The purpose of this research is to investigate the Role of Theory in Human Resource Management Strategy Analysis paying special attention to such theories: Contingency Theory, Behavioural Theory, Human Capital Theory and Resource based Theory…
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The researcher states that the dynamic world is changing quickly. Thus, human resource management (as a part of organisation) needs to be prepared to deal with the impacts of the dynamic world. To formulate HR strategy, there is need to understand the consequence of globalisation, employee diversity, changing talent necessities, corporate rationalizing, total quality management, reengineering, the dependent personnel, regionalized work places, and employee participation. Developing and applying a comprehensive strategy is needed to remain competitive in this dynamic environment. A human resource strategy can help to strengthen the employee base of any organisation. Theory is a methodical combination of interdependent thoughts and philosophies which provides an outline about an important base of knowledge. Only scattered data is not helpful for analysing the human resource strategy, the observer must have knowledge regarding theory that can explain the relationship between variables. In the deepest form, theory can be regarded as a set of rules, a particle cabinet in which truths with respect to human resource strategy can be gathered. Management theory had evolved through the World War II and had been studied comprehensively later on. The industrial revolution had generated high demand of mass production, product specialisation and thus organisations started to look towards the employees as critical resources. There is need for strategic planning for managing the human resources for high productivity. ...
There is need for strategic planning for managing the human resources for high productivity (Olum, 2004). The role of theory is vital for analysing the human resources. Theories are essential facts, and it elucidates the correlation among variables, usually independent and dependent variables. Theory has the capability to anticipate future difficulties which may occur in the organisation. In contrast to theory, techniques are the method of performing jobs. The techniques replicate the theories and these are the means of assisting managers to commence activities most efficiently. In the area of human resource management strategy, the role of theory is to deliver an understanding of organising significant and relevant management knowledge. For example, in devising strategy for effective culture in organisation, there are several theories which are interconnected and have an analytical worth for managers. The importance of theory in analysis of human resource management strategy can be gauged from the following: Theory can provide criteria about what is appropriate for employees in any organisation In human resource strategy, theory can enable to communicate effectively and therefore change into more difficult association Theory can help to learn about the fundamental concept of developing strategy and thus make easy to analyze them (Olum, 2004) Theories assist in understanding the dynamic nature of contemporary organizational environments. The HR strategy is made on the basis of theories. Human resource strategy is all about how an organisation can manage their human capital. This provides a basis for formulating strategy and developing packages for analysis. The human resource strategy is the
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“Role of Theory in Human Resource Management Strategy Analysis Essay”, n.d. https://studentshare.org/management/1391164-role-of-theory-in-human-resource-management-strategy-analysis.
In the contemporary market characterised with intense competition, most organisations have diverted from conventional perception of human resource as passive resource that can be manipulated to get things done.
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. The researcher aims to analyze the process of integrating of personnel management approaches into strategic human resource management framework.
This transformation has had major impacts in organizational management. The concept of SHRM has evolved as a bridge between the management of organizational human resource and business strategies. The major impact has been seen through the alignment of the human resources to the performance of the firm to give it a competitive advantage.
Human resource management is related to employees. Their training; recruitment, interview and selection; labor relations, performance appraisal, wage and salary administration, equal employment opportunity, occupational health and safety act, personnel records management, quality of work life.
As a result of these developments, HRM has become a major thrust area where the focus is on synergizing and propelling organizations to seamlessly integrate with the macro environment. The field of HRM can become a greater strategic contributor to organizational performance and success (Mathis and Jackson, 2003).
It amounts, first of all, setting up practices aiming at ensuring acquisition, the accumulation and the protection of the wallet of human capital, as a driving source of innovation and strategic renewal. The objective of this paper is to show how the human stock management contributes to the perennially and the success of the company via the creation of a durable competing advantage, founded on the human capital.
Current studies have observed strategic human resource management (SHRM) as a means of augmenting firm's competitive gain (Bamberger, 2000). Researchers and practitioners have widely acknowledged this strategy to firm's policy scheduling. SHRM is the sample of planned human resources operations and actions proposed to facilitate an organization to attain its intentions.
Basically, the success or failure of an organisation lies on the hands of its employees (Nankervis, Compton & Baird, 2008). Generally, organizations involved in the provision of services such as health
Every organization is developed for several benefits of individuals, such as small businesses, corporations, religious institutions and political parties. The goal of organization is to produce low entropy and provide a force that can help to motivate action.
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