The Positive and Some Negative Aspecs of Strategic Human Resource Mangement

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This paper examines the positive and some negative aspects of Strategic Human Resource Management (SHRM) and explores the varying possibilities used to successfully facilitate SHRM within organisations. The significance and advantages of SHRM for organisations is vast and historically evident, consequently the vast literature pertaining to SHRM benefits, restricts a comprehensive report covering all aspects and therefore is beyond the limitations of this paper.
Historically, the implications of SHRM to organisations has positively correlated to organisational performance. A synergy exists between organisational strategy and HR implications, an organisational strategy implicitly determines the HR functions, which consequently determine organisational performance (Khatri 2000 cited in Chow, Teo & Chew 2012).
An analysis of highly successful organisations, revealed that a majority take advantage of SHRM within their strategic plans, in contrast to unsuccessful organisations (Huang 2000; Nikandrou & Papalexandris 2007). SHRM provides organisations with a HR advantage, which pertains to enhanced Human Capital (attaining prestigious people) and an Organisational Process advantage (attaining prestigious work culture) (Boxall 1998 cited in Kramara 2013). In strategic planning, it is paramount to consider the organisational culture to achieve an Organisational Process advantage, to this end, SHRM plays a significant role to organisational culture and recruitment strategies…

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