“Critically Assess the View That Human Resource Management Practices Should Be Designed to Fit the Business Strategies and Objectives” 

1312 Words Oct 1st, 2012 6 Pages
Question: “Critically assess the view that human resource management practices should be designed to fit the business strategies and objectives”

Dynamism is increasingly becoming a feature of the business environment, so what can businesses do to attain and sustain a competitive advantage? They need to set out clear goals and objectives and then ensure that all internal processes and activities are designed in a manner to attain these goals and objectives. Furthermore, some of these practices should be linked directly to their strategies. One such is Human resource management. Results that aid in the enrichment of the organisation’s value to customers, investors and employees are derived from human resource management (HRM). David
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The organisational structure is defined by positions and roles held by employees so it will be determined in part by the Human resource management practice. At the same time, it also influences human resource management. For instance, a mechanistic structure allows HRM personnel to be more flexible in response to changes in the needs of its human resource. They therefore have a two-directional relationship. Since the strategies and objectives are achieved through the organisational structure, it follows that they are also achieved through HRM practices. HRM should therefore be tied to the strategies and objectives. In the absence of this, the organisational structure would become ambiguous since it might be receiving conflicting messages from the strategies and objectives and the HRM practices. The result may be that departmental goals are being achieved but not their overall objectives. Consequently, performance will be substandard relative to competitors and there will be a reduction in the efficiency and effectiveness levels.
The HRM process should have a strategy integration element, according to the Guest model (1997). This would allow “appropriate” HRM practices to be implemented which are able to foster motivated and committed employees. The appropriate measures will be determined by organisational commitment, job design and goal setting among other factors. Implementing appropriate measures, which would

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