Human Resources Management: The Theory Of Human Resource Management

The Society for Human Resource Management (SHRM) is the largest expert alliance committed to human resource management in the world. The main objective of the foundation is

The TED Talk watched in class provided a very real story about the essence of stereotyping. Chimamanda Ngozi Adichie mentioned how when coming to the United States and being in college made an object that many have not really encountered. A prime example of this in her case would be of her writing of a novel that was deemed “not African enough”. Just like Adichie faced, stereotypes are a seemingly way to define the normal or the expectation. Once broken it challenges our underlying assumptions of a group people that can be used to challenge power structures in place.

This artifact was a seminar paper written as a literature review to address topics, theories, issues, and trends in HRD in the course Seminar in Human Resource Development. This artifact considers strategic human resource management (SHRM) practices in terms of what human resource (HR) practitioners are doing and how it affects the organizations they are doing it in and the field of human resource development (HRD). Definitions of SHRM are represented as; a human resource system designed for the mandates of business strategy and a planned model of human resources activities to allow the organization to achieve its goals. It reports SHRM information found in literature and relates it to the study of HRD. I selected this artifact because it compares and contrasts SHRM approaches of HRD and analyzes each of their strengths and weaknesses. Additionally, the artifact evaluates and clarifies the importance of SHRM to HRD and its purpose and goal within an organization.

According to Armstrong, SHRM can match people to the strategic and operational needs of the organization (Armstrong, 2011). It develops human resource planning reasonably based on the organization’s operational plan, development strategy, current situation of HR management system, and analysis on HR related information. SHRM can also manage the talented individuals to meet present and future needs of the organization (Armstrong, 2011). It can setup systematic HR training system that is combined with employees’ personal development plan, in order to provide the organization with the talents and meet the development needs. It can also develop a climate of learning in which employees are more willingly to enlarge their work skills and develop the levels of competences. SHRM provides employees with motivating and interesting work and offers sufficient autonomy and flexibility (Armstrong, 2011). It contributes to performance management by focusing on the entire process from performance planning, examination, evaluation, feedback, to motivation. In this way, the organization will develop a constantly improved performance. Despite the benefits mentioned above, SHRM can also develop a vital stock of knowledge within the organization, developing a climate of cooperation and trust, developing motivation, commitment and job engagement, etc (Armstrong, 2011). It will not only focus on if the applicants fit the position during recruitment process, but also

Strategic Human Resource Management (SHRM) is identified as an effective macro-organizational tool to support the role and function of Human Resource Management according to focus on the organization’s business strategy compared with the traditional human resource management. (Ryanair. 2015).

Countries that put communism into practice constantly change the principles, nobody has the same version of communism; these changes do not allow “true” communism to be realized. The lack of success when communism is implemented can be attributed to the constant adaptations made and these adaptations are made for three reasons. To begin with theory of an idea does not always correlate with the actual experiment. Theories rely on set factors that need to be in play, however sometimes in reality these factors can not be met due to limitations or other possibilities. In particular within “The Communist Manifesto” Karl Marx asserts the importance of the leaders having absolute power and this premise simplifies things in theory, but throughout history it has had drastic consequences on societies. These theories are then modified to align with the

(Armstrong, 2010). According to online published data (Cipd, 2013), SHRM playing an important role in organizations as it provide a framework which support long-term business objectives and outcomes. Overall, HRM is essential for any organization as it is not just about strategic planning but also concerned with implementation of strategies which is required to meet business objectives. (Understanding and concepts of HRM and SHRM explianed in

Schuler and Jackson (1987) propose the model of Human Resource Management as the business strategic policies and practices of the organization. This framework is to achieving competitive advantage in different industry condition. They argue for fit in different industry condition and business strategic. It includes innovation, quality enhancement and cost reduction. This business strategic associated with particular employee role behaviors and HRM policies and practices.

Schuler and Jackson (1987) propose the model of Human Resource Management as the business strategic policies and practices of the organization. This framework is to achieving competitive advantage in different industry condition. They argue for fit in different industry condition and business strategic. It includes innovation, quality enhancement and cost reduction. This business strategic associated with particular employee role behaviors and HRM policies and practices.

As the global business environment becomes increasingly competitive, more and more organisations are targeting human resources as a means of strategically gaining competitive advantage. Strategic human resource management (SHRM) is a constantly evolving process which is concerned with providing a strategic framework that supports an organisation’s long term business goals. The logic behind this is that organisations are using new innovative technologies to provide qualitative low- cost solutions, and are trying to manage their human assets more effectively (Wright,

Human Resource Management (HR) is a function in an organisation aimed at maximizing employee performance in relation to the employer 's set standards and strategic objectives. The primary focus of HR is concentrated upon the management of employees, and on the policies and systems within and outside the organisation. (Boxall & Purcell, 2011). “Strategic Human Resource Management (SHRM) aims to align the functions and processes of HR with the strategic aims and objectives and competitive advantage of an organisation.” (Hartel, Fujimoto, Strybosch & Fitzpatrick, 2006). After all, the key characteristic of HR is ‘integration.’ The role of HR and HR Professionals can be linked to four main SHRM theories, namely: Jackson & Schuler (1995), Kochan & Barocci (1985), Klatt, Murdich & Schuster (1978) and Lundy & Cowling (1996).

Human resource management “is the organizational function of planning for human resource needs, recruitment, compensation, selection, development, evaluation, and handling of grievances and labor relations” (Singh, 2016, p. 362). The key human resource competencies as outlined by the Healthcare Leadership Alliance (HLA) include: communication and relationship management; leadership; professionalism; knowledge of the healthcare environment and business skills. The healthcare leadership alliance consists of the following organizations: American College of Healthcare Executives (ACHE); American College of Physician Executives (ACPE); American Organization of Nurse Executives (AONE); Healthcare Financial Management Association (HFMA); Healthcare Information and Management Systems Society (HIMSS); Medical Group Management Association (MGMA) and its educational affiliate, the American College of Medical Practice Executives (ACMPE).

The Human Resource Management (HRM), the term to describe the management system of the human capital within the organization. The responsibilities of the human resource department are mostly distributed into three main factors of management area. The main factors are; recruitment, employee compensation and distribution of work.

The purpose of this essay is to analyse and explain, using Human resources models, concepts and assumptions, how and why people are of value to organisations and how and why it is assumed that HRM/SHRM can contribute to company success through valuing and managing its employees.

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.