STRATEGIC HUMAN RESOURCE

Strategic Human Resource Decisions in Organizations



Strategic Human Resource Decisions in Organizations

Introduction

Nowadays in every business organization around the word, we hear about the importance of ethical behaviour, but most importantly we listen about the code of ethics which define and make obligatory the respect of ethical behaviour. Ethics can be defined as moral values and principals. It is a decision of choosing the right among wrong and right. Business ethics are that functions which leads to choosing right decision at the right time which leads for the welfare of not only business owners but also society, consumers, stakeholders and its employees. Business ethics now days have become so important that no business can survive in the market without following them (Wielemaker, 2005, 264). Corporate social responsibility (CSR) is a broad concept thus; there is a lack of consensuses on the definition of CSR. According to the definition of The European Commission, CSR is seen as “a concept whereby companies decide to contribute to a better society and a cleaner environment voluntary”. Among many, a frequently referenced definition from academic literature is that “the firm's considerations of, and responses to, issues beyond the narrow economic, technical, and legal requirements of the firm to accomplish social (and environmental) benefits along with the traditional economic gains which the firm seeks”. While there are numerous definitions of CSR, the common concepts among definitions are voluntary activities of firms that benefit society and the interaction between firms and their external stakeholders

Strategic HRM

Strategic Human Resource Management is very broad concept which is designed to facilitate companies to best meet the requirements and needs of their workforce and employees as promoting goals of the company. Human resource management is an arrangement which deals with every aspect of business that influence and has its impact on employees, for instance recruiting, hiring, firing, benefits, pay, administration and training. It also presents work incentives, sick or vacation days and safety procedure information (Wielemaker and Flint, 2005, pp. 264). This field has been defined as 'the pattern of planned human resource deployments and activities intended to enable an organization achieve its goals' or 'organizational systems intended to achieve competitive advantage through people' Both definitions reinforce the notion that HRM practices create valuable resources within the firm that are capable of producing competitive advantage through people (Andersen et al, 2007.168).Indeed, more than two decades of research has accumulated a vast body of knowledge which suggests that HRM practices that impact the motivation, knowledge, skills, and behaviors of employees lead to better employee, organizational, and financial outcomes. Strategic human resource management involves thinking ahead and scheduling and planning ways for an organization to meet the requirements and needs of its employees and for them to best meet the requirements of an organization. It can have affect in all the way things are done at business, developing and improving each and everything from practices of hiring to training programs of employees to evaluation techniques and ...