Mba Hrm Assignment

Introduction

(Salaman, et al., 2005) defines Strategic Human Resource Management (SHRM) as “a collection of phenomena consisting of: prescriptions, models, theories and critiques.” “The field of Strategic Human Resource Management focuses specifically on the role of human resources in improving firm performance or competitive advantage” (Wright, et al., 2011). I believe this to be true as SHRM centres precisely on the role of human resources and how they aim at elevating an organisations performance through the development, recruitment, training of the stuff. Having a strong integrated system between the human resource and business strategy is one of the best and most important demands that are placed upon modern strategic human resource management.

Broad issues are addressed by the strategy issued by the HRM which must relate to how effective an organisation must be or how good it’s performing. The HR must continue to meet the needs or requirements of the human capital and also development of process capabilities. Armstrong gives a clearer meaning by saying “Strategic HRM refers to the overall direction the organisation wishes to pursue in order to achieve its goals through people.” (Armstrong, 2003)

Why Strategic Human Resource Management

From an interview conducted by Peter Cook, Professor Furnham was quoted as saying “One of the problems with the people dimension of innovation is that if Human Resource strategy is not linked to company strategy, it will fail.  Most Human Resource people don’t sit on the board because they don’t deserve to sit on the board a lot of the time.  HR will talk about being strategic but unless that strategy follows the business plan, it will go nowhere.” (Cook, 2012) I believe this is very valid as the business should go hand in hand with the HR strategy. Business oriented HR managers bring more to the table and eventually the organisation does better in time.

The strategic role of the Human Resource as a business partner...