Strategic human resource management - Essay Example

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Strategic human resource management ensures that human resource management aligns human resource goals with overall business objectives. The force behind strategic human resource management is the growing need for firms to align their human resource strategies with the general business structure of overall goals…
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Download file to see previous pages Strategic human resource management ensures that human resource management aligns human resource goals with overall business objectives. The force behind strategic human resource management is the growing need for firms to align their human resource strategies with the general business structure of overall goals In the contemporary market characterised with intense competition, most organisations have diverted from conventional perception of human resource as passive resource that can be manipulated to get things done. Organisations now understand the importance of human resource in the competition-plagued market and treat their workforce as crucial source of competitive advantage. Many firms have realized that there is likely to be no organisation in absence of employees. Human resource practices are thus perceived to be geared towards supporting overall objectives of the firm. This paper explores strategic human resource management of Burger King in Vietnam. Company Background Burger King, often referred to as BK, is a multinational corporation headquartered in Florida, United States. Burger King’s roots can be traced back to Insta-Burger King, a restaurant chain in Florida founded in 1953. When Insta-Burger King was riddled with financial problems in 1954, David Edgerton and James McLamore, Miami-based franchisees, purchased the restaurant and gave it the now popular name, Burger King. The company has changed ownership severally since then with present owners focusing on restructuring to restore the company’s glory. By 2012, the company had approximately 12,700 outlets located in 73 nations. Burger King has basically relied on franchise business approach to grow globally and seek presence in many parts of the world. Burger King’s licensing of franchises differs from one location to another and depends on regions. Some franchises are categorised as master franchises and are mandated to sell the company’s sub-licenses. The company’s rapport with its franchises has never been smooth, leading to occasional legal challenges (Phi, 2012). Burger King became interested in Vietnam market in 2011 when the company collaborated with IPP/Blue Kite Vietnam. The company proceeded to establish its initial restaurant in Vietnam in 2012. Vietnam is perceived to be one of the most crucial markets for the company in Asia-Pacific (Phi, 2012). Through franchising, Burger King engaged with IPP group/BKV to ensure faster growth of the company in Vietnam (Phi, 2012). BKV in the strategic partnership was seen as a potential contributor in many crucial areas of the company. BKV was anticipated to provide employee training and development, finding strategic locations, and marketing of Burger King Brand among other roles. On the other hand, Burger king would ensure organisational as well as structural advancement while at the same time providing proficiency and assistance on its global operating system (Phi, 2012). Strategic Human Resource Management of Burger King in Vietnam The contemporary market is increasingly becoming competitive and consumer behaviour is also becoming very sophisticated. As such, firms which operate internationally are faced with the challenge competing on global scale. International human resource managers are tasked with the daunting role of developing workforce teams that can work in diverse business environments (Armstrong & Baron, 2002). In order to counter the growing global challenges in international business arena, strategic international human resource management is inevitable. Strategic international human resource management (SIHRM) can be referred to as the process whereby an international firm strategise on how to create and implement business policies and traditions for effectively managing its workforce on global scale(Armstrong, 2008). Strategic intern ...Download file to see next pagesRead More
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