Strategic Management Summary And Strategic Nature Of Human Resource Management

833 Words 4 Pages
Register to read the introduction… It is argued that these market imperatives require manager to change the way in which they manage the employment relationship in order to allow for the most effective utilization of human resources. Managers and academics argue that the traditional approaches to managing workers are inappropriate and can no longer deliver the goods (Betcherman et al., 1994, p. 2). Harnessing workers full potential and producing the attitudes and behavior considered necessary for a competitive advantage require three aspects of managerial control to change: organizational design, culture, and HR policies and practice. Current managerial orthodoxy therefore argues the need for a restructuring towards hierarchical structures, an enlargement of job tasks with greater employee autonomy and managerial leadership to shape the more intangible aspects of the workplace, for examples beliefs, norms and values.” (Bratton and Gold, 2003, p. …show more content…
Guest (1987, 1989a, 1989b, 1991) believes that this is a key policy goal for HRM, which is concerned with the ability of the organisation to integrate HRM issue into the strategic plane, to ensure that the various aspect of HRM cohere, and to encourage line managers to incorporate an HRM perspective into their decision-making.

Legge (1989) considered that one of the common themes of the typical definitions of HRM is the human resource policies should be integrated with strategic planning. Sisson (1990) suggested that a future increasingly associated with HRM is a stress on the integration of HR policies both with one another and with business planning more generally. Storey (1989) suggested that: �the concepts locates HRM policy formulation firmly at the strategic level and insists that a characteristic of HRM is its internally coherent approach.’(Armstrong, 2006, p-13)

Strategic Human Resource

Related Documents