Delivering Strategic Human Resource Management

Case Study Analysis:

Delivering Strategic Human Resource Management

Human Resource Management

Mount Ida College

The use of a human resources as an active part of a company has gone through various changes over the years, going from a basic hire, fire and benefits platform, to a more complex, elaborate and most times essential part of a company. This changes have come with very polarized opinions about the importance of a human resources department and their role in new business, and the financial stability of the company.

First of all, it is important to explain what human resource management is, paraphrasing Phillips and Gully, 2014, the role played by this sector of a company is key for its function, since is the branch capable enough to recruit and train employees that fill the requirements of the company, the job, and their managers, at the same time that they oversee employees performances and reward them, while they also solve issues that directly affect the work place environment.

The authors previously stated, have also detailed the primary functions of HRM: staffing, health and safety, performance management, rewards and benefits, training and development and employee management relations (p8.), some of this points can be better explained and observed in the case study by Groysber, et al. (2006), in this paper they explain that before WWII, HR was no more than a sector of a company that hired, fired, compensated, payed and oversaw employees benefits, (in compliance with two of Phillis and Gully main functions of HR, staffing, and health and safety), and viewed more like a low-risk, low-return department.

It was only after the 70s that more and more companies were developing and utilizing the advantages of HR, following the example set by General Electric (GE) in the 1950s, where they had already been using two other of PhIllis and Gully functions,...