Strategic HRM and High Performance Strategic HRM and High Performance The Human Resource Management concept first was emerged in 1980s and since then many models have been developing a positive relation between business performances and human resource management…
Download file to see previous pages...
Hence to survive in such a globally competitive environment organizations emphasize on attaining a competitive edge. An aligned strategy with HRM is a source to successful competitive edge businesses can achieve that focuses more on company’s resources than its costs. This is the reason that the role of HRM has been under the limelight recently as it serves as a competitive advantage to the companies it also has to deal with the challenging changes (Armstrong 2011). Unlike personnel management human resource management is linked to strategic level planning of the organization and execution of those plans in order to improve the organization’s overall performance. Human Resource Management is related to company’s vision, philosophies, practices, and policies that are influencing the management of people in a company. Strategic HR means aligning HR function with the company's strategies and then formulates and implements those strategies accordingly with the help of HR activities such as recruiting, selecting, training and rewarding personnel. (Armstrong 2011; Reilly 2012) There are few theoretical perspectives to the Strategic Human Resources Management. First approach is the Universalist approach .This approach refers to one best way of dealing human resource to improve business performance only. It is also known as the best practice human resource management. This approach states that there is only one way people can be managed in order to improve the performance of the organization. Regardless of differences amongst different organizations, differences like size of the organization, to which sector it belongs, all organizations can be managed in same way by identifying a set of best HRM practices, committing to them despite the practical difficulties and applying and implementing them. This approach also measures organizational success in terms of financial performance. Results from past experimentations reveals that this approach leads to high performance and it is becoming common to group or combine HR practices in order to create more coherent explanations of the HRM-performance link. (Gooderham, Cranfield, Ringdal, 2008 pg 7) Second theory is the Configurational theory that proposes that the relationship between HRM and performance involves complex interactions between bundles of HRM activities and outcomes. Once these complementary practices are bundled they produce high performance results and outputs than individual HRM practices. Firms have realized that rather than altering individual policies, their combinations are a better determinant and should be altered and worked upon to achieve better productivity. (Gooderham, Cranfield, Ringdal, 2008) There is a drawback of this approach as this approach has this assumption that HRM bundles and combinations are ideal and will give the same effective result under all circumstances. Secondly both universalistic approach and cofigurational approach are closely related approaches and it is problematic to differentiate between these two approaches at times. Groups of HR practices combined additively may clearly be universalistic but the identification of a configurational approach is sometimes problematic. (Gooderham, Cranfield, Ringdal,2008) Second, approach is the Contingency approach. Contingency approach is to create a positive impact on businesses by aligning HR
...Download file to see next pagesRead More
Cite this document
(“Critically assess whether strategic HRM leads to 'high performance Essay”, n.d.)
Retrieved from https://studentshare.org/human-resources/1498125-critically-assess-whether-strategic-hrm-leads-to
With employees in several organisations complaining of flawed performance management systems lacking clear performance goals, honest feedback and unable to innovatively exploit the available technology, this essay explores the concept of Performance management in a profound and authoritative manner.
Table of Contents
Evaluation of High Performance Work and Performance Management System in Tesco 4
Performance Management Framework 4
Evolving the Performance Framework 5
Performance Appraisal and Reward System 5
Evaluation of High Performance Work and Performance Management in Sainsbury 6
When taken in the above context, self-esteem apparently becomes a distinguishing psychological factor that separates an individual’s real personality from the image he or she would like to project socially. Often people, especially those who are thrust into the limelight, like actors, politicians and athletes, must exude adequate confidence so that they can make their audiences or spectators believe in them.
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 exemplified by HR strategy is proactive and takes a longer perspective.
es Home Depot stores, Expo Design Centers, Home Depot Supply Stores, Home Depot Landscape Supply Stores, and Home Depot Floor Stores” (Speight, 2004). Today, Home Deport relies chiefly on an efficient technology innovation system and supply chain. This company needs strategic
This has necessitated a continual improvement in performance by reduction in costs, continuous innovation of products and services as well as improvements in productivity, quality of products and speed in getting these improved products
Strategic HRM is a concept developed on the basis of three main principles. The first principle states that human capital in an organization is a major source of competitive advantage creation. The second
However, existing research supports best-fit SHRM as having greater contribution in enhancing organisational performance as recorded in aspects such as employee productivity and organisational profitability. The foregoing essay critically assesses the implications of this
12 Pages(3000 words)Essay
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Essay on topic Critically assess whether strategic HRM leads to 'high performance for FREE!