Research and Practice in Human Resource Management

Wright and McMahan (1994) define strategic HRM as “the pattern of planned Human Resource deployments and activities intended to enable the organisation to achieve its goals.” A HR function should impact the success of an organisation; a policy must remain current and suitable to both the internal and external environment. Ulrich and Lake (1990) affirm, ‘HRM systems can be the source of organisational capabilities that allow organisations to learn and capitalise on new opportunities.’

Malaysia’s Exports since 2000 till present. Its exports greatly decreased after the 2008 Financial Crises before rebounding.

Ernest Hemingway, American novelist, had a strong influence on twentieth-century fiction. He pursued a very economical and understated style when constructing most of his work. Hemingway had a way of manipulating the moral of the story, which was strongly depicted in his short story “Hills Like White Elephants”, where the well-developed plot is very subtle on what the actual story is about. The topic of this short story can be argued that it is about women and men discussing their thoughts and emotions on a future abortion, or just a couple conversing about something that could hinder their relationship. Merited by some of the phrases and conversation in the short story it is anticipated that the characters are discussing abortion. Abortion is a matter that has experienced much controversy for plenty of time. Through psychological criticism it is evident that in Hills Like White Elephants, Hemingway is using modernism to employ symbolism and tone to argue that the emotions and events that follow abortions have not altered much.

“A multinational enterprise is a company that is headquartered in one country but has operations in one or more other countries” (Rugman and Collison, 2012). A firm on the other side operates within the national borders of a country. Some firms want to expand, not only in sizes but also in value and market share, by becoming MNEs. This is due to the fact that it can bring remarkable advantages even though is very risky. MNEs perform international business operations named as: Exports and Imports, Foreign Direct Investment (FDI). The first branch includes the goods and services that are produced in a country and sold in another one and vice versa, the second branch consists in equity funds invested in foreign countries. It is when firms begin to use FDI that they become MNEs.

Malaysia is a country of democracy, a multiparty system. The ruling party Barisan Nasional has been in power for over 25 years. That fact has provided the country with a high degree of stability, which is an important factor for companies investing in the country. Corruption exists in the country. This may be an obstacle for foreign companies, as it increases the company's costs and could cause problems. Transparency International takes 47th Malaysia out of 180 countries in its Corruption Perception

Today 's fast-paced, competitive business environment has resulted in "rediscovery" of the human resource management function as a group that may be able to enhance firm competitiveness and performance by being "strategic" (Dyer & Kochan, 1995; Ulrich, 1997). Strategic Human Resource Management is a term describing an integrated approach to the development of Human Resource Strategy that will enable the organization to achieve its goals (Armstrong, 2005). Whiles strategy is an action that managers take to attain one or more of the organization’s goals. Strategy presents a general direction set for the company and its various components to achieve a desired state in the future. This results from the detailed

David Guest (1987: 505) commented that: ‘Human resource management appears to lean heavily on theories of commitment and motivation and other ideasderived from the field of organizational behaviour’. These theories are summarized below.

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

It makes it realistic by motivating the workforce, developing commitment in them and improving communication.(Armstrong M,2003) Traditional Personnel management deals with short term planning and controlled externally. With employee relations’ perspective, it has low trust and less communication. It has lot to do with labour management.(limited to the people and not deals with strategy) On the other hand, HRM emphasizes that employees are critical to achieving sustainable competitive advantage and is central to organisational strategic performance.(Bratton and Gold,1999).HRM plays great role with organisation’s corporate strategy. But to do this, all HR strategies must be integrated and must be in line with overall business strategies.(Lecture Notes,2004 Topic 1)

Over the last decade, MNEs in China benefited from a favourable, even friendly, business environment which leads to an increase both in number and size.

Within this essay an in depth analysis will be conducted on the difference between Human Resource Management and Strategic Human Resource Management using contemporary perspectives. Human Resource Management (HRM) is the process of managing human resources in a systematic way. It is a practice devised to maximise the performance of employees and is concerned with the application of management principles to manage organisational personnel while paying attention to the policies and systems of the entity (Delaney & Huselid, 1996). Strategic Human Resource Management (SHRM) is a function of management which entails development of policies, programmes and practices related to human resources, which are aligned with business strategy so as to achieve the strategic objectives of the organisation (Patrick M. Wright, 1992). Its primary purpose is to improve the performance of the business and maintain a culture that encourages innovation and works continuously to gain competitive advantage. In this essay the Resource-Based View, High Performance Management and High Commitment Management perspectives of Strategic Human Resource Management and Traditional and Collaborative

The company is well known in Malaysia and is suited for the South East Asian market. The company holds a large portion of market share here because this region has less competitors and the company is accustomed to the region’s culture.

Chang, J. (2011). The early and rapid internationalization of Asian emerging MNEs. Competitiveness Review, 21(2), pp.171-187.

Aim: This research will help us understand the role played by Strategic Human Resources Management in Organizational success, what role a HR manager plays in improving organizational efficiency and how it differs from traditional Human Resources Management.

The relationship between an organisation’s strategic management and the management of its human resources is concerned with SHRM (Boxall, 1996). In SHRM, the HR department is more involving in acquiring and creating human capital resource which can ultimately realize the organization strategic goals. HR leaders are required to ensure that its procedures and plans align with the corporate business strategy as a whole. HR leaders should be able to visualize the complete system of HR activities from beginning to end to deliver the expected commercial results. External environments such as government policies, demographic, and labour market influence on the design of SHRM