HRM WITH STRATEGIC GOALS

HRM With Strategic Goals And Objectives By Any Organisation Will Help To Improve Business Performance And Develop Organisational Cultures That Foster Innovation And Flexibility



HRM With Strategic Goals And Objectives By Any Organisation Will Help To Improve Business Performance And Develop Organisational Cultures That Foster Innovation And Flexibility

Introduction

Businesses today is highly on its competitive stages as Legge described it a state of hypercompetition particularly that of top employees (Legge 2004). Alongside with various conditions like globalization, internationalization, and technical innovation and digitalization in global marketplace, all aspects of organizations are in some ways affected. Thus, it is necessary for people behind the world trade to complement with these current changes (Wilkinson 2008). Imagine a business environment without a centralized form of manpower? Who will do the job? Even the largest company in the world will not work without human intervention. Latest technological advancements will not guarantee success as to compare with what human beings can do (About Cornell ILR 2007). This is what human resource management (HRM) role in an organization - proper implementation of company's policy and strong working relation towards victory (Smit 2006). In every business to function, human work force is the fuel and performance counts. It is the measurement of employees' capacity and productivity towards success.

Discussion

HRM is a way of getting things done through people. It's an essential part of every manager's responsibilities, but many organizations find it advantageous to establish a specialist division to provide an expert service dedicated to ensure that the human resource function is performed proficiently with perfection. Many organizations have problems with their people mainly due to organization's inability to utilize the most from valuable work force and as a result, their people remain under valued, inadequately trained, less utilized, poorly motivated and consequently perform well below their true capability.

Strategy

In order to implement a successful business strategy to face this challenge, organizations, large or small, must ensure that they have the right people capable of delivering the strategy. The rate of change facing organizations has never been greater and organizations must absorb and manage change at a much faster rate than in the past. (Ulrich 1996)

New Employee

The selection for talented, skilled people is competitive and expensive. Taking on new staff can be disruptive to existing employees. Also, it takes time to develop 'cultural awareness', product/ process/ organization knowledge and experience for new staff members. (Towers 2009)

Organizational Function

The contributions of human resource management also changes as organizations vary in size, aims, functions, complexity, construction, the physical nature of their product, and appeal as employers. But, the ultimate aim of almost every organization's function is to: "ensure that with minimal interruption or pause, the business is correctly staffed by the right number of people with the skills relevant to the business needs ".(Encyclopædia Britannica 2008) What here meant is that an organization should neither be overstaffed nor understaffed in total or in respect of any one discipline or job ranking.

The HRM process is the practice of attracting, developing, and maintaining ...