SHRM in a Business Organization



SHRM in a Business Organization

Abstract

As the global business are entering into the new era of high technological advancement with a rapid speed then at the same time it is also facing through a fierce era of higher competitions in the forms of mergers and acquisitions. This conception highlights the kind of complex but flexible or dynamic environment of business that have to be faced by all business organizations. Such rapid changes in the business current scenarios and environments are the reminders for the business to do more efforts for surviving as well as growing in this competitive world, and for this purpose, it is highly required to focusing on the skills, abilities, and core competencies of a business's employees as well as discovering the core competencies of its business competitors so that a business could compete with the core competencies of its competitors. Most of the times, the field of SHRM evolves in accordance with truth that the Human Resource of an organization must be managed strategically for enjoying and attaining persistently competitive advantages over it all competitors in the global businesses. A large number of scholars have stated in this regard that the effective management of people is boring and tiresome than the management of capital of technology (Barney, 1991). The business organizations that learn to effectively manage their human resources must have a competitive advantage over its competitors in the long run as acquisition and recruitment of human resources in an organization with efficient and effective means is hard and takes time (Wright et al., 1994).

Introduction

In a business organization, the human resource offers a strong and powerful synergy for sustaining its competitive advantage if it is properly maintained, deployed, and utilized. From one perspective, the conventional type of HRM is about a formal system which is used to manage employees in an organization and mostly concern with some administrative and transactional support services for them. The appearance of Strategic Human Resource Management (SHRM) interrelated with the association between two different concepts of Human Resource Management and Strategic Management in a business organization. The model of the strategic business partner emphasized the appropriate fit or integration of Human Resource practices with the integration of business strategies of a business organization as it has become a necessary thing for any organization to gain a competitive advantage over its competitors in this business world. The roles of change agents and business partners under the aims and perspectives of SHRM perform business operations successfully and effectively but it is mandatory that the HR professionals or practitioners in that organization must be highly talented, knowledgeable, core competent for getting business advantages with having a broad and realistic vision and must be multi-skilled for operating global skills, integrity and credibility, and other required consulting skills. The practices of Strategic HRM enhance the productivity of employees as well as their abilities to achieve the organizational goals and objectives. Integrating the practices of human resource with the processes of strategic planning ...