Assignment Questions Question #1: (250 each part) a) Provide a brief description of the models of HRM discussed in the first chapter of the textbook, and explain how each one related to strategic human resource management. First there is the Fombrun, Tichy and Devanna model which “emphasizes the fundamental interrelatedness and coherence of HRM activities” (Bratton & Gold, 2012, pg. 18, para. 3). There are four main components consisting of selection, appraisal, development and rewards that attribute to the HRM cycle. This model ignores different stakeholder interests, situational factors and management’s choice, but gives strength to the “coherence of internal HR policies and the importance of ‘matching’ internal HR policies Today’s business has constant fluctuating internal and external demands and the business approach that makes the most sense for that fluctuation is one that can flex with the business needs. The control-based model tends to look externally for the human capital resources needed with the appropriate skill set. Once these employees are found they are organized and used at the manager’s discretion. The business strategy is created and then the search starts to find the resources to fulfill that strategy. On the other side is the resource-based model, which analyzes the capabilities and skills possessed by internal employees. With a grasp of these internal factors is where the competitive advantage comes from, as this is something that cannot be recreated by other organizations, and from the internal strengths is where the business strategy is formed. Realistically strengths need to be drawn from both internally and externally in business. With the amount of change in economics, technology and the general market place, the HR strategy needs to remain somewhat flexible to adapt to those changes. By taking a rigid approach with either control-based or resource-based models you are being tied to a single method of management, whereas the integrative model allows for adaptability in the strategic approach dependant on the business needs at the time. If, as a business strategy, you are more process driven and look externally for that talent the
Why is strategic HRM so important for organisations? Explain how strategic HRM can be facilitated and how it can contribute to an organisation. Strategic HRM: can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that brings up innovation, flexibility and competitive advantage. Strategic HRM involves setting employment standards and policies. Moreover it is not any particular human resource…
Cynthia Steele March 14, 2015 HRM as a Strategic Partner The main purpose of this article is… The purpose of this article is to focus on the importance of the partnership of the human resource department to the success of organization and its workforce. “Profitability is one of the primary reasons why human resources management should be a strategic business partner.” (Ruth Mayhew, 2014) The key question that the authors are addressing is… The key question the authors are addressing…
Strategic HRM Proposal Cellular Service Provider By: HR Director Nick Casura Executive Proposal Summary I am creating this proposed plan in order to address both our positive and negative aspects to our current business model and have not attained our previous goals. As an effect, we have fallen behind in our current market and now are third out of six companies in market share. I would like to implement some new goals and strategies to address the problems that we have currently and…
External Influences (that may impact you and your relation to HR): Econonmic Conditions -employment levels – ex) a lot of jobs available must compel current employees to stay. - productivity levels – ex) higher degrees of productivity in another country so why have the work here? - growth of the primary, secondary, and tertiary (service) sectors – ex) if you want to keep someone in a service job, you have to pay them differently depending on where they are. - increasing workforce diversity:…
Science Vol. 5, No. 9; August 2014 Dynamics of HRM Practices and Organizational Performance: Quest for Strategic Effectiveness in Pakistani Organizations Attique Arshad MS Scholar University of Management and Technology Professor Dr. Sarwar Mehmood Azhar Director PhD & Centre for Graduate Research University of Management and Technology Khurram Jawad Khawaja MS Scholar University of Management and Technology Abstract Purpose: Effectiveness of HRM strategy and practices is not established in public…
Introduction to Strategic Human Resource Management Pawan Budhwar and Samuel Aryee The objectives of this chapter are to: Summarise the developments in the field of human resource management (HRM) Examine what strategy is Highlight the growth and nature of strategic human resource management (SHRM) Examine the linkages between organisational strategy and HRM strategy Match HRM to organisational strategy Discuss the main perspectives on SHRM and organisational performance. What is HRM? Developments…
Introduction In a rapidly and continuously changing work environment, organisations are becoming more volatile giving rise to renewed concerns for human resource management (HRM). To survive in an intense competitive environment and subsequently achieve their objectives, organisations require human resources (HR) and capabilities that are exceptional and create value in an inimitable way (Barney & Clark, 2007; Pfeffer, 1994). Boxall and Purcell (2003) reinforced that the unique talents among…
ventures and wholly owned subsidiaries located in different parts of the People's Republic of China. A positive relation was found between firm performance and the extent to which firms used a 'high-performance' HRM system as well as the degree to which they engaged in the integration of HRM and firm strategy. Keywords Human re.source management; organizational performance; China; multinational corporations. Explaining variations in performance is one of the most enduring themes in the study of organizations…
CLICK TO DOWNLOAD HRM 498 (Strategic Human Resource Management and Emerging Issues HRM 498 Week 1 Individual Assignment; Management Challenges & Concerns At your company, you work on all HRM responsibilities, and have been asked to join a committee to present a report on management challenges. This report must include challenges, possible causes, and a plan for addressing them. Select one to two articles on HRM challenges. Write a 350- to 500-word report about these challenges. Format…
assignment In general, HRM is a strategic and systematic approach to managing people in a way that would maximise their motivation and contribution towards meeting the organisation’s objectives. A HRM Plan is a departmental document which aims to predict what programmes are required in the next few years to practise HRM within the organisation. The aim of a HRM Plan is to help the department to achieve its mission and objectives through a systematic design and implementation of HRM programmes. Apparently…