Strategic Human Resource Management Essay

2086 Words 9 Pages
Writing Assignment #4
Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation, flexibility and competitive advantage. In an organization SHRM means accepting and involving the HR function as a strategic partner in the formulation and implementation of the company's strategies through HR activities such as recruiting, selecting, training and rewarding personnel (Sinha, 2007). This is the effective way of organizing the workforce by the adoption of a specific strategy, where employees' performance can help to achieve the planned organizational targets, such as increasing
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These location managers tend to be part-time with flexible schedules and have no employee management responsibilities.
At a high level glance, Smarte Carte’s human resource philosophy follows a stronger traditional path rather than a strategic. The HR function is primarily tasked with benefit administration, corporate policy and procedure management, and employee management functions such as hiring, firing, disciplinary issues, and performance review standards. For a company with 1100 employees, the HR department is small; as in a department of one. However, Smarte Carte utilizes their field managers as an extension of HR by forwarding the responsibility and functionality for sustaining their own day-to-day employment needs of recruiting, hiring, discipline, and performance management with strong oversight by the HR director.
Human Capital and Strategic Management
According to Mello (2011), developing an effective strategy to manage an organization’s human assets requires considering employees as investments. Yet, human capital is not just the people of an organization; a company's human capital asset is the collective sum of the attributes, life experience, knowledge, inventiveness, energy, and enthusiasm that its people choose to invest in their work (Weatherly, 2003). This leads to the general assumption for those companies that put a high level of

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