Strategic Human Resource Management

Strategic Human Resource Management

Introduction

This assignment focuses on the literature review of the three articles based on strategic human resource management. The main objective of this paper is to understand and analyze the concept of strategic human resource management through the research conducted by different authors. The three articles are “Strategic Human Resource Management: Defining the Field”, “The Impact of Strategic Human Resource Management Implementation on Firm Performance "Empirical Study on the Telecommunication Sector in Jordan" and “Innovation in Strategic Human Resource Management: Building Capacity in the Age of Globalization”.

Discussion

The importance of the resource "staff" (especially of strategic employee groups) for the company's success is the context of current trends (demographics, increasingly knowledge-based competition, etc.) stressed in many companies. Scientific studies have also documented by empirical studies that the Strategic Human Resource Management (SHRM) is contributing to the company's success. In addition, the strategic work includes increasing the understanding of the players in the human resources departments (Ali Farazmand, 2004). In this assignment, articles have been reviewed to show how the integration of HRM to the strategic objectives of a company can be ensured so as to increase the use of personnel management instruments the performance of an organization.

Points of Agreement and Disagreement among the Articles

The main points of agreement between the articles revolve around the fact that strategic human resource management has its significant influence on the development and management of human resource in any of the organization. Through the practice of strategic human resource management in the organization, the performance of the staff and company personnel increases. Since the past few decades, researchers have been giving much attention to the role played by human resource management that may have been representing a distinctive approach in managing people (Graeme & John, 2005).

At the strategic design of HRM ...