STRATEGIC HUMAN RESOURCE MANAGEMENT

Strategic Human Resource Management



Table of Contents

Introduction3

Purpose4

Background4

Structure4

Literature Review5

Universalistic perspective5

Contingency perspective6

Strategy6

Industry sector7

Technology8

Organizational structure8

Configurational perspective9

Critical Analysis10

HRM practice evolve separately (linkage between theory and practice)10

Resource-based view12

Behavioral perspective13

Emerging Perspectives13

A cognitive perspective in strategic HRM14

The role of social capital15

Cultivating social capital15

Conclusion16

References19

Bibliography21

Strategic Human Resource Management

Introduction

For human resource management, strategic human resource management is something that is inevitable and consistently required by all means. Strategic human resource management is a practical implementation that has outcomes and results in all field of life and it is a concept which fulfils the existence of human resource management with its strategic goals and objectives. The major purpose of strategic human resource management is to assure the linking between these two concepts and ideas to gain better business performance and conclusions which further improvises on the structural management of any association (Ahmad & Kazmi, 2001, p. 133-140). Organizations which have the concept of strategic human resource management involved within their parameters and systems perform human resource function as a functional association and a concept which is more generalized and formulated. The execution of the orders and implementation is carried out through human resource activities and their overall balance is effectively implied.

For this reason, strategic human resource management is the core function of the business involving human resource and its basic implementations. To have an integrated and well off environment towards strategic goals, this is something which is essential and vital. Strategic human resource management is a concept which is pretty diversified and designed to proficiently enable the companies to have the ultimate requirements and needs of their workforce and employees as goals which are promoting the company on consistent terms and regulations. For recruiting, hiring, terminating, beneficial advancements, payment measures and training the employees, this is a highlighting criterion to be beneficially implemented in an association.

This concept has been generally defined as 'the pattern of arranged human resource employments and activities that intend to denote human resource management substantial and valuable resources within a company. The basic motive is to achieve competitive advantage through mind sets of different individuals that are capable of producing the workforce environment and surrounding which is diligent enough. (Andersen et al, 2007.168).

Purpose

The main purpose of this paper is to elaborate on strategic human resource management. In this paper, we have kept the man focus the concept of strategic human resource management. The paper assures critical analysis and management of the division between researching and practicing routines in human resource management, what is the basic role of human resource management theory and research in changing the perspective and practitioner behaviour and decisions to enhance the durability of work life for hundreds of people throughout the globe and the effectual impacts of organizations as such. The paper deduces and states different sets of discussions using cases and instances.

Background

Strategic human resource management is about thinking ahead of time and planning accordingly as to what schedule and organizational measurements are required for the cause of meeting the requirements and needs of a ...