Nobody downloaded yet

Differeng approaches to Strategic HRM - Essay Example

Comments (0) Cite this document
DIFFERENT APPROACHES TO STRATEGIC HRM by name University name Case Study: Organisational Development Introduction Organisation development has been viewed by several scholars as a field of Human Resources Management that is still growing…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER98% of users find it useful
Differeng approaches to Strategic HRM
Read TextPreview

Extract of sample "Differeng approaches to Strategic HRM"

Download file to see previous pages This implies that people (employees) form key components of an organisation development intervention. Thematic Analysis As presented in this case study, the Company "cockpit for you" is struggling with multiple problems, which it has to solve in order to achieve its short-term and long-term objectives. The thematic areas that have negative influence on the company should be critically considered by the management in formulating the strategic policies. This is core in organizational development because, if the influences emanating from the thematic areas are not addressed properly, the company risk loosing the targets it sets to achieve. In this regard, the areas include the following. First, restructuring of a company is not easy since the company has to spend a lot of money in consulting for the best option that it should adopt. Moreover, the situation becomes worse if the restructuring is hurriedly done without formulating and following the procedure (Armstrong 2006, p. 27). Considering the latest restructuring measures in the company, the modes of operation and employee relations changed, prompting the workers and management to adjust to the new production system. The alterations also led to changes in the company’s niche market, which affected the overall sales of the products in the market due to stiff competition. The little competition that the company experiences also influences the operations in the organization. This is because limited competition reduces the probability of engaging in creativity and innovation in the production and the delivery of services (Houldsworth & Jirasinghe 2006, p. 77). In fact, it is mainly through competitive business practices, which could enable the workers innovate new ways of manufacturing its products. Lack of healthy competition seemed to promote monopoly in the production of goods in the company and could lead to price fluctuation (Blyton & Turnbull 2006, p. 102). The other area that has negative influence on the organization is the fact that it has a bad reputation as an employer compared to the others operating in the region. For instance, it pays its workers poor salaries, making it less attractive to employees and job seekers. This problem of poor pay for the employees reduces their motivation, thereby interfering with the production of quality goods and low returns due to poor sales (Houldsworth & Jirasinghe 2006, p. 79). Currently, many people are attracted to quality products that guarantee them better utilities and value for their money. As pointed out in the case, the company is still very marked, and owner-initiative and creativity of the employees are not valued or even blocked. This aspect is very detrimental to the success of the organization because the practice limits the workers’ participation in decision making (Blyton & Turnbull 2006, p. 108). An employee whose ideas are valued would be motivated to propose for better means of production and service delivery, thus being able to contribute positively in an attempt to fulfil the company goals. In the organization, there was a corporate culture that the employees and the management identified with (Legge 2005, p. 105). Essentially, it is the organizational culture that defines the relationship among the workers, management and stakeholders and the attitude towards work (Cole 2006, p. 32). Since the existing corporate culture ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“Differeng approaches to Strategic HRM Essay Example | Topics and Well Written Essays - 2000 words”, n.d.)
Differeng approaches to Strategic HRM Essay Example | Topics and Well Written Essays - 2000 words. Retrieved from
(Differeng Approaches to Strategic HRM Essay Example | Topics and Well Written Essays - 2000 Words)
Differeng Approaches to Strategic HRM Essay Example | Topics and Well Written Essays - 2000 Words.
“Differeng Approaches to Strategic HRM Essay Example | Topics and Well Written Essays - 2000 Words”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Differeng approaches to Strategic HRM

Strategic HRM

...? Strategic Human Resource Management Outline I. Introduction II. Thesis ment: A business strategy is the lifeline of a business organization that drives both the short- term and the long-term projection and determines the success of the business in an ever-changing business environment and stringent competition. III. Overview of Wal-Mart Company IV. Review of Wal-Mart Business Strategy V. Proposed Wal-Mart Business and Human Resource Strategy VI. Implementation Plan VII. Issues Pertaining Implementation of New Strategies VIII. Conclusion IX. Reference Introduction For the purpose of the analogy, the game in the business can be likened to that in sports. The only difference is that in the game of business, teams compete...
15 Pages(3750 words)Essay

Strategic HRM

...?Strategic HRM Mass retrenchment of employment was in news due to the prevailing recession, financial crisis and economic downturn in US and various parts of Europe such as UK. Generally in such situations employees are viewed as commodity, like the other resources in the business. However, the employees are not commodities. Recession negatively affected the employers and the human resource policies and practices, whose severity could not be assessed. About 66 percent of the employers in the affected countries have suffered from declining revenues. Only 6 percent of the employers have experienced growth during this time. In order to understand the utility of strategic human resource management in the organizations, this study aims... to...
12 Pages(3000 words)Essay

Strategic HRM Approach

...?Running Head: Strategic HRM Approach Strategic HRM Approach [Institute’s Strategic HRM Approach There is a major distinction between human resource management (HRM) and traditional personnel management. Recently, many companies have made it a focus in HRM to observe a strategic approach due to the numerous competitive advantages that it gives them. This essay will discuss this approach as well as these advantages, which make it such an attractive and feasible option for organizations. The discussion will initiate through some definitions and then move to the broad SHRM frameworks, and will then finally shed light upon the way strategic approaches are beneficial or organizations. HR experts and researchers (Armstrong, 2009) focus... on...
7 Pages(1750 words)Essay

Strategic HRD and HRM

...strategic approach as against the earlier held view that HRD function lacked any strategic focus. Farquharson and Baum ,while detailing two major organizational changes introduced by British Airports Authority, have the opinion that," Now that HR functions have been accepted as more than simply "hiring and firing", organizations are increasingly turning to this area in order to leverage the immense potential of its employees. As HRM gradually establishes itself as integral to the strategy of an organization, companies are integrating this concept into more and more initiatives, programs and schemes..... By putting the emphasis on Human Resource Management.... was, in...
13 Pages(3250 words)Assignment

Strategic HRM

...STRATEGIC HRM ORDER NO:102109 Strategic HRM is defined as "human resources ,management issues ,functions and policies and practices that result from the strategic activities of the multinational enterprise and the impact it has on the international concerns and goals of that organization. Strategic thinking is based on rational decision-making ,taking into account the competitive and financial pressures on modeling the present situation and the resources available to it, including its people. Personnel management was essentially reactive whereas HRM ...
2 Pages(500 words)Essay

Strategic HRM

...are involved in identifying goals and should therefore be more committed to them. References Arthur, J. (2003). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37(3), Arthur, 2003, 670-687. Beardwell. I & Holden. L (2001) Human Resource Management, A contemporary approach 3rd edition, Prentice Hall. 45-58 Boxall, P. (2002). Building the theory of comparative HRM. Human Resource Management Journal, 5(5), 51-7. Corbridge. M & Pilbean. S (1998) Employment Re-sourcing, Financial Times/ Pitman Publishing. Delery, J. and Doty, D. (2001). Modes of theorizing in strategic human resource management: tests of universalistic,...
10 Pages(2500 words)Essay

Strategic HRM

...operation. There are different perspectives of strategic human resource management (Radcliffe, 2005, p. 52). . For example, universalistic perspective, contingency perspective and the resource based perspective. All of these perspectives describe how merging the strategic objectives of a business to the administrative functions can lead to organizations competitive advantage. The proponents of universalistic perspective of strategic human resource management argue based on practice approach (Pfeffer, 1998, p. 46). They argue that there is some interrelated set of human resource practices that if chosen over some can lead to organizational competitiveness. They aid in...
10 Pages(2500 words)Essay

Strategic HRM

...implements the strategic plan of the organization in the practical scenario. The third principle reflects that a systematic approach should be developed by an organization in terms of human resource management for defining the objectives of the organization and the plans as to how these objectives can be attained. This report is prepared with the aim of identifying the core strategic issues in one of the fastest growing and largest companies operating in the Electronics Manufacturing Services (EMS) industry, Foxconn Technology Group. The core strategic issues in the company which have acted as impediments in the way of successful management of the company are identified...
10 Pages(2500 words)Essay

Strategic HRM

...affecting the organization in both external and internal environments. In ensuring HR strategies, consider the interests of the organization and its people, the best-fit approach emphasizes the need for vertical integration between a firm’s business strategy and HRM policies and practices (Dyer, 2005). Best-fit approach in firm’s strategy for improvement of performance has been advocated based on models such as the Harvard model developed by Beer, Spector, Lawrence, Quin Mills and Walton (1984). The model provides a strategic framework for managers to develop relationships with employees and focus on soft aspect of HRM. The model strives to establish...
12 Pages(3000 words)Essay

Strategic Choice in HRM

............................................................................................6 3.0 Strategic HRM....................................................................................................6 3.1 Definations of strategi HRM.........................................................................6 3.1.1 Proactive approach......................................................................................6 3.1.2 The Harvard Model (HRM)......................................................................6 3.1.3 Vertical and horizontal...
10 Pages(2500 words)Case Study
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic Differeng approaches to Strategic HRM for FREE!

Contact Us