Nobody downloaded yet

Strategic HRM Application: The University of Sydney - Term Paper Example

Comments (0) Cite this document
Summary
This paper provides a background and concept of strategic HRM in relation to the application of HRM practices of the University of Sydney. The author provides a literature review on recruitment, selection, and performance management and relates this to the University’s HRM policies and practices. …
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER96.8% of users find it useful
Strategic HRM Application: The University of Sydney
Read TextPreview

Extract of sample "Strategic HRM Application: The University of Sydney"

Download file to see previous pages Strategic HRM is linking people to the strategies of the firm. HRM involves management of the organization’s most valued asset, the people who are working as a team. It is the responsibility of management to motivate the employees to allow them to work as a team.
Armstrong (2006, p. 13) argues that: “The concept of strategic HRM is based on the important part of the HRM philosophy that emphasizes the strategic nature of HRM and the need to integrate HR strategy with the business strategy.”
Human resource policies should be integrated with strategic business planning (Legge, 1989, cited in Armstrong, 2006, p. 13). But Sisson (1990) suggests that a feature increasingly associated with HRM is a stress on the integration of HR policies both with one another and with business planning more generally.
Strategic Human Resource provides a playing field for the effective management of the staff, to enhance retention and turnover processes, selection of employees that fit with both the organizational strategy and culture and cost-effective utilization of employees through investment in identified human capital. As an outcome, the organization can have increased performance, enhanced customer and employee satisfaction, and shareholder value.
Recruitment and selection are an integral part of an organization’s overall HRM strategy. HRM emphasizes the integration of traditional personnel functions including recruitment and selection and their management towards the strategic goals and objectives of the organization.  ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Strategic HRM Application: The University of Sydney Term Paper”, n.d.)
Strategic HRM Application: The University of Sydney Term Paper. Retrieved from https://studentshare.org/human-resources/1733449-strategic-hr-management-recruitment-selection-performance-management
(Strategic HRM Application: The University of Sydney Term Paper)
Strategic HRM Application: The University of Sydney Term Paper. https://studentshare.org/human-resources/1733449-strategic-hr-management-recruitment-selection-performance-management.
“Strategic HRM Application: The University of Sydney Term Paper”, n.d. https://studentshare.org/human-resources/1733449-strategic-hr-management-recruitment-selection-performance-management.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Strategic HRM Application: The University of Sydney

Strategic HRM

...workforce and ensure that the organizations culture is adhered to. Employee promotion encourages maintenance of the business culture and consistency in customer service. The acquisition and retention human resource strategy also elementary in the success of a business. Any company that aims at realizing growth and becoming strategically positioned must have an inventory of high-qualified individuals with the desired attitude. To achieve this Wal-Mart, recruited from colleges and universities in order to attract expertise and dedicated workers. Beyond, this form of recruitment ensures that employees’ from diverse ethical, racial, geographical backgrounds become part of the company. Through this, Wal-Mart...
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

Temple University HRM Recommendations

...faculty to achieve the institutional goal. In addition, the university supports the aspirations of talented and capable students. Part 2: Identified Problems In spite of huge popularity and reputation, the institution faced several HRM problems that can affect the learning environment of the university. (A) Employee Morale Recently Temple University is facing huge problem regarding morale of employees. Low employee morale is affecting the entire operational process. Negative perception and dissatisfaction with the work environment is forcing the employees not to perform effectively. The faculties, teaching staffs and employees of other department are constantly appealing...
6 Pages(1500 words)Research Paper

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

...the managers in ASDA - supported by HRM specialists. Increasingly, responsibility for recruitment, selection, appraisals and training in ASDA is carried out by managers who work on an ongoing basis with employees rather than by a specialist in a centralised HRM function. A third key change in people management was that HRM was given a great deal more status in ASDA. Instead of being something carried on at lower levels of ASDA, HRM is now recognised as a key strategic area of ASD (i.e. one that needs to be given a high priority in organisational planning involving senior management). Conclusion ASDA have moved away from personnel management to the new...
10 Pages(2500 words)Essay

Scholarship Application for university

...The ever changing dynamics of the business world usually bamboozle even the best of the bests but the ones who have the necessary expertise remain indifferent to the ever changing world of business, it is extremely important to acquire the right expertise and to do so it is imperative to acquire good education. I am applying to this university because it is arguably the best university in the world and I am convinced that it would refine me and make me ready for the numerous challenges that I would have to face once I step out of the campus. This scholarship is extremely important to me because I have very limited access to funds, I believe I should be awarded this scholarship because I believe in...
1 Pages(250 words)Scholarship Essay

Strategic HRM

...Two Fits of Strategic Human Resource Management. Academy of Management Review. Barney, J. 1991. Firm Resources and Sustained Competitive Advantage. Journal of Management. Burke, R. and Cooper, C. 2004. Reinventing Human Resources Management: Challenges and New Directions. New York:Routledge. Buyens, D.  and De Vos, A. 1999. The Added Value of the HR Department. In C. Brewster and H.  Harris (Eds.). International HRM: Contemporary Issues in Europe (pp.31-47). New York: Routledge. Gratton, L. et al 1999.  Strategic Human Resource Management: Corporate Rhetoric and Human Reality, Oxford: Oxford University Press. Lengnick-Hall, C. A. and Lengnick-Hall, M. L. 1990....
10 Pages(2500 words)Essay

Strategic HRM

...of consultants in the internal organizational environment. The role of handmaidens which focuses on customer relationships is not applicable in this scenario. High performance management can be identified as a best fit solution for the present issues in Foxconn (Hartog and Verburg, 2004). High performance management including high performance work system is a strategic HRM approach that can be implemented to create and support a highly motivated, satisfied and participative work force, In this approach, work satisfaction based on non-monetary schemes are focused. This may include the introduction of suitable training and development processes, performance appraisal systems functional...
10 Pages(2500 words)Essay

University Application Recommendations

...hard to develop strong concepts of the subject. His hard work has paid off and is a good problem-solving strategist. In Mechanics he displayed good technical abilities – drawing precise technical diagrams and working effectively from them. In class he works with determination and care, and he often makes valuable contributions to class discussion. George is academically focussed and has earned high marks in Mathematics. However, George’s marks are not the real measurement of his diligence, hard work and potential. He is truly a gem of a student and grasps concepts easily. However his drawbacks have been attributed to the hearing problem which in no way could subdue his determination and spirit to excel in life. George has heaps of...
20 Pages(5000 words)Essay

Strategic HRM

...practice in HRM is based on the belief that no universal practices that inform HR practices for all the firms operating in different industries and locations. This approach is based on the argument that operations of organisations are influenced by their contexts, culture and business strategies adopted by management (Wright & Snell, 2005). Best-fit approach to enhancement of organizational performance is based on the contingency perspective of HR policies where success of the firm is dependent on application of strategies that are appropriate for particular environmental and organizational context. Application of best-fit approach to organizational policies emphasizes...
12 Pages(3000 words)Essay
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 Term Paper on topic Strategic HRM Application: The University of Sydney for FREE!

Contact Us