Strategic Human Resource Management

​The key functional areas of Human Resources Management are: analysis and design of work, recruitment and selection, training and development, compensation and

There are two types of rewards; monetary and non-monetary. Monetary rewards consist of things like pay, bonuses, profit sharing, share bonus schemes and fringe benefits. Whereas non-monetary rewards include positive feedback, employee of the month awards, certificates of appreciation and promotion. Rewards systems should include the following to insure fairness to all parties; show respect for individuals, operate with procedures that are fair to everyone and to be plain and blunt about the basis of decision making. Rewards aim to motivate staff and draw high-quality employees.

Prior to any discussions regarding HRM alignment with business strategy, it is necessary to distinguish the role of traditional HR from the role of strategic HRM. The Journal of Management published an excellent article written jointly by Brian E. Becker and Mark A. Huselid. The article was entitled Strategic Resource Management: Where Do We Go From Here? Becker and Huselid made a distinction between Human Resources and Strategic Human Resource Management. According to Becker and Huselid, the distinction between HR and HRM centers on two important facts. First, traditional HR focused on individual performance and in contrast, HRM focused on organizational performance. Second, HRM uses human resources systems to solve business problems conversely, traditional HR kept human resource functions separate from the business functions (Becker & Huselid, 2006).

Human Resource Management (HR). This is the management of a business’s workforce or people. It is responsible for several things including the selection, training and assessment of employees, making sure that employment and labour laws are complied with and ensuring the leadership of the company overseen properly. In smaller companies the HR department may just be a few trained staff, but in larger organizations there will be a whole department focussed on HR.

Human resources management covers all levels ( low ,middle and top) and categories( unskilled, skilled, technical, professional, clerical and managerial) of employees. It covers both organized and unorganized employees.

This strategy level is typically primarily concerned with maximizing resource productivity and addresses the question, 'How do we support the business-level competitive strategy?' Consistent with this, at the functional level, HRM policies and practices support the business strategy goals.

The functional areas of business are management, law, human resources management, leadership, accounting, finance, economics, research and statistics, operations management, marketing, and strategic planning. Although, all of the functional areas are essential to the success of a organization, two areas stand out as key to getting the business started and keeping it profitable, and they are human resources management and the accounting area (University of Phoenix, 2013).

According to Johnason, P. in 2009, human resource management (HRM, or simply HR) is a functional department in organizations designed to capitalize on employee performance in service of an employer's strategic objectives. HR is mainly related to the management of people within organizations, focusing on policies and systems. HR departments and units in organizations in general, undertake a number of activities such as employee recruitment, training and development, performance appraisal, and rewarding in term of benefits and salary increment. HR is also concerned with industrial relations, that is, the balancing of organizational practices arising from collective bargaining and from governmental laws.

Bhagria (2014) stated that HR practices are functional activities and strategic plans that improve services to employees and increased profitability for the employer. The term "best practices" refers to actions that are successful methods to get the desired results. In the field of human resources, several best practices exist in all disciplines. However, recruitment and selection, employee relations and compensation and benefits are disciplines where best practices in human resources can reap the best return on investment.

•Health, safety and compliance: relates to programs designed to keep employees “safe” on the job, plus all activities

Google was selected because the firm has some of the best HR practices. This has resulted in employees showing greater amounts of loyalty and helping the company to enter new markets. Evidence of this can be seen with some of many benefits provided by the company including: free child care, legal aid services, an in house physician, a gym, lunch room and gourmet meals. According to the firm, their focus is, "Designed to take care of the whole you and keep you healthy, whether physically, emotionally, financially or socially." This is showing how Google's HR department is one of the key tools they are using to attract and retain talent. Learning from them will help to offer specific insights about creating an effective HRM strategy. ("Benefits," 2012)

Human resource management (HRM, or simply HR) is a function in organizations designed to maximize employee performance in service of their employer’s strategic objectives.[1] HR is primarily concerned with how people are managed within organizations, focusing on policies and systems. HR departments and units in organizations are typically responsible for a number of activities, including employee recruitment, training and development, performance appraisal, and rewarding

Development on the other hand is not primarily skills oriented. It provides general knowledge and attitudes which are helpful to employers in higher positions. Development provides knowledge about business environment, management principles and techniques, human relations, specific industry analysis. Many employees are chosen specifically for programs to develop them for future positions. This is decided on the basis of existing attitude, skills and abilities,

Human resource management (HRM) defines as an administrative process which manages and deals with the company’s employees to assist in achieving the company’s goals (Grimsley 2015). The role of HRM is to offer support in human resource matter to all employees. There are four functions of human resources which are recruit people, select best candidate, give training and development to new candidates and give some good compensation and benefit to new candidate (iPlace 2013).

Managers get the work of an organization accomplished through others. Therefore, managers at every level of the organization should be concerned with Human Resource Management (HRM), which is the utilization of individuals to achieve organizational objectives. A human resource manager is an individual who normally acts in an advisory or staff capacity, working with other managers regarding human resource matters. All human resource management functional areas are highly interrelated. Management must recognize that decisions in one area will affect other areas.