The HRM Perspective: In the Context of Strategic Integration, Internal, and External Pressures - Essay Example

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The researcher of this paper presented several HRM challenges and the nature thereof. At the end of the discussions, recommendations are offered to present the viability of positive results out of these organisational-environmental clashes. …
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The HRM Perspective: In the Context of Strategic Integration, Internal, and External Pressures
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Download file to see previous pages This paper aims to present the human resource management or HRM perspective dedicated to illustrate the unit’s function role in the strategic integrations of vertical and horisontal integration and interaction with the internal and external pressures. The impacts of the three specific challenges (i.e., the HRM application of strategic integration, and the HRM interaction with internal and external pressures) hurled against the HRM unit presented sufficient evidences for the necessity of offering a HRM perspective in the context of these three. The HRM has long been recognised as a struggling support unit -- expanding its functional developments and covering a wide variety of talents. However, these developments have been facing several challenges; these challenges spawned from both the HRM unit and the organisation by which it offered support services. While the unit has to work hard in proving that it got what it takes to be a strategic partner, the organisational culture in particular has to overcome the previously formed norms about the HRM function. These norms’ prejudiced nature gives off that constricting effect that disables the HRM unit to function at optimal. Indeed, any change introduced to an organisation, be it unit specific, or wholly integrated, long-term or short-term, requires an effective slurring of the organisational culture. Ignoring organisational culture, or making false assumptions (i.e., organisational culture can be effectively shaped by changes alone and not require intervention), are a few of the most ill-afford mistakes committed by change-makers within the organisation. This happens to be the case for organisations that do not recognise organisational culture as its major framework. Thus, this paper aims to present the HRM perspective dedicated to illustrate the unit’s function role in the strategic integrations of vertical and horisontal integration and interaction with the internal and external pressures. The impacts of the three specific challenges (i.e., the HRM application of strategic integration, and the HRM interaction with internal and external pressures) hurled against the HRM unit presented sufficient evidences for the necessity of offering a HRM perspective in the context of these three. Methodology This paper shall focus on three themes: strategic integration, internal, and external pressures. The tackling of these three shall also be in accord of the predominant role of the HRM function in the organisation. Since this exploration implicates the identification of several problems, apart from deriving at conclusions, this paper shall offer recommendations and insights. These recommendations shall also be in the form or nature of the HRM function and practices. The strategic integration-focus shall be tackled through a review of the features of the vertical and horizontal integration. Eventually, the links between the HRM components, the corporate strategy and goals, and the interrelated business units will be discussed to expound the extent through which these HRM components are standardised (i.e., for consistency purposes) to support and contribute to the achievement of organisational strategy and goals. On the other hand, the pressure-focus shall be explained in a realistic and applicative detail through the use of a case organisation. For this paper, ...Download file to see next pagesRead More
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Great paper! Used it to complete an assignment for a human resources course. It was easy as ABC, for the first time in my life.

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