What Is Human Resource Management and How Does Strategic Human Resource Contributes to an Organization's Performance?
Organizations globally require humans to operate. However mechanized or streamlined these organizations are, humans are still at the seat of control and management. From this perspective, the importance of human resource as an the asset of the firm is significantly felt. Interaction between humans has never been a straightforward task as simply pushing a lever. On a higher scale, deployment of human resources is similarly a difficult task of which a carefully minded process is orchestrated for maximum efficiency and impact. This brings us to the basic definition of Human Resource Management (HRM).
HRM is the process of analyzing the current human resource situation of an organization and managing its personnel needs in order to meet of its overall strategic objectives. (Lin, F., 2010). Corporate strategies that are brainstormed and passed down by top management are scrutinized for human resource (HR) emphasis. Thereafter, an assessment of where the current HR situation stands relative to the corporate strategies is being reviewed and deliberated on. From here, the management of personnel is being triggered into effect by tweaking its various HR actions to address any shortfall or surplus in order to fulfill the grand strategy laid down by the top management. This shift would be felt when the business progressed and would be a result of HRM in practice. In a nutshell, it is an alignment of individual 's interest with that of the organization.
Strategic HRM (SHRM) focuses on the significance of human capital 's attributes to overall organizational success. (Lin, F., 2010) The traditional HRM model emphasized the relationship between the business and its human resource. SHRM goes one step further by encompassing the most important influencing factor of businesses, i.e. the business operating environment. The reason behind this inclusion is the need to define organizational success. Organizational success can only be determined by the firm 's place
HRM is the process of analyzing the current human resource situation of an organization and managing its personnel needs in order to meet of its overall strategic objectives. (Lin, F., 2010). Corporate strategies that are brainstormed and passed down by top management are scrutinized for human resource (HR) emphasis. Thereafter, an assessment of where the current HR situation stands relative to the corporate strategies is being reviewed and deliberated on. From here, the management of personnel is being triggered into effect by tweaking its various HR actions to address any shortfall or surplus in order to fulfill the grand strategy laid down by the top management. This shift would be felt when the business progressed and would be a result of HRM in practice. In a nutshell, it is an alignment of individual 's interest with that of the organization.
Strategic HRM (SHRM) focuses on the significance of human capital 's attributes to overall organizational success. (Lin, F., 2010) The traditional HRM model emphasized the relationship between the business and its human resource. SHRM goes one step further by encompassing the most important influencing factor of businesses, i.e. the business operating environment. The reason behind this inclusion is the need to define organizational success. Organizational success can only be determined by the firm 's place
Bibliography: Lin, F. (2010): Human Resource Management: Strategy and Policy Study Guide, Dublin, National University of Ireland, Dublin.