Strategic Human Resource Management and Business Performance

Acinformationment

I would like to acinformation the support and contribution of my supervisor, friends, and teachers for this thesis. They have been very supportive throughout the research work.

Declaration

I [type your full first names & surname here], declare that this dissertation is based on my efforts. The topic and the content of the research are entirely based on my choice and reflect my information.

Signature:

Dated:

Abstract

The purpose of this research is to evaluate the association between strategic human resource management and business performance. In order to carry out this study, qualitative research methodology was adopted. The research has made use of secondary data to present findings. According to the findings of the study, strategical human resource management allows a firm to gain a competitive advantage. With the help of strategic human resource management practices, businesses can develop a competitive advantage in terms of cost leadership, quality, and innovation. In addition, strategic human resource management also allows businesses to sustain their competitive advantages for longer time periods.

Table of Contents

ACINFORMATIONMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 01: INTRODUCTION1

Business Management and Human Resource Management2

Background of the Study3

Aims and Objectives3

Research Question3

Rationale of the Study4

Structure of the Research4

CHAPTER 02: LITERATRUE REVIEW7

Business Performance9

Human Resource Management and Competitive Advantage10

The Strategic Role of Human Resource Management11

How Strategic Human Resource Management Impacts On Business Performance13

Strategic Human Resource Management Practices13

CHAPTER 03: METHODOLOGY17

Research Methodology17

Data Collection17

Secondary Data Analysis17

Benefits of Secondary Data18

Sources Used for Secondary Analysis18

CHAPTER 04: FINDINGS AND DISCUSSSION19

Approaches of Strategic Human Resource Management20

Strategic Human Resource Management and Competitive Advantage22

Strategic HRM Variables26

Summary of Findings27

CHAPTER 05: CONCLUSION29

Managerial Implications31

REFERENCES32

CHAPTER 01: INTRODUCTION

Introduction is the first chapter of this research. The introduction chapter includes information about the purpose, aims, and objectives of the study.

There are different common goals in a human resource project. Every member of a human resource project strives to achieve a common objective i.e. the effectiveness of the project. The responsibility of human resource is to ensure the accomplishment of goals and objectives. The four basic functions of HR include planning, organizing, leading, and controlling. The HR manager does not have to accomplish these goals alone. Depending on the nature of a project, human resource professionals share goals with line managers, consultants, employees, and other participants of the project.

In the current business environment, innovation and flexibility are the core issues. Human resource functions play an significant role in creating an environment that supports innovation and flexibility. The overall value for the organization depends on shared responsibilities of human resource professionals with people and processes. One the process side, human resource professionals shares responsibilities with line management and technology implementation. The responsibilities of human resource are shared with line management and technology. The interaction with people involves outside consultants and people. Human resource professionals are not only involved in strategical decision making but also in devising effective HR policies (Williams & Reilly, 2006).

The shared responsibilities of human resource professionals can be analyzed from the decision making model of Cook and Slack (1991). According to Cook and Slack (1991), human resource professionals play an significant role in each stage of ...