Human resources refers to the sum of the ability to work within a certain range of the overall population; or means the sum of intellectual and physical labor ability which can contribute to the entire economic and social development.
The focus of human resource management (HRM) is on managing people within the employer-employee relationship. Specifically, it involves the productive use of people in achieving the organization’s strategic business objectives and the satisfaction of individual employee needs. (Stone, 2010)
The Strategic Human Resource Management focuses in the linking of all human resource activities with the organisation’s strategic objectives. (Stone, 2010) It ...view middle of the document...
Because of that, strategic human resource management is important for the organisation’s strategic management.
Strategic Human Resource Management refers to a series of strategic activities focusing on the human resource development and management that the enterprises undertaken to achieve the goal. It is designed to help companies best meet the needs of their employees while promoting company goals. Human resource management deals with any aspects of a business that affects employees, such as hiring and firing, pay, benefits, training, and administration. Human resources may also provide work incentives, safety procedure information, and sick or vacation days.
Margo Upson mentions that “Strategic human resource management is the proactive management of people. It requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company. This can affect the way things are done at a business site, improving everything from hiring practices and employee training programs to assessment techniques and discipline.” (Upson, 2003)
Human resource management is the best way to help companies who work hard to achieve the needs of their employees which can promote a work atmosphere beneficial to productivity. Take ahead thinking to plan for the needs of employees, can help improve the rate of skilled staff that chooses to continue to work for the company. The money that companies spend on finding and training new employees can be reduced by improving the employee retention rate.
It is important to consider what employees may want or need and what the company can rationally supply when generating a human resources plan. Margo Upson indicates that “A larger company can usually afford training and benefit programs that smaller companies cannot afford to offer. This does not mean that a smaller company should not engage in strategic human resource management. Providing specialized on-site training, even if provided by senior members of the company, and offering one-on-one assessment and coaching sessions, can help employees reach peak performance rates.” (Upson, 2003)
A sucessful strategic human resource management requires several human resource management activities, such as employee development, employee motivation, employee relations and so on.
Employee development is an important aspect of strategic human resource management. “This process begins when a company is recruiting and interviewing prospective employees. Improved interviewing techniques can help to weed out applicants that may not be a good match for the company. ” says Margo Upson. (Upson, 2003)
Employee motivation is vital to the success of any organisation. (Stone, 2010) Highly motivated employees tend to be more productive and have lower rates of absenteeism, turnover and lateness. (Bayars, 2003) Highly motivated employees come to work early, work hard and contribute more to the organisation’s...