Strategic Human Resource Management
According to Dias (2012), “Human Resource Management (HRM) is the process of employing people, training them, compensating them, developing policies related to them, and developing strategies aimed at retaining them” (pg. 8). Historically, the role of HRM was more administrative than strategic as it involved actions such as payroll processing, arrangement of company outings and making sure that forms were filled out correctly among many others (Dias, 2012, pg. 8). The traditional role of HRM involved the dealing with individual relationships and employee relationships with management. In basic terms, traditional HRM was involved in the traditional, maintenance-oriented and administrative roles which did …show more content…
Consequently, the roles of the personnel HRM include roles such as employment, compensation, employment relations, training and development. These roles often involve lower levels of management hence making HRM a separate function from the organizations main management. Strategic HRM, on the other hand, focuses on the aligning of all the HR functions of a company with the operational strategy that the company operates with. Strategic HRM is all about the management of the human resource of an organization to achieve a competitive advantage (Lawler et al, 2006, pg. 6). HRM is not only crucial to the success of an organization but should be part to the organization’s overall strategic plan. This is due to the fact that human resources play the most important role in the success of an organization. As a result, it is necessary for organizations to shift from personnel HRM to strategic HRM, as strategic HRM determines how …show more content…
12). A company that employs dedicated, experienced, well-trained and motivated employees is most likely to achieve an increase in productivity and efficiency in operations. Strategic HRM is concerned with hiring of workers that possess a high potential for professional growth. Thereafter, it gives the employees ample time to learn and grow in their different roles in the organization. The determination of the training needs and the implementation of training programs are very important tasks in any given organization. The developing of the workers with the highest-level expertise in their respective fields can grant an organization with the access to the brightest minds in the market (Dessler, 2000, pg. 14). This may ultimately put an organization on the leading edge of innovation. Apple is the leading innovative company in the world, a position it had held for the last few decades. The company has dedicated much time on the training and development of its employees and setting up of research centers that are filled with the brightest minds in the world. The company’s ground-breaking innovations that include the iPod, iPhone and the iTunes music store have changes the electronics industry. Currently, many other organizations, including Samsung, are aping Apple’s innovation strategy. Apple dedicates time to address the training needs of its employees and aims
According to Dias (2012), “Human Resource Management (HRM) is the process of employing people, training them, compensating them, developing policies related to them, and developing strategies aimed at retaining them” (pg. 8). Historically, the role of HRM was more administrative than strategic as it involved actions such as payroll processing, arrangement of company outings and making sure that forms were filled out correctly among many others (Dias, 2012, pg. 8). The traditional role of HRM involved the dealing with individual relationships and employee relationships with management. In basic terms, traditional HRM was involved in the traditional, maintenance-oriented and administrative roles which did …show more content…
Consequently, the roles of the personnel HRM include roles such as employment, compensation, employment relations, training and development. These roles often involve lower levels of management hence making HRM a separate function from the organizations main management. Strategic HRM, on the other hand, focuses on the aligning of all the HR functions of a company with the operational strategy that the company operates with. Strategic HRM is all about the management of the human resource of an organization to achieve a competitive advantage (Lawler et al, 2006, pg. 6). HRM is not only crucial to the success of an organization but should be part to the organization’s overall strategic plan. This is due to the fact that human resources play the most important role in the success of an organization. As a result, it is necessary for organizations to shift from personnel HRM to strategic HRM, as strategic HRM determines how …show more content…
12). A company that employs dedicated, experienced, well-trained and motivated employees is most likely to achieve an increase in productivity and efficiency in operations. Strategic HRM is concerned with hiring of workers that possess a high potential for professional growth. Thereafter, it gives the employees ample time to learn and grow in their different roles in the organization. The determination of the training needs and the implementation of training programs are very important tasks in any given organization. The developing of the workers with the highest-level expertise in their respective fields can grant an organization with the access to the brightest minds in the market (Dessler, 2000, pg. 14). This may ultimately put an organization on the leading edge of innovation. Apple is the leading innovative company in the world, a position it had held for the last few decades. The company has dedicated much time on the training and development of its employees and setting up of research centers that are filled with the brightest minds in the world. The company’s ground-breaking innovations that include the iPod, iPhone and the iTunes music store have changes the electronics industry. Currently, many other organizations, including Samsung, are aping Apple’s innovation strategy. Apple dedicates time to address the training needs of its employees and aims