Strategic Human Resource Management Essay

The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

In business, the best assets of a company are the employees. The employees set the tone for the organization. An organization’s success stems from hiring the right people. Human Resource Management (HRM) plays a vital role in the selection of the employees. HRM rely on specific tools to draw top-qualified candidates for certain jobs. HRM may uses different applications for screening, interviews, tests, background checks and reference checks to endure the right employees are chosen.

While costs need to be cut, CGMS is also concerned with preserving human capital. This is reiterated by Flynn (2009), warning employers to be mindful of prematurely cutting staff, as it can be challenging and expensive finding qualified employees when the economy rebounds.

Human Resource Management (HRM) are activities managers perform to plan for attracting, develop, and retain a productive workforce (Kinicki & Williams, 2016). The role of human resource management is to prepare, develop, and administer policies and program designed to make expeditious use of an organization human resources. Part of control which is concerned with the people at work and with their relationship within an enterprise. HRM have their hands full; they have to face employees daily with a complaint, write-ups and sadly terminating of the worker. All areas of HRM such as, staffing, orientation, training, development, pay wages benefits are all significant parts that are dealt with daily. Human resource management presents itself as

Human Resources (HR) is fundamental to business performance and has a pivotal role to play in the decision making that enables organisations to operate effectively.

Organizations are constantly looking for ways to improve existing talented employees and recognize future ones, human capital who will support their structural plan. Talent Pipeline is a collection of experienced applicants who is ready to take up the responsibilities of vacant positions at the executive level as well as other crucial positions. The variety of positions will require distinct talent and awareness. Talent can be an organization’s greatest asset or liability. The good news is that whether it is entirely within management’s control. PricewaterhouseCoopers’, retrieved from https://www.pwc.com In order to keep the pipeline overflowing with the various talents, the organization obligation is to create a platform

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.

According to this model, HRM practices are interrelated and directed towards organizational performance. It also identifies the existence of a human resource cycle with inherent HRM practices carried out in all organizations. Unlike the Harvard Model, the Michigan Model lends more weight to control than influence in managing human resources. Put another way, it does not consider the distinct nature of human resources as compared to the other organizational resources.

resource management is difficult and to date, has diffused only to a limited extent (Rowland &

Beautyism in the workplace is discrimination in one of its most disguised forms. Employers get away with this form of discrimination everyday. Because someone is categorized as beautiful it doesn’t mean that they have all the knowledge they need to succeed on a job or neither does it validate that they are a better selection than the next person. An idea can be developed or an assumption made from the treatment that is given to the person who was hired because of beautyism. What will be noticed in most cases it the special treatment that is given that is

Talent management is defined as the strategies and practices needed to identify, develop, attract and retain skilled workers of value to an organisation. (Rands 2009). It can be described as a holistic approach to the strategic management of the organisation’s employees. Organisations need to view their people as investments which add value to the company and not as costs which take from the bottom line. Having a talent management system in the organisation is crucial to growing the value of that human capital. If we analyse the critical factors for

Human resources management covers all levels ( low ,middle and top) and categories( unskilled, skilled, technical, professional, clerical and managerial) of employees. It covers both organized and unorganized employees.

Storey (2001: 7) noted that the beliefs of HRM included the assumptions that it is the human resource that gives competitive edge, that the aim should be to enhance employee commitment, that HR decisions are of strategic importance and that therefore HR policies should be integrated into the business strategy.

An organization cannot build a perfect team of working without good human resource management. The human resource management (HRM), it helps organizations to deal with the people during the different stages of the employment cycle. The meaning of the human resource is they are people that operate, hire and manage the organization, as contrasted with the material resources and financial of an organization.