The Strategic role of HRM is to drive organizational performances
The
term Human Resource Management refers design and application of formal systems
in an organization to ensure the effective and efficient use of human talent to
accomplish organizational goals. Smart managers continuously know that it’s
employees don’t perform well ,that the company doesn’t stand chance of succeeding.
All the organization require eagerness individuals who able to serve the
intrigued of the organization and it’s clients. The big challenge is hiring and
keeping high quality employees with right set of skills for today’s organizational
context. Hiring the right employee to become more competitive in globally,
improving quality innovation and customer service of an organization , to
retain after mergers ,acquisitions or
downsizing and finally to apply new information technology for e-business.
HRM
has shed its old “personal” image and gained recognition as a vital player in
corporate strategy. “Many organizations are looking for their HR leader to be
able to understand in great detail the business and the challenge of the
business” says Fran Luisi of Charleston partners. All managers have to be talented within the premise of HRM. With today’s
compliment organizations, Managers all through the organization play an dynamic
part in enlisting and selecting the correct workers, creating viable preparing
programs, planning fitting recompense frameworks ,or making successful
execution evaluation methods.
The
Strategic approach to HRM basically in three elements.
1. 1. All managers are involved in
managing Human Resources
2. 2.Employees are viewed as an asset.
No strategy can be implemented effectively without the right people to put it
into action.
3. 3.HRM is a matching process ,integrating
the organization’s strategy an goals
with the correct approach to managing human capital
The best Human Resources department not as it
were back vital destinations, but too effectively seek after an continuous,
coordinates arrange for assisting the organizations execution. Research has
found that effective human resources management and the alignment of HR
strategies with the organization’s strategic direction has a positive impact on
performance including higher employee productivity and stronger financial
results.
“If each of us hires people are
smaller than we are, we shall become a company of dwarfs. But if each of us
hires people who are bigger than we are, we shall become a company of giants.” DAVID OGILVY(1911-1999) Founder
of Ogilvy & Mather Advertising Agency.
REFERANCES
Results
of a McKinsy consulting survey, reported in Leigh Branham, “Planning to Become
am Employer of Choice,” Journal of
Organizational Excellence(Summer 2005):57-58
Robert
L.Mathis and John H. Jackson, Human
Resource Management: Essential Perspectives,2d ed. (Cincinnati, OH: Southwest
Publishing,2002),p.1.
See
James C. Wimbush, “Spotlight on Human Resource Management,” Business Horizons
48(2005):463-467;
Liza
Casttro Christiansen and Malcolm Higgs, “How the alignment of the Business
Strategy and HR Strategy Can Impact Performance.” Journal of General Management 33,no.4(Summer 2008):13-33;
Richard
L.Daft “New era of Management.” Human
Resource Management :375-377;
Article provides and explains the real objectives of HR practices, try to give some practical experiences as well..
ReplyDeleteAnyway its great paper work.
Noted
DeleteGood article which shows the inter relationship between the HRM practices and organizational performances.
ReplyDeleteIt is essential for everyone in any level of the organization to play a HR role in their own context. So that, it is a must for the HR strategy to be totally connected (synchronize rather) with the organizational policies and objectives and build the competency of the team to drive its targets.
ReplyDeleteEmployees are 'asset' to the organization. HRM has a vital role of approaching their employees on correct strategic direction and then only the organization can perform and achieve their goals/targets.
ReplyDeletePlease consider following points.
ReplyDeleteThe blog article should importantly have three parts.
i) Introduction to the topic
ii) Global context of the topic. (How it has been practiced globally, why they practice it and the benefits of practicing the selected HR concept.)
iii) Application of the selected topic to the selected company. (Why they have to apply, how they would apply, expected benefits etc.
And finally, a brief conclusion.
If you can include a kind of conclusion part where you can express your own view on the subject matter would be much appropriate. Then your colleagues can come up with their own view as well and comment on your blog.
Please follow the Harvard reference and citation style.
Whatever you cited should appear in the reference list and whatever appear in the reference list should be cited in the main body of the text.
The Human Resources Division plays a key role in an organization that manages human resources strategically. The Human Resources Division is strategic in dealing with areas such as employee growth and employee needs and more It contributes greatly to the well being of the organization as well.
ReplyDeleteReaching ultimate business goals requires leadership. Strategic human resource management encompasses the traditional human resources functions of recruiting, screening, interviewing, and hiring employees, but also works with the overall organizational strategy to achieve success. You have clearly explained the role of HRM in order to achieve the greatest performance of the company.
ReplyDeleteAll the employees are assets to an organization It is Responsibility to keep their momentum to achieve the milestones
ReplyDelete