Hr485-01: Strategic Human Resource Reasure Summary

HR Research Summary

Danielle Kinney

Kaplan University

HR485-01: Strategic Human Resource Management

Professor Louis Lopez, Jr.

July 31, 2010

“A high value organization is one that grasps every opportunity for added value. In organizations without an effective HR strategy the number of people in the organization with the inclination, never mind the capability, constantly to seek more value will be limited.” (Kearns, pg 179) An HR strategy is put into place to create and evaluate systems that will continue to add value to an organization. When creating an HR strategy there are many factors that influence the developing of a the HR strategy. These factors also play a huge role in maintaining and developing the future HR strategy in a company.

Kearns, (2010) states that the factors that have the biggest influence on the value of an HR-business strategy are the size of an organization, culture, pay and rewards, unions, strong psychological controls and companies that are not companies so they don’t have a business strategy.

Size of course would influence a business strategy. Smaller companies are going to have different needs then a larger company. Kearns (2010) says that smaller business may not need this sophisticated framework, but that it may be a good idea to create a plan anyway. (pg 164) When companies are smaller usually there is better communication and the relationship between the people is stronger due to the size. Building relationships with clients, employees and peers can take time and effort, but these relationships are the foundation of any solid business.

Another factor that will have a huge impact on the developing and the maintaining of a HR strategy is the organization culture. What works for one company may not work for another. “There is not a "correct" culture. Different cultures may fit different organizations and their environments, and that the desirability of a strong culture depends on how well it supports the organization's...