Human Resource

Strategic Human Resource Management

Abstract

Human resource management is the most important department of the organization. The success of the organization is because the human capital of the organization. The selection of the human capital is the difficult task for the human resource department. It is the duty of the human resource department to provide quality human resource. The quality of human resource depends on the recruitment process. The strategies in human resource department used are fruitful for both the employee and as well as the organization. The innovation in the strategy of the human resource department is the use of technology. It saves the time and money of both the employees and the organization as well. The technology used in this strategic approach is the “Internet”.

Table of Contents

Introduction3

History of SHRM3

Case Study (Innovation in SHRM)4

Issue of Case Study (“Building Capacity in the Age of Globalization”)4

Introduction to Company5

Historical Background of the Company5

Environmental Conditions6

Strategic Human Resource Development6

Description of the Approach7

Strategies used in HRD8

Training and Development9

Talent Management - Recruiting and Staffing10

E- Learning and Development Strategies11

Conclusion and Evaluation12

Appendix18

Strategic Human Resource Development in Organizations

Introduction

Strategic human resource management (SHRM) improves the effectiveness and productivity of an organization. According to many researches, when employ follow the personnel practice such as result oriented performance, internal career ladder, employment security, formal training system, performance based compensation, broadly defined jobs, employee voice/participation, the employee become more able to achieve their targets and goals.

The performance of the organization depends upon the administrative capacity. The accomplishment of missions, goals, targets, depends upon the management of an organization. The administrative capacity plays a prominent role in the performance of an organization. The factors affecting the performance of the organization come in the area of the administrative department. It also deals with the factors those aspects which deals with human capital (Ayanda, 2010). Strategic human resource management deals with the factors affecting the performance and revenue generation of the organization. It helps the organization to achieve their goals, achievements and targets by developing the strategies which are in favour for the organization. It enhances the productivity, growth of an organization by implementing technological advancement and inserting creative human resource (Hartono, 2010).

History of SHRM

In 1992 Wright and McMahan's defined strategic human resource management by illustrating that the centre of attention of the field should be to support the HR department with organizational strategies. In 1984, Mills, Walton, Beer, Lawrence, Beer introduced a strategy to HR as a sub-function. According to them, viewing HRM as a separate sub-function of the HR was the product of historical progress of HRM and contemporary views of HR department. They proposed a new way of thinking about HRM that focuses on the whole HR system more rather than specific HR practices. This approach allows the HR department to focus on the main HR system to achieve the goal of the organization. It gives rise to new ideas which can lead to the improvement of performance in an organization by establishing standards in accordance with international ...