote, but there are many variety of factors that also implies in aspect of life. In the field of business, one of the key elements that ultimately controls the destiny of an organization, is their competitive advantage in a particular industry. The competitive advantage is defined as “an advantage over competitors gained by offering consumers greater value, either by means of lower prices or by providing greater benefits and service that justifies higher prices”("Competitive Advantage | Business."). In order to deeper understand of competitive advantage in a firm, I chose to read the book “Competitive Advantage Creating And Sustaining Superior Performance” by Michael E. Porter. He is an economist, researcher, author and professor at Harvard Business School most of his career. His extensive researches and wrote many books about economic theory as well as strategy concepts that made him widely recognized in economics and field of business.
According to Gerber, the definition of global competition is not impeded by political, geographical and other location-based barriers significantly. (Gerber,2010) As the global market become more important, organisations ' strategy has to accompany with in order to meet the changing trend in the market. 'Strategy is the extension of an organisation over the long term through changing environment with its configuration of resources and competencies to fulfill stakeholder expectations.’(Johnson, Scholes and Whittington,2008) This essay is going to discuss the for and against of Hamel and Prahalad 's contention on global competition by using the concepts of strategic intent, strategic leverage and core competence to analysis with different companies examples.
Barney, J. (1986), Types of competition and the theory of strategy : Toward and integrative framework. Academy of Management Review, II(4): pp791-800
Human Resource Management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals (Mathis & Jackson, 2008). To that end, Human Resource