Strategic Human Resource Management Essay

1012 Words May 7th, 2013 5 Pages
To simply define Human Resource Management (HRM), it is a management function that helps managers recruit, select, train and develop members for an organization. Obviously, HRM is concerned with the people’s dimension in organizations.
When we say HRM of the organization, it is concerned with all the departments of it. In the marketing department, people consult products or services that lead to the sale. In the sales department, people sell products or give services to the customers. And also in finance, people manage and forecast the flow of money in the organization. All these functions cannot be accomplished without the help of the human resources and people are the ones that can make the organization achieve its objectives.
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* Commitment: Enhance mutual trust and better communication between employees and managers. * Congruence: All stakeholders share a common purpose and collaborate in solving problems brought about by changes in environmental demands. * Cost effectiveness: HRM policies are cost-effective in terms of wages, benefits, turnover, absenteeism, strikes, and similar factors.
Here is the example of “Starbucks” which is one of the best known and fastest growing companies in the world that invest a lot in human resources. Starbucks believed that the company's success and rapid growth could be attributed largely to its committed and motivated workforce. Consequently, the company's human resource policies reflected its commitment to its employees. Starbucks cared about its employees and was one of the few companies in the retail sector to provide generous benefits to both full time workers as well as part timers. This ensured that employees remained motivated, and Starbucks had a relatively low employee turnover.
However, in the early 2000s, the company faced the challenge of finding and retaining the right number and kind of employees to man its future growth. Despite the fact that employees, especially those on the frontline, are critical to the success of retail businesses, most companies do not have a strong relationship with their employees, and consequently suffer from a high rate of employee turnover (In the early 2000s, employee turnover in

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