Human Resource Management and Culture/ Case Study

Human Resource Management and Culture/ Case Study

Introduction

Human resources management (HRM) is a term that summarizes the approach and process of managing people who work for an organization. This work can be either paid or undertaken in a voluntary capacity. In order to be competitive in a global market, it is required for the company to hire more female employees who can create effective cultural environment to implement change. HRM frames all people-related matters within an organization, including planning for new appointments, recruitment and selection, induction, performance management, reward and incentive structures, training and development, and when and how to let people go.

This paper highlights the importance of female employees in the company in order to achieve competitive advantage by implementing human resource strategies in a business environment.

Discussion

Alignment of Business Strategy with HRM

Human Resources Policy is a set of practices and methods, which reflect the philosophy of the employer in respect of human resources of the company. In essence, it is a certain way of using human resources to achieve business goals in the acting management infrastructure. These practical approaches and methods can be rigidly formal or formalized.

HR policy is manifested in actual operating rules governing the behavior and relationships of staff and career personnel. Politics is always closely linked to the distribution and use of power, therefore the policy of human resource management reflects and reinforces the established balance of power and influence in the company, which largely determines the organization and competence requirements for certain categories of staff (Sluijs & Kluytmans, 2012).

Formal or policy components of human resource management can both complement each other and collide, disorienting workers, especially beginners and people with weak adaptability to the environment. Personnel Management Policy can be very finely tuned to the particular business and its priorities or have access to them very remote. Evaluation of staff as a key resource in business strategy involves its management and strategic level. To solve this problem, human resource management needs to be integrated into business strategy.

Strategic human resource management is defined as a holistic approach to decision-making about the intentions and plans of the company in respect of human resources, in which strategy is the logical expression in the appropriate management policies. The integration of human resource management strategy with business strategy involves consistency of the functional strategy horizontally with other functional strategies (industrial, financial, marketing, etc.) and vertically with the business strategy. The integration of human resource management strategy to business strategy involves an analysis of the labor market situation and assesses the company's ability to compete for qualified staff to develop and implement long-term development programs, the Company's appeal to workers (Baird and Meshoulam, 1988).

Thus, the application of strategic planning in the field of human resource develop long-term programs aimed at improving policies indicate the presence of a strategic vision and approach to human resource management. If these programs aligned horizontally and vertically connected by one of the principles of human, structural ...