Strategic Human Resource Management Strategy For Organizational Performance

Improved Essays
Human resource management is being developed continuously on how it can act as tool for achieving organisational performance. Strategic HRM came up in supporting HRM to link strategically to the greater organisational outcomes rather than just contributing on employees (K.Darwish, 2013). To be on a broader sketch about SHRM, a considerable tool used by the HR department to achieve organisational outcomes. The idea about strategic HRM has been evolved on how the employees are managed efficiently for attaining organisational performance.
“Its essential core idea is to link and integrate the HR function with the overall strategic direction of the organisation to improve organisational performance and thus gain a sustainable competitive advantage“(K.Darwish,
…show more content…
The performance of any organisation can be achieved in many ways and in this part of the essay we are trying to focus human resource management strategy critical for the organisation performance.
The organisational outcomes in terms of HRM perspective has been stated by Dyer and Reevs as cited in (K Jiang, 2012) are HR outcome, operational outcome, financial outcome and market value outcome. The strategic practices used by HR professionals to produce the HR outcome provides a direct implications to achieve the organisational, financial and the capital outcome of an organisation. (K.Darwish, 2013)
The HR outcomes considers the outcomes which are directly lying on the HRM field of an organisation. Some of them are employee turnover, job satisfaction and commitment towards organisation. Operational outcomes related to the mission of the organisation includes quality, high productivity, and etc. The HR outcome enables to achieve financial outcomes of an organisation. (K Jiang,
…show more content…
The second one is the motivation which sketches to motivate employees to perform with ability and the third one defines the opportunity to be provided to the employees to perform and attain organisational performance (K Jiang, 2012) (Stankeviciute, 2012).
The three dimensions of HR practices suggested by Leepak and friends as cited in (K Jiang, 2012) based on AMO framework are Skill enhancing practice, motivation enhancing practice and opportunity enhancing practice. The three dimensions of HR practices which are startegic importance which directly link with the organisational success. Skill enhancing HR practice focuses on improving skilled employees, the components include attracting, reataining and training. Motivation enhancing HR practices focusses on emplyee motivation and satisfaction on job, the components includes appraisal, benefits, development and security. Opportnity enhancing HR practice focusses on the power of employees to attain organisation mission, the components include involvement, team works, job description flexiblity. (K Jiang,

Related Documents

  • Improved Essays

    Hr Hammonds Summary

    • 983 Words
    • 4 Pages

    In his Article, “WHY WE HATE HR” (Hammonds, 2005), Mr. Hammonds expresses a dislike for HR due to the lack of advancement in the field. Being at the time of writing the article the field of Human Resources was still being used by management as an administrative and disciplinary function for the corporations. Not living up to it’s corporate role and responsibility, nor it’s potential as the “key driver of business performance”. While I can agree with his viewpoint at the time of writing his article, there had been little to no change in the role of HR for over 20 years (Hammonds, 2005). It is documented that prior to the transformation of human resources, that HR staff were not viewed as people to be involved in high level strategy discussions,…

    • 983 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    HRM can contribute to high performance through designing jobs that incorporate teamwork and empowerment of the employees, and recruit and select employees who have the qualities necessary for teamwork, empowerment, and knowledge sharing (Noe, pg. 280). HR can also provide specific jobs training, create a learning organization, and assure that performance management is related to the organization’s goals. Correspondingly, they need to assure compensation is linked to performance. While making improvements they should focus on HRM as a whole instead of just two isolated practices. Then, HR Managers will need to analyze the effectiveness of HRM to ensure they are helping the company.…

    • 1130 Words
    • 5 Pages
    Improved Essays
  • Decent Essays

    1.2 You need to develop this further. You need to clearly explain how Kotter’s model can be used. PLANNING TEMPLATE TITLE: ………. Development Task Actions STEP 1 Establish a Sense of Urgency.…

    • 859 Words
    • 4 Pages
    Decent Essays
  • Great Essays

    Human Resources Audit

    • 1146 Words
    • 5 Pages

    The modern business climate places the responsibility on the HR department to receive the challenge of doing more with less, while contributing significance toward business objectives. Humans are not only the resources of organizations but are the key device of their development. It is not sufficient to say, humans are our most precious assets of business (Olalla, Marta 2002). Instead, it must be said that the organization is a conception of our people. HR managers should offer real proof that they have a strategic business impression.…

    • 1146 Words
    • 5 Pages
    Great Essays
  • Improved Essays

    In this paper I will provide a review of two strategic HR best practices that can utilize to help the organization in reaching its strategic goals. The HR strategic practice of rewards, development of the employees are Human resources best practice that are excellent tools in assisting the organization in reach it strategic goals . There can be issues and concern that arise from any HR practice, if not implemented and are not in sync with organizational goals. These HR best practices must be undergirded with training for employees and their front line supervisors and have the support of senior management. In summary the HR practice of rewards and employee development are HR practices that can be used as effective tools for the organization strategic success.…

    • 683 Words
    • 3 Pages
    Improved Essays
  • Superior Essays

    Staffing the Special Operations Command-Africa Human Resource Management is the process of acquiring, training, appraising and compensating employees, and attending to their labor relations, health, safety, and fairness concerns (Dressler, Human Resource Management 13th Edition, 2013). It is the single most important factor that will determine how, when and if the organization will meet their strategic goals. When ignored, the organizational efficiency will be reduced, and the workforce will be required to compensate for the neglected elements. However, when properly managed, the morale and productivity will be visible, and the organization will consistently achieve their objectives enroute to their strategic goals. The strength of an organization…

    • 1040 Words
    • 4 Pages
    Superior Essays
  • Improved Essays

    Strategic Human Resource Management is the close alignment between organizational and HRM strategies, processes, functions and outcomes (Nankervis, A et al. 2013). SHRM is imperative for any organisation to succeed. It is essential that SHRM is addressed in modern organisations and in turn will provide many advantages that will be beneficial and facilitate the growth and success of the organisation. Reaching the goals and objectives, maintaining a competitive advantage and increasing employee commitment to the organisation are all advantages, which are provided to modern day organisations through Strategic Human Resource Management. SHRM is crucial for an organisation in order to achieve their goals and objectives.…

    • 700 Words
    • 3 Pages
    Improved Essays
  • Improved Essays

    Human Resource Management’s role in the performance management process is to access and determine current employee performance as well as the job requirements. Performance management processes can yield valuable information to assist Human resource management in its assessment of the company’s goals. “Performance data can also be used for HR planning, to determine the relative worth of jobs, and as criteria for recruiting particular types of employees and validating selection tests.” (Snell, Morris, & Bohlander, 2016, sec. 8.1a para.…

    • 807 Words
    • 4 Pages
    Improved Essays
  • Great Essays

    Jaguar Land Rover Essay

    • 3307 Words
    • 14 Pages

    Task 1: Evaluate the approach taken by the selected organization in managing its employees. Identify the HRM function in the organization and how they relate to contemporary perspective of HRM Introduction Jaguar Land Rover (JLR) is the UK’s largest automotive manufacturing business, built around two iconic British car brands: Land Rover, the world’s leading manufacturer of premium all-wheel drive vehicles and Jaguar, one of the world’s premier luxury sports saloon and sports car marques. Under the ownership of Tata Motors Limited, Jaguar Land Rover is transforming its business to realize the full potential of its brands and deliver profitable results. (Jaguar Land Rover About us, n.d.) Human Resource Management Human resource management is a modern approach…

    • 3307 Words
    • 14 Pages
    Great Essays
  • Improved Essays

    Introduction For Human Resource Management strategy delivery to be effective it has to be properly aligned with the organisation’s overall business strategy. Armstrong (2006) defined organisational strategy as the long-term direction or scope for which a firm would focus its limited resources to achieve specific goals targeted for the market, its clients and other stakeholders. Therefore, the alignment of human resource policies and procedures to an organisation’s overall strategy would require the consideration of crucial factors such as the firm’s short term and long term goals, availability of resources, the evolving external business environment and the varied expectations of the organisation’s stakeholders. These stakeholders include…

    • 899 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    Human resource management is changing their role in principles of management. Human resource manager act as a strategic partner by reviewing the organization 's competencies, reward system, governance, and learning and leadership structures. A strategic approach is by recognizing the importance of human capital and focusing on outcomes. The concept of strategic human resource management (SHRM) is fitting all the key elements together in order to focus on how an employee will contribute to organization 's success. Thus, a recruitment of personnel, the training and development and performance appraisal are the key elements that a human resource management evaluate and strategically executing them together.…

    • 1017 Words
    • 4 Pages
    Improved Essays
  • Great Essays

    Perfection in the management of HRM will be profitable in terms of investments made to obtain the desired results. HRM must be established from time to time as a human resource organization that determines success or failure in improving the productivity and competitiveness of the…

    • 2569 Words
    • 11 Pages
    Great Essays
  • Improved Essays

    Over time Human Resource Managements (HRM) value and role within companies has changed and increased. That is to say that the management of human resources went from being operational to strategic. In the past, Human Resources were more commonly known as personnel services or personnel managers. The personnel manager role and function was primarily administrative. The primary responsibilities of personnel managers were hiring, training and the processing of employment forms.…

    • 1773 Words
    • 7 Pages
    Improved Essays
  • Improved Essays

    HUMAN RESOURCE MANAGEMENT (HRM) Challenges of HRM People are regularly a company´s most important resource and also one which tends to need the most complex care. For that there is the human resource management ensuring all company´s employees work under conditions which maximize their efficiency while also achieving their personal goals. This essay will discuss two situations and challenges which happens in companies and are directly linked to HRM, ending those with solutions and conclusions. There are many challenges HRM must deal with, one of those is caused by the fact that a part of every cooperation is that one of the sides can start feeling the cooperation is no longer worthwhile, whether from the employer´s or the employee´s side,…

    • 1131 Words
    • 5 Pages
    Improved Essays
  • Improved Essays

    The motivation function begins with the recognition that individuals are unique and that motivation techniques must reflect the needs of each individual. It is an area of management that deals with integrating people into work situation in a way that motivates them to work together productivity, cooperatively and with economic, psychological and social satisfaction. D) Maintenance of human resources The maintenance process is concerned with providing those working conditions that employees believe tare necessary in order to maintain their commitment to the organization. The objective of the maintenance function is to retain people who are performing at high…

    • 1046 Words
    • 5 Pages
    Improved Essays