Strategic Human Resource Management - Research Paper Example

Strategic Human Resource Management Summary The paper would discuss the importance of a human resource professional organization in one’s career. It is a well known fact that human resource is considered to be one of the most important factors in an organization. It has become important for organizations to properly manage its human resources so as to attain competitive advantage. Organizations as well as individuals require making the right choice when it comes to selecting candidates and jobs. Partnering with the appropriate professional firm would help an individual to develop and progress in his/her professional career. The benefits would be further discussed and also the criteria on which the selection needs to be made. A comparison would be made between few international human resource professional associations and based on the comparison an appropriate organization would be suggested. Table of Contents Table of Contents 1 Introduction 2 Human Resource Professional Organization 3 Evaluating and Justifying the Selection 6 Society for Human Resource Management (SHRM) 6 Chartered Institute of Personnel and Development (CIPD) 7 Australian Human Resource Institute (AHRI) 8 Arabian Society for Human Resource Management (ASHRM) 9 Dubai Human Resources Forum (DHRF) 10 Justification for the Selection Made 11 Conclusion 13 References 14 Introduction Strategic human resource management (SHRM) is gaining interest as it is said to improve the productivity as well as the efficiency of organizations. Practices of strategic human resources management improve the capability of organizations in attaining their mission. Productivity increases from the dispersion of technological improvements which are presently being included in the private as well as public sector organizations. Productivity in the future increases from the way of making use of such technologies by the people (Escola Nacional de Administracao Publica, 2010). Human resources are being considered by organizations to be an exclusive asset which facilitates in offering constant competitive advantage. The continuous alterations in the environment of business witnessed by the organisations have augmented the significance of controlling human resources (Devanna & Et. Al., 1981; Wright, 1998). Strategic human resource management considers people as assets and not costs (Abuqayyas, 2007). Therefore, it can be said that SHRM of an organization plays a crucial role in achieving its success. Human Resource Professional Organization Nowadays, it is a common practice for organizations to appoint a professional organization or association of human resource through whom the recruiting is done in the particular organization. This makes the process of selection easy and saves time for the organization. People working in such professional organizations possess a lot of expertise in their field and thus are capable of making the appropriate selection. There are particular associations of management who even offer direction in locating the measures of selection for particular situations (Gatewood & Et. Al., 2010). The professional firms assist the organizations to find professionals who are experienced and executives at the top level. The professional firms are kept hold of in order to look for the best qualified executive accessible for particular positions. This is carried out only on the basis of assignment given by the company who is in search for a particular kind of individual. These professional firms do not work for individuals but for organizations. They also offer a higher degree of privacy for job seekers as well as for the employing companies. The quality of these firms are to a large extent reviewed based on the ethical ways of managing the information collected by them in the course of their working operations with the clients. However, these firms have progressed from a fundamental recruitment service firm to sounding boards that help organizations in ascertaining their requirements for human resource, set up compensation ranges and offer advice regarding organizational structures. Firms with such kind of business need to frequently visit the offices of their clients in order to interview the management of the company. This assists them to get a clear conception of the objectives of the company, the prerequisites for the mentioned position and the qualifications needed to be present in a particular individual. After obtaining these information, the firm starts looking out for possible candidates, evaluates their resumes, hold interviews and carries out background checks. According to the basic rule that is maintained by such firms, the most deserving three or four candidates would be passed on to their particular client organization in order to make the definite selection decision (Caruth & Et. Al., 2008). Thus, it can be seen that recruiting through these professional firm makes the selection process less time-consuming and more structured. The professional firm shortlists the best candidates from a pool of deserving candidates making the process less complicated for the organizations. From the above discussion the importance of human resource in an organization has already become evident. So, it is very necessary for organizations to select and recruit the appropriate candidate as that would add to the success of the organization or else it would just add to the expenses of the company and act as a hindrance in the process of the business operations. It is also worth mentioning in this context that it is extremely important for organizations to choose the right professional firm to help them in the recruiting process. The selection of the professional firm should be made only after a proper evaluation of all the existing professional firms. The advantages as well as the disadvantages of all the firms should be ascertained and based on that the decision of choosing a professional firm should be taken. In this study, the merits and the limitations of few firms would be evaluated in order to choose the correct and appropriate international human resource professional association. Evaluating and Justifying the Selection In this case, the paper would focus on the evaluation of the mentioned international professional human resource associations. The evaluations are done below: Society for Human Resource Management (SHRM) Society for Human Resource Management is known to be one among the leading associations worldwide that is devoted towards human resource management. This particular association has a network of over 250000 members in above 140 countries. This Society caters to the requirements of HR professionals and assists in taking forward the concerns in the profession of HR. The Society was established in the year 1948 and has over 575 chapters that are affiliated in the United States itself. Apart from this, the Society has subsidiary offices in countries such as India and China. From the mentioned details, it is clearly evident that it has a broad network across the globe. The Society offers individual membership and does not have the facility of institutional or corporate memberships (SHRM, 2011). SHRM is considered as the biggest professional society in the entire world and is involved in assisting HR professionals at every function and level. It even helps by being a significant resource with regard to professionals in rest of the other units of business who deal with HR closely. SHRM also functions as a career partner by offering resources that are required in order to take important decisions which would have an effect on the profitability as well as on the resources that is the people of an organization. SHRM not only helps in offering fresh jobs, advice or fresh ideas but it also presents the opportunity of establishing a network with the help of their online communities, seminars and also conferences with the other professional leaders (SHRM, 2011). Thus, from the above discussion it can be interpreted that SHRM assists in providing complete solution to issues related to HR. It not only helps the individuals but also the organizations on the whole. The annual membership fee for SHRM is US$180. Members of SHRM get benefitted as they are catered with solutions and human resource all across the globe especially from countries like India and China. This also facilitates the members to develop a global network (SHRM, 2011). Chartered Institute of Personnel and Development (CIPD) Chartered Institute of Personnel and Development or CIPD is a professional body which is based in the UK and caters to those engaged in the development as well as management of people. It has more than 135000 members and had successfully attained the status of charter in the year 2000. The CIPD membership is given a lot of importance and respect and is recognized by employers widely to be a prerequisite of practice. The organization aims at leading in the growth and support of superior practice in the management field. It also assists in developing people i.e. human resource for application by the professional members as well as by their respective organizational colleagues. The objective of the organization is to cater to the professional concern of its members and also to support the maximum ideals in the process of development as well as management of the people. This organization is said to have the biggest network of professionals in the field of HR in Europe. The organization assists many progressive organizations of the world to develop and fabricate their leadership capabilities. The organization helps its members in their work with the wide variety of available information that comes through guides, surveys, research, factsheets and practical tools among others. The organization offers a wide range of informative tools like journals and factsheets facilitating personal development. The annual membership fee for the organization is £130 which comes to US$ 202. A membership would prove to be beneficial as it would assist in developing one’s HR knowledge and ensuring advancement in the professional front (CIPD, 2011). Australian Human Resource Institute (AHRI) Australian Human Resource Institute or the AHRI is the Australian national association which stands for human resource and management professionals. The association has above 17500 members. The association has over 60 years of knowledge in offering professional development, specialist education and services related to membership. It guides towards the path of development and promotes progress of the profession of HR with the help of vigorously structuring the capability as well as planning standards in relation to the profession. With the help of the association’s international affiliations and strong relationship with the academic circles along with the business, AHRI makes sure that access is provided to its members to a professionally sound and recognized structure. The association identifies the altering necessities of the business in Australia next to an environment of substantial economic challenge. It also recognizes the constant opportunity in relation to the profession of HR to vigorously contribute expert knowledge in order to provide solutions in relation to the management of people to the business. The association is known to provide pertinent, realistic and gainful ways to attain a professional qualification in the field of human resources with the help of its education courses namely, The Foundations of HR and The Professional Diploma of HR. AHRI helps out people managers as well as the HR practitioners to stand out in their respective profession with the help of valued advantages and services which would add to the efficiency of their workplace and also in their career development. The administrative fee for each course is US$ 500. Arabian Society for Human Resource Management (ASHRM) The Arabian Society for Human Resource Management or the ASHRM was established in the year 1991. The society is involved in the development as well as management of the human resources and in swapping over of information and proficiency related to this particular field. It is said to be a non-profit organization that caters to the requirements of professionally managing the human resources in Arab by offering the most vital and complete package of resources that is available. ASHRM is also dedicated in making progress in the profession of HR in Arabian land and the potential of all the professional human resources in order to make certain that HR is considered to be an indispensable and effectual partner in building and carrying out organizational strategy. Membership in this society is open to every personnel and professionals of business management, students pursuing studies related to the field of human resource management as well as individuals the interests of whose match with the organizational goals. The success of ASHRM is attributed to the variety, originality and inspiration of the membership. The annual membership fee for the society is US$ 54 (Arabian Society for HR Management, 2010). Dubai Human Resources Forum (DHRF) The Dubai Human Resources Forum or the DHRF was established in the year 1970 by few passionate HR Managers who were eager to share their experiences, network and look for constant professional development. This Forum welcomes anyone and everyone who is associated with HR and desires to continue following those goals. The Forum presently has more than 300 members on behalf of above 150 companies from most of the sectors of business all over the Emirates. It even functions a forum that is online for its members, offering blogs as well as discussion boards so as to facilitate the members to receive feedbacks on their questions, discuss main issues and share thoughts in the field of HR in that region. This section even facilitates members to place CVs and vacancies so as to make possible the cooperation in inter-community with respect to jobs. The annual membership fee for DHRF is US$ 80 and every member is needed to pay an additional fee of US$ 40 as a joining fee which is a one-time fee (Dubai Human Resources Forum, 2009). Justification for the Selection Made The mentioned international professional human resource associations have been described and evaluated properly in the above portion. Based on the above discussion and evaluation, it has been observed that among all the associations, the Society for Human Resource Management (SHRM) has the highest network in terms of numbers. As a HR professional, the individual should be vigilant enough while deciding on the international professional human resource associations. The choice must be made after considering the fact that the selection would assist and facilitate the individual in meeting the personal as well as professional requirements. The career of the individual is at the stage of development and considering this aspect the SHRM would be an appropriate choice for the individual (Noe, 2010). SHRM would be the appropriate option for me as it would assist me to grow in my career in the field of Human Resource. Presently, I am heading the human resource but would like to see myself as the manager of the of the human resource department. SHRM would help me in developing my professional skills in the field of HR as well as introduce me to the wide network of professionals who are the members of the association and this would further assist in making progress in my career. Interacting with such professionals would help me to learn from their experiences as well as develop more knowledge regarding the field of HR. The association would also provide a wide variety of resources related to the HR issues which would prove to be highly advantageous for me. These resources would facilitate me to sharpen my talent as well as knowledge in the domain. At this point, my career is at the development stage, an association like SHRM would prove to be suitable as it would improve and meet up to my professional as well as personal requirements. Conclusion From the above discussion, it is quite evident that it is important for an individual to choose an international professional human resource association. The professional firm should be capable of giving a boost to one’s career by networking and also assist in developing and honing the personal skills. The professional should be able to cater to the professional as well as to the personal requirements. The professional firm would also help to keep one updated with the recent developments and also offer solutions to any kind of issue related to HR. Becoming a member of such a firm would help in interacting with other members which can bring in fresh opportunities. Thus, it can be observed that partnering with the appropriate professional firm would surely assist to scale fresh heights in an individual’s career. References Abuqayyas, A., 2007. Strategic Human Resource Management. Communications and Information Technology Commission pp. 1-25. Arabian Society for HR Management, 2010. About Us. About. [Online] Available at: http://www.ashrm.com/about.php [Accessed October 11, 2011]. Caruth, D.L. & Et. Al., 2008. Staffing the Contemporary Organization: A Guide to Planning, Recruiting and Selecting for Human Resource Professionals. ABC-CLIO. CIPD, 2011. About Us. CIPD and the HR Profession. [Online] Available at: http://www.cipd.co.uk/cipd-hr-profession/about-us/ [Accessed October 11, 2011]. Devanna, M. A. & Et. Al., 1981. Human Resource Management: A Strategic Perspective. Organizational Dynamics. Dubai Human Resources Forum, 2009. Our Profile. About Us. [Online] Available at: http://www.dhrf.ae/dhrf/profile.php?id=36 [Accessed October 11, 2011]. Escola Nacional de Administracao Publica, 2010. The Impact of Strategic Human Resource Management on Organizational Success: The Public Sector and Multiple Goals. Downloads [Online] Available at: http://www2.enap.gov.br/mesa_redonda/downloads/daley_vasu.mpsa02_PPM.pdf [Accessed October 11, 2011]. Gatewood, R. & Et. Al., 2010. Human Resource Selection. Cengage Learning. Noe, R.A., 2010. Employee Training & Development. Tata McGraw-Hill. SHRM, 2011. About the Society for Human Resource Management. About SHRM. [Online] Available at: http://www.shrm.org/about/pages/default.aspx [Accessed October 11, 2011]. Wright, P.M., 1998. Introduction: Strategic Human Resource Management Research In The 21st Century. Human Resource Management Review. Read More