The Impact of Strategic Human Resource Management

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  1. The impact strategic human resource management will have on an organisation if it is implemented.

Answer:-

The strategic human resource management is a set of decision and subsequent actions to formulate and implement strategies to achieve the organizational goals. The impact of strategic human resource management on an organisation is:-

  • Time management:-
  • Time management is the control over the amount of time spent on the specific activities, especially to increase the effectiveness, efficiency and productivity of an organization. Management has to know the techniques to manage the time constraint to achieve the specific goals of an organization.
  • Fast decision-making:-
  • Decision making process in an organisation should be fast to attain the goals. An organization will be called the best if they make effective and value able decisions fast with keeping in mind the negative results of decisions made by management and alternatives of them.
  • Selection procedures.
  • This part includes the selection of skilled and experienced employers in all the fields in an organization to attain goals. Management has to go through the short listed process to get the highly skilled people so that they do not need much training its save organisation’s time and efforts.
  • Development of management.
  • Management development looks at the organisation’s strategy aims and addresses the needs of the employees, various techniques which are used and the importance of evaluating programmes and gives them a feeling of leadership. Promotions of employees are must to enhance the performance of an org like increment in wages, benefits and training if they needed.
  • Training activities.
  • For human resource professionals, effective listening and communication skills are core part to building, managing and supporting staff. Human resource training activities can be tailored to industry by including industry specific role playing activities.
  1. A suitable model which the organisation can use as a blueprint for setting up a strategic human resource management programme

Answer:-

SHRM has five models:-

  • Best fit or contingency model
  • Best practice model
  • Harvard framework
  • Guest’s model of HRM
  • Patterson’s model of HRM

Best practice model

The elements of best practices identified by Pfeiffer (1998) are now widely recognized, if not universally accepted:

Employment Security/ Job Security

Sophisticated Selection /Selective Hiring

Team-working and Decentralization

High wages linked to organizational performance

Extensive Training

Narrow Status Differentials

Communication and Employee Involvement

Employment Security/job security:-Job security’s objective is important to improve worker’s welfare, social security programmers, benefits to improve worker’s income security in case of sickness, work accidents and old age.

Sophisticated Selection /Selective Hiring:-

This part includes the selection of skilled and experienced employers in all the fields in an organization to attain goals. Management has to go through the short listed process to get the highly skilled people so that they do not need much training. Its saves organizations’ time and efforts.

Team-working and Decentralization:-

Decentralization is the process of redistributing or dispersing functions, powers, people or things among different people in the organizations, This process safe the time of workers and every worker gets the chance to put his/her skills to fulfill the task within specific amount of time. The meaning of decentralization may vary in part because of the different ways it is applied. Concepts of decentralization have been applied tobig organizations.

High wages linked to organizational performance:-

Incentive compensation may also help attracthigh-performing employees, all else being equal, employees in such firms will receive higherwagesto matchemployeeperformance, and incentive compensation systems should perform best.

Extensive Training:-

Extensive training is needed to enhance the performance of an organization. This training examines the relationships between indicators of high performance work organizations. Training must be provided by the highly skilled people of the management.

Communication and Employee Involvement:-

Communication with bottom level of workers is very important. It will motivate them towards their goals and can perform well to achieve organization’s goal.

Business or production strategy can only be achieved when employees contribute in the business. High investment in training, highly motivation is must. They should become the part of all the business meeting with HR or other higher level of managers etc. Communication with them, get their idea as a feedback is must from employers.

  1. The purpose behind at least five strategic human resource management activities such as:
  1. Preparing a Job analysis
  2. Employee recruitment and selection procedures
  3. Performance appraisal systems
  4. Career planning and development strategies
  5. Compensation and benefits
  6. Industrial relations policies and procedures
  7. Health and safety programs
  8. Managing diversity within an organisation

Answer:-

The “Best Practice Model” plays very vital role in the given strategic human resource management activities. Now I will explain that how does it play role in these activities:-

  • Preparing a job analysis:-

The process of job analysis must be conducted in a logical manner, therefore a multistage process usually is followed, regardless of the job analysis methods used. Job preparing analysis contains the description of the job. Duties and requirements of the advertised role in respective manner. This process includes the basic stages:-

Understanding the job:-Its start by developing a complete understanding of the position. This is the foundation on which hiring is based. It considers:

  • All of the duties and responsibilities of the position
  • Their scope and level
  • The context in which these are to be performed
  • The amount of responsibility, authority and accountability required to perform the work
  • The major and minor activities

Identifying Performance: - In this need to identify and evaluate the quality of the work like effective and ineffective manner.

  • What are the performance expectations for superior performance?
  • How do you know someone is doing an excellent, satisfactory or poor job?
  • How does it look when a high performer is doing an excellent job or when a poor performer is doing an unsatisfactory job?

Identify target performance level:-It includes type of work demonstrated by high performers. What high performers are doing, how they doing, are they are looking after or keeping their eye on their lower level workers and are they meeting goals of a business etc.

Experience, education and training needed:-This part includes the experienced, well educated people with proper training or give them training if they needed. It checks the background of high performing people for a particular position. Time to time training is required to let them know about the current status of the market, new rules, policies, conditions and etc.

  • Employee recruitment and selection procedures:-

This part includes the selection of skilled and experienced employers in all the fields in an organization to attain goals. Management has to go through the short listed process to get the highly skilled people so that they do not need much training. Its saves organization’s time and efforts. This process has to go through following stages:

  • Identify vacancy and evaluate.
  • Develop position description.
  • Develop recruitment plan.
  • Post position
  • Review applicants and develop short list.
  • Conduct interviews.
  • Select hire.
  • Finalize recruitment
  • Performance appraisal system:-Performance appraisal is a method by which the job performance of an employee is evaluated. It’s part of career development and consists of regular reviews of employee performance within the organizations.
  • Compensation and benefits:-

HRM should be focused on employee compensation and benefits policy-making. It includes:

Guaranteed pay: - Employees should be awarded by reasonable salary or wages time to time to pay their outgoing consumption. It can by weekly, monthly and for nightly. Pay rate should be according to employee’s performance and experience. They should be awarded by bonus schemes, sales incentives (commission), overtime pay, and more to achieve the goals of the business.

Benefits:-

There is a wide variety of employee benefits, such as paid time-off, insurances (life insurance,medical/dentalinsurance, and work disability insurance),pensionplan, company car, and more.

  • Health and safety programs:-

This model is committed to providing a safe and healthful work environment for its employees. It is a strategy integrating occupational safety and health protection with health promotion to prevent worker in injury and illness and to advance worker health and wellbeing. This is the responsibility of an organization and an employee itself as well to look after your health and safety at work and that of others who might be influenced by your actions.

Your health and safety at work:-

  • All employees must know their rights and responsibilities regarding their safety and health at work.
  • Awareness of the general laws applicable to them.

Awareness regarding their entitlement to breaks and paid holidays if they get sick at work.

  1. At least five contributions and the importance that strategic human resource management can make to the achievement of an organisation’s objectives.

Answer:-

Sophisticated Selection /Selective Hiring

Team-working and Decentralization

High wages linked to organizational performance

Extensive Training

Communication and Employee Involvement

Sophisticated Selection /Selective Hiring:-

This part includes the selection of skilled and experienced employers in all the fields in an organization to attain goals. Management has to go through the short listed process to get the highly skilled people so that they do not need much training. Its saves organizations’ time and efforts.

Team-working and Decentralization:-

Decentralization is the process of redistributing or dispersing functions, powers, people or things among different people in the organizations, This process safe the time of workers and every worker gets the chance to put his/her skills to fulfil the task within specific amount of time. The meaning of decentralization may vary in part because of the different ways it is applied. Concepts of decentralization have been applied tobig organizations.

High wages linked to organizational performance:-

Incentive compensation may also help attracthigh-performing employees, all else being equal, employees in such firms will receive higherwagesto matchemployeeperformance, and incentive compensation systems should perform best.

Extensive Training:-

Extensive training is needed to enhance the performance of an organisation. This training examines the relationships between indicators of high performance work organisations. Training must be provided by the highly skilled people of the management.

Communication and Employee Involvement:-

Communication with bottom level of workers is very important. It will motivate them towards their goals and can perform well to achieve organization’s goal.

Business or production strategy can only be achieved when employees contribute in the business. High investment in training, highly motivation is must. They should become the part of all the business meeting with HR or other higher level of managers etc. Communication with them, get their idea as a feedback is must from employers.

Apart from these contributions and importance it also helps in the business to:-

  • become more competitive
  • increase sales and develop new markets
  • reduce costs and become more efficient
  • improve the skills of your workforce
  • use technology more effectively
  • reduce waste and improve quality
  • involving people in the development of the business
  • communicating with employees
  • rewarding achievements and setting targets
  • Offering employee development and training.

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