Contact Us
Sign In / Sign Up for FREE
Go to advanced search...
Nobody downloaded yet

Integrated Strategic Human Resource Management - Coursework Example

Comments (0) Cite this document
The author of the "Integrated Strategic Human Resource Management" paper aims at identifying how much this integration of human resource management is being successful by critically analyzing the three models namely Michigan, Harvard, and Choice model…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER92.1% of users find it useful
Integrated Strategic Human Resource Management
Read Text Preview

Extract of sample "Integrated Strategic Human Resource Management"

Download file to see previous pages Organizations these days realize the importance of human capital in organizational success. This transition from personnel management to human resource management is categorized by significant changes in theory and practice. It involves integrating personnel management approaches into the strategic human resource management framework. This approach is deeply rooted in various models and approaches some of which will be discussed in this paper.

With growing pressure global competition along with the increasing number of educated employees who demanded more involvement in the organization, the need for the development of a human resource framework was felt. Scholars at Harvard business school responded by providing a broad casual mapping of the determinants and consequences of human resource management (HRM) policies. ( Beer et al., 1985: 15). The Harvard model of HRM provides an analytical model of HRM policy choices and outcomes as influenced by a variety of factors including stakeholder’s interests and situational factors. According to this model effective HRM revolves around the concept of balancing the interests of the various influence groups and the ever-changing situational factors. This model is considered dynamic because the situational factors and influence groups keep on changing.

The critical analysis of personnel management theories and the softer version of early HR theories revealed that both used the same terminology of integrating with an organizational goal and vesting control in the line with the difference in emphasis. Personnel management’s emphasis was on a non- managerial workforce whereas HRM theories emphasize the role of managers and the core of the workforce. HRM views line managers as business managers maximizing organizational profits and not just people’s managers. HRM also emphasizes the role of senior managers in building and maintaining organizational culture.

The stakeholders identified by the model include are shareholders, management, employee groups, government, community, and unions. ...Download file to see next pages Read More
Cite this document
  • APA
  • MLA
(Integrated Strategic Human Resource Management Coursework - 1, n.d.)
Integrated Strategic Human Resource Management Coursework - 1.
(Integrated Strategic Human Resource Management Coursework - 1)
Integrated Strategic Human Resource Management Coursework - 1.
“Integrated Strategic Human Resource Management Coursework - 1”.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Integrated Strategic Human Resource Management

Integrated Human Resource management

The growth towards centres of excellence has changed the system through which managers interrelate with HR experts who help them with all the core HR processes. Several businesses have outsourced HR work to large organisations, and line managers take help by means of a call centre system. Thus, from this issue, the changes of such occurrence can be explored. It also emphasised to examine the impact of the HR roles on HR professionals and line managers in the present organisation. It is required to find out the relationship between HR as well as line managers as their responsibilities have changed and has continued to evolve (Human Resource Management, 2010). The line managers in present organisational environment are gradually be...
8 Pages (2000 words) Essay

Strategic human resource management

...? xxxx xxxx xxxx xxxx Introduction: Strategic human resource management (SHRM) is a field of HR that highlights how the human resource of the organization contributes to the attainment of the desired goals by means of various HR strategies, policies and practices. This approach considers human resource as the primary factor contributing to the success of the organization. It is as Leif Edvinsson (2002) puts it: “The only vital value an enterprise has is the experience, skills, innovativeness and insights of its people” (12 Manage). In addition to that, it is of the view that the success of any organization is actually dependent on the factor of best fit between the business strategies and its human resource strategies (Armstrong, p. 33...
9 Pages (2250 words) Essay

Integrated Strategic Human Resource Management

...? Integrated Strategic Human Resource Management Submitted By Introduction 3 Harvard Model of Human Resource Management 3 Michigan Model of Human Resource Management 6 Warwick Model 8 Strategic Choice Model 8 Conclusion 10 References 12 Introduction The last decade has witnessed a shift from the personnel management to human resource management. Personnel management was mainly categorized by work and work behavior. This concept of personnel management as part of the management process has changed due to influences of technology, industrial reorganization, societal factors and change in the philosophy of work. Work is considered now as a means of self actualization. Organizations these days realize the importance of human capital inn...
9 Pages (2250 words) Essay

Strategic Human Resource Management

...?Theme Strategic HR and role of HR department There is a correlation between organizational strategy and human resources (HR) strategy. With regards to organizational strategy, focus is mainly on resources, capabilities, and distinctive competencies of the organisation as a whole and on the ways of achieving success in the long run against the background of changing and competitive environments (Rousow, 2003). The resource based view (RBV) is particularly the most common best fit model of SHRM. Essentially, there is need to balance and integrate the organisation’s external environment and its internal competencies and resources so as to be better positioned to fulfil its strategies. However, this may not be achieved without taking...
5 Pages (1250 words) Essay

Strategic Human Resource Management

...? Strategic Human Resource Management Introduction Human resource management is critical for efficient organizational functioning. In order to achieve fully utilization of the human capital, strategic human resource management becomes an inevitable practice within an organization (King and Zeithaml, 2001). Human capital being the biggest driver of the organization mission highly emphasizes the utmost importance of strategic human resource management (Baruch and Peiperl, 2000) Q.1 Explain how planning makes the benefits possible In both organizations whose business agenda if focused on selling of goods or services, human capital is a valuable asset. How well an organization thrives in its operations is greatly determined by its human...
4 Pages (1000 words) Essay

Strategic Human Resource Management

...Running Head: STRATEGIC HUMAN RESOURCE MANAGEMENT Strategic Human Resource Management of the of the Abstract ASDA is engaged in the operation of food, clothing, home and leisure superstores throughout the UK and property development. ASDA chain of food superstores is focused on being a high quality operator of value for money fresh food in Britain. ASDA stores provide a wide range of fresh food and in-store prepared and finished goods including old fashioned scratch baking, in-store butchery, fishmongery and preparation of salads for its salad bars and cooked meals for the consumer to take home. ASDA markets its own brand of ASDA food products. In addition, ASDA is engaged in the retailing of clothing, home and leisure products...
11 Pages (2750 words) Research Paper

Strategic Human Resource Management

...Strategic Human Resource Management Identify the key features of either ‘Best-Fit’ HRM or ‘Best-Practice’ HRM and critically discuss the value and contribution of your chosen approach to corporate success. What problems might an organization face in adopting ‘Best-Fit’ or ‘Best-Practice’ HRM? Introduction The world economy has grown in recent years. International trade has been the motivating force behind it. But with the more recent technological developments as well as reduced trade blockades, growth in trade is definitely on the rise. Developing counties have also stepped on this bandwagon, extracting the best out of their own respective economies through trade internationally as well as locally - within the country. The integration...
9 Pages (2250 words) Coursework

Strategic human resource management

... of the organisation. It seems that there is little that can be done it terms of strategising at corporate level as a result of the fact that there are too much executives which create bureaucracy in the organisation. Strategic decision making has to be reserved for senior management so as to ensure compliance. Since this is a mutual business, it means that it is owned and run by members who are also the employees. It can also be noted that the organisation employs more than 4000 employees which means that every member is a worker. As far as management of the human resource is concerned, it can be seen that both the number of the employees and the executives is just too big to be easily managed. It can also be seen that the organisation...
14 Pages (3500 words) Essay

Integrated Human Resource Management

... and their uncertainty in receiving sufficient training (Bach, 2000). The two distinct features of the present-day HRD approach are ‘the devolution of HRD practices to line managers’ and ‘the integration of HRD with business strategy’, or the emergence of Strategic Human Resource Development (SHRD). The delegation of HRD policies and practices to line managers is one of the key enabling characteristics of the SHRD system. The basic assumption is that line managers can make the policies and procedures of HRD. These are designed in order to achieve the strategic objectives through identifying, developing and supporting the appropriate knowledge, skills, commitment and performance in employees of organisation. Line managers are able...
8 Pages (2000 words) Coursework

Strategic Human Resource Management

...Strategic Human Resource Management (SHRM) and the New Organizational Language Introduction This report will present information and an evaluation regarding the new language used by organizations and human resource departments and how this new language impacts employees (Beardwell, 1993; Beardwell, 1997; Bratton, 2001; Noe, Hollenbeck, Gerhart, & Wright, 2003). Previous organizational language will be clarified as those words and phrases coming from the Classical Era (scientific and administrative), or the Humanistic Era, followed by the Knowledge or Information Era. The core of this new language is attributed historically to the Humanistic Era with such theorists as McGregor, Maslow, and Fallott (Hatch, 2006), and the likely result...
21 Pages (5250 words) Coursework
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 Coursework on topic Integrated Strategic Human Resource Management for FREE!

Contact Us