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Critically evaluate the advantages and disadvantages of 'universal' and 'contingent' approaches to human resource strategy. Give examples to illustrate your answer - Essay Example

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The HRM is now currently viewed as one of the important strategic disciplines to meet the goals of organization. According to Myloni et al. (2004), the HRM is an integral part of…
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Critically evaluate the advantages and disadvantages of universal and contingent approaches to human resource strategy. Give examples to illustrate your answer
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"Critically evaluate the advantages and disadvantages of 'universal' and 'contingent' approaches to human resource strategy. Give examples to illustrate your answer"

Download file to see previous pages ies are facing increasingly complex and dynamic business environment necessitating change in their ways they operate in harnessing their resources including human resources. The main objective behind HRM is to ensure organizational success through its people (Armstrong, 2006). The paper aims at exploring the advantages and disadvantages of universal and contingent approaches to human resource strategies that are currently practiced.
Caldwell (2004) argues that HRM is concerned with several policy goals to be listed as: managing people as assets to build competitive strength; aligning corporate strategy and HRM policies; creating a flexible organisation responsive to external environment; to promote more cohesive team working; creating a strong customer orientation; empowerment to workforce for self-management and learning; institute proper reward system to develop a performance-driven environment; enhancing employee commitment within the organisation. Companies attempt to achieve these goals either through universal also known as best-practice approach to human resource strategies or take a diversion from it and deploy contingent approach to human resource strategies depending upon the need or the type of business they operate.
Universal or the best practice approach is based on the basic premise that adopting certain proven HRM practices will inevitably lead to superior organizational performance. For example, most firms in 1960s and 1970s and a huge proportion even today adopt a sophisticated selection and recruitment processes so that the best from the available lot is selected. Induction programme is also sophisticated providing necessary training to the recruits so that they can accomplish the task given to them. The appraisal system is quite coherent so that none has reason to complain. Workforce skills are allowed to develop such that they attain flexibility. Comprehensive and frequent communication to workforce is maintained. All employment terms and ...Download file to see next pagesRead More
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