Strategic Human Resource Management Essay

2302 Words 10 Pages
Q1: Why is it important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor?

Q2: Discuss how cultural factors, both globally and inside organisations must be addressed as part of strategic HR Management.

Q3: What steps can HR professionals take to overcome the view what HR accomplishes is not measurable?

1.Competitive Advantages
Strategic human resource management is all about creating a competitive advantage through a company's workforce. Employing dedicated, experienced, motivated and well-trained employees can increase efficiency and productivity in operations, as well as enhancing product quality and the customer experience. Strategic HR managers are concerned with
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The culture of organizations was discussed earlier in the text, and of course, national cultures also exist. Culture is composed of the societal forces affecting the values, beliefs, and actions of a distinct group of people. Cultural differences certainly exist between nations, but significant cultural differences exist within countries also. One only has to look at the conflicts caused by religion or ethnicity in Central Europe and other parts of the world to see the importance of culture on international organizations. Getting individuals from different ethnic or tribal backgrounds working together may be difficult in some parts of the world. Culture can lead to ethical differences among countries. The HR Perspective on the next page gives several …show more content…
The following steps define the performance of this HR professional audit. Step 1: Develop a Model of HR Competencies. There are many models of what makes a successful HR professional, but most are woven around four clusters of competence: knowledge of business, knowledge of HR, knowledge of change/process, and personal credibility. In doing an audit of HR professionals, it is important at two levels to possess a model of HR competencies. First: conceptually, an HR competence model should identify the knowledge, skills, and abilities required to be a successful HR professional. Second:behaviorally, an HR competence model should identify the behaviors required to demonstrate the trait. Step 2: Collect Data Using the Model. Once a model has been identified, data can be collected to assess the extent to which an HR professional demonstrates the modeled competencies. Data for this evaluation may be a self-assessment; the HR professional rates him/herself. Data also may come from quantitative assessments on traits put into the survey form. Quantitative assessments are more uniform and systematic but are limited to the questions asked on the survey. Data may also come from focus groups or interviews in which individuals talk about the extent to which HR professionals demonstrate competence. In these interviews, a focus is often on critical

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