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.

Critically assess the strengths and weaknesses of the different models of Strategic Human Resource Management - Essay Example

Comments (1) Cite this document
Summary
Strategic human resource management developed from the traditional personnel management unit of businesses (Thomson, 1999). The traditional personnel management was concerned with the management of employees…
Download full paperFile format: .doc, available for editing
Polish This Essay92.6% of users find it useful
Critically assess the strengths and weaknesses of the different models of Strategic Human Resource Management
Read TextPreview

Extract of sample
"Critically assess the strengths and weaknesses of the different models of Strategic Human Resource Management"

Download file to see previous pages Personnel Management involved hiring the best employees, keeping employees productive, monitoring employees in their operations, payment, motivation and development of employees (Biz Bite Consulting Group, 2011). Personnel management was mainly focusebd on ensuring that workers made to provide the best results and this was done in a very isolated manner that was independent of central organizational goals and objectives (Becker and Gerhart, 1996: Thomson, 1999). This meant that employee matters were simply grouped under this aspect of the business and it enabled the business to remain in control of affairs in organisations. Also, personnel management involved a unit that ensured that employee matters were dealt with and employee challenges were revolved. It existed as a necessary unit but not a vital component that was manipulated by management to meet the overall goal of the organisation. Strategic human resource management, on the other hand, evolved to blend personnel management with the goals of the organisation (Thomson, 1999). In other words, the personnel management unit is designed and ran in such a way that it contributes directly to the long-term organisational plan and goals (Galbraith and Nathanson, 1978). This integration meant that the strategy of the organisation was integrated into the personnel department and this department was ran to meet organisational strategic goals. In linking the old personnel management unit of a business to the strategic units and levels of businesses, there are four main methods and approaches that are used to link the two systems. They are: 1. Universalistic Approach 2. Contingency Approach 3. Resource-based Approach and 4. Institutionalist Approach Each of these four approaches to strategic human resource management comes with various strengths and weaknesses. This paper examines each of the approaches and undertakes a critical analysis of all of them. This will involve an examination of the main theory that underlines the approach and an assessment of the merits and demerits of each approach. Universalistic Approach to Strategic Human Resource Management. The universalistic approach assumes that there is one best way of carrying carrying out the human resource management function strategically (Pfeffer, 1998). In other words, the management spend time to crystallize a system of managing people that they consider to be foolproof and appropriate to the organisation in all circumstances. The best way of doing human resource management becomes a universal set of rules that are used to run the human resource management unit as a strategic business unit that works to meet strategic goals of the organisation. There are three yardsticks that are used in defining the 'best way'. These yardsticks come up as a result of the need to define what is best and what will eventually become the universally accepted human resource management system. The first yardstick is a commitment based system which involves the choice of a strategic human resource management system that helps employees to become more committed (Guest, 1987). This way, the basis for choosing a system of implementation is to find out what best enhances employee commitment. The second yardstick is the concern for employee motivated system (Wood, 1999). I doing this, what is defined as the best human resource management system is judged by how sensitive it is to the needs of employees. The third model is quite opposite to the second model. This is a concern for work model. In other words, the universalistic approach is based on the ability of an HRM model to make employees provide the highest level of outcome and results for the ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Critically assess the strengths and weaknesses of the different models Essay”, n.d.)
Retrieved from https://studentshare.org/management/1401887-critically-assess-the-strengths-and-weaknesses-of
(Critically Assess the Strengths and Weaknesses of the Different Models Essay)
https://studentshare.org/management/1401887-critically-assess-the-strengths-and-weaknesses-of.
“Critically Assess the Strengths and Weaknesses of the Different Models Essay”, n.d. https://studentshare.org/management/1401887-critically-assess-the-strengths-and-weaknesses-of.
  • Cited: 0 times
Comments (1)
Click to create a comment or rate a document
ja
jakubowskireaga added comment 4 months ago
Student rated this paper as
I never thought 3000 words essay could be written in such a free manner. I loved the content of this essay. Will definitely use it for my own work!
CHECK THESE SAMPLES - THEY ALSO FIT YOUR TOPIC
Different Dimensions of Strategic Human Resource Management
nization. The committed workers in the organization are assigned the responsibility to self-monitor or handle a group of employees. The aim was to explore the relation between the human resource management (HRM), industrial relations and trade unions. All these aspects are covered to understand the case study.
14 Pages(3500 words)Coursework
Strategic human resource management
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.
13 Pages(3250 words)Essay
Strategic human resource management
The various skills as well as the motivation of the individuals help each individual enhance their performance and together they work towards achieving the goals of the organization.
4 Pages(1000 words)Essay
Strategic Human Resource Management
Human resource management of an organization deals with a number of management decisions which have a major impact and influence on the people of the organization. The human resource management when dealt with in a strategic manner with strategic plans and well thought out and strategically devised practices, then this is referred to as Strategic Human Resource Management. The main aim of this paper is to compare and contrast the various approaches of strategic human resource management.
4 Pages(1000 words)Essay
Strategic Human resource Management
Ideally performance management has to include all aspects associated with producing specific or desired performance; these aspects should include performance appraisal, training and development as well as behavior of employees. Most of the times, performance management includes measurement of performance metrics such as productivity, quality, turn around time, schedule adherence or attendance etc.
6 Pages(1500 words)Essay
Strategic Human Resource Management
Strategic human resource management refers to a managerial process where the human resource manager comes up with policies and practices that have to link with the overall strategic objective in an organisation.
8 Pages(2000 words)Essay
Strategic Human Resource Management
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).
6 Pages(1500 words)Essay
Human Resource Management Models
There are two ways, essentially of viewing staff and employees and they come in terms of both humanistic and empirical means. The 'hard' theoretical approach sees people as commodities or as having numerical value while the 'soft' approach looks at the humanistic approach.
6 Pages(1500 words)Essay
Strategic Human Resource Management
The report is concerned about the trend which is observed in present-day Organisations that are focusing on the survival rather than their growth and development. Organisations collapsed due to economic slowdown have alerted the existing ones regarding their survival in the highly uncertain environment where survival has become a tough matter of subject.
13 Pages(3250 words)Essay
Strategic Human Resource Management
As we goes into the new era of an advanced very technocratic environment, the business world is also stepping into an atmosphere of fierce competitions This
10 Pages(2500 words)Essay
Let us find you another Essay on topic Critically assess the strengths and weaknesses of the different models of Strategic Human Resource Management for FREE!
Contact us:
+16312120006
Contact Us Now
FREE Mobile Apps:
  • About StudentShare
  • Testimonials
  • FAQ
  • Blog
  • Free Essays
  • New Essays
  • Essays
  • The Newest Essay Topics
  • Index samples by all dates
Join us:
Contact Us