Assessing The Strategic Human Resource Management Preferences Business Essay

Assessing The Strategic Human Resource Management Preferences Business Essay Number of growing organizations believes that Human Resource (HR) provides them competitive advantage. It was understood by many organizations that competitive advantage can be obtained by quality work force/employees and culture. Approach of linking Human Resource Management to Strategic objectives of an organization is called as Strategic Human Resource Management (SHRM) (Bratton and Gold, 2001). It was cited by Bratton and Gold (2001, p39) strategic management is defined as ‘that set of managerial decisions and actions that determines the long-run performance of a corporation’. Strategic HR ensures that employees/human capital of an organization contributes to its achievements with their skills and performance. Traditional HR is concerned with implementation of policies and techniques like recruitment, staffing, remuneration, assessment etc (Klabbers, University of Bergen). But linking the general HRM and the organization’s strategy gives HR department more sc ope to enhance the abilities of their workforce and concentrate on the vision and mission. This connection is made to improve the organization performance and develop organizational culture which in turn facilitates innovation and flexibility. Overall the key principle of Strategic HRM is to achieve organization’s vision and mission. Bratton (2001) describes SHRM as a continuous process that requires constant adjustment in three major areas namely Value of Senior management, the environment and the resources available. Fig 1: Three major poles in strategic planning (Adapted from Bratton and Gold, 2001) Some authors believe that Strategic HRM is an Outcome and some believe that it’s a process. It was cited by Bratton and Gold (2004) that authors like Ulrich (1997) and Snell et al had different opinion on Strategic HRM. Snell et al believed that it’s an outcome designed to achieve sustained competitive edge through quality workforce. Ulrich (1997) also stated SHRM as an outcome of mission, vision and priorities of HR department. HR strategies are more concerned about matching the Five Ps that stimulates the employee roles for competitive strategy (Bratton and Gold, 2004, p46 and Cerdin and Ashok Som, 2003). It was cited by Cerdin and Ashok Som (2003) that Strategic HRM is identified in three levels namely Strategic, Managerial and operational level. Strategic level looks to the long term future, Managerial level looks at the mid term and the operation level looks at the short term focus. Different models and approaches were discussed in this assignment to understand the functionality of strategic HRM and how far the organization able to implement it. Models and Approaches There are several approaches and models by which Strategic HRM can be applied but basic strategic HRM model is widely accepted by many authors, researchers and even critics as well (Kane and Palmer, 1995). This basic model is based on the external and internal environment a nd basic organization strategies. Fig 2 Basic Model of Strategic Human resource Management (Adapted from Kane and Palmer, 1995) Strategic HRM models demonstrate how an organization links its business strategies and HR function to achieve it goals. Though SHRM adopts resource based philosophy, there are three different models defined by authors (Bratton and Gold, 2004, p49). These models are Control based, Resource based and Integrative model.

Human Rescource Planning Essay Example | Topics and Well Written Essays - 1500 words

Human Rescource Planning - Essay Example However, Dale Lodge (case organization) is facing challenges regarding deploying the leadership development program for cross functional members while the company is expanding its operation to achieve more business success. In such context, the researcher has been hired as external HR consultant to advise senior management of the company on how to embed leadership development program within organization, to support anticipated growth strategy. In the next section, the study will cover three issues, 1- process for embedding leadership development program for members of management team, 2- proposal of reward strategy that would retain and develop talents at all level and 3- evaluation and measurement of critical success factors associated with the proposal. The company will face two types of problem while deploying leadership development program, problem 1- lack of cross functional capabilities among members of management team and it will create problem for them to perform current and future leadership roles and problem 2- lack of experience in handling change dynamics while deploying leadership program. For example; Oracle Corporation (2012) found that more than 70% of employees in different companies across the globe lack the leadership potential to perform during job responsibility shifting. In the case context, senior management of the company has decided to expand business operation in terms of opening full scale conference and leisure facilities which can offer year long services. In order to implement mentioned growth strategy, company needs to widen job roles of existing members in management team in order to develop leadership capabilities among them. Such cross functional role shift would require development of interpersonal skills instead of developing integrating technical expertise of experienced members in management team. Caligiuri (2006) and McCall and Hollenbeck (2002) also pointed out

Attendance and Discipline Referrals Research Paper

Attendance and Discipline Referrals - Research Paper Example Literature Review Johnson and Lampley (2010) undertook a research to examine LISTEN (Linking Individual Students to Educational Needs) which is the mentoring program used at schools for identification of students at risk. The study adopted examination of LISTEN to evaluate its performance objectives and outcomes. LISTEN being a school program was sponsored by the district of East Tennessee to provide mentoring services to the students who need it the most. Johnson and Lampley (2010) took hold of the academic data from 2003-2005 to determine the post implementation effects of LISTEN on the grade 6 to 8 students. The study in detail focused on the relationship of discipline referrals, GPAs and attendance records of the students at risk. The study found that there was a clear difference between the rates of attendance, discipline referrals and the GPAs in pre and post implementation of LISTEN. This means that the students who are at risk need a mentoring program that can help them resol ve the problem of absenteeism and discipline referrals which eventually leads to improved GPAs. Sowell (2012) undertook a study to evaluate the relationship of school uniforms with the school attendance, achievement and discipline. The study used a causal and comparative study research design to determine the relationship. It collected data from the two high schools in the South West Georgia. One of the school had school uniforms as a compulsory element of education whereas the other did not have such restrictions. The study found that the school with uniforms had better attendance rate as well as fewer infractions of behavior as compared to the school without uniform. These schools... The paper focused on the influence of absenteeism and discipline referrals on the academic achievement of special students to understand the factors that greatly attract them towards absenteeism. It found that the special and disabled students are not involved in discipline referrals however, they tend to show absenteeism and lead to low academic achievement. The special schools implement models that encourage the students to remain regular and full on attendance. Thus, the factors like encouragement activities and regular programs motivate the special students to remain regular and active in their classes. The study showed that the students perform better when they undertake creative and active participation. Furthermore, the study found that the use of uniforms also encourages the students to attend the class and achieve higher grades in their academic career.