The Impact of Strategic Human Resource Management - Essay Example

? Strategic human resource management The impact of strategic human resource management develops organizational success and examines the extent to which the human resource management affects the perceived outcome (Analoui, 2007, p. 79). The study looks into the effects of strategic human resource management on the assessment of performance. The study uses information from a survey in North Carolina County to establish the extent strategic management affects performance. It evaluates the connection between strategic human resource management and the performance of the organization. The theoretical perspectives for strategic human resource management, on the other hand, provide a guide to a clear distinction of strategic human resource management and human resource according to McNeill and Chapman (2005, p. 98). They provide a review of theories that can be applied to elaborate strategic human resource management. The study aims to make a distinction between strategic human resource management and human resource management. The issue addressed by these two studies is strategic human resource management. These studies aim to provide further information on the issue of strategic to human resource management. The concept of strategic human resource management as addressed by the two studies is a contemporary issue in human resource management. In order to attain goals and objectives in an organization, it is essential to employ the concept of strategic human resource management. The importance of strategic human resource management and its application is addressed by the two studies. Strategic human resource management is a concept within the broad subject of human resource management. Strategies of human resource management incorporate the concept of strategic management in the planning and utilization of human resource. In order to improve efficiency in an organization, it is essential to use the concept of strategic human resource management in addition to the basic human resource management. Strategic human resource management implements changes to human resource management. This ensures a clear understanding of issues in order to sustain a competitive advantage and accomplish the desired results. Strategic human resource management involves the use of proper management tactics in order to meet the organizations best goals. Human resource management is the focus on aspects that affect employees and provide safety incentives and information in order to ensure productivity of employees. Strategic human resource management, on the other hand, provides a work environment and strategies that ensure that employees provide their services with consideration of the objectives of the business (Greer, 2001, p. 85). Even though strategic human resource management sometimes perceived as an independent issue for human resource management, it is necessary to note that the issue is within the broader subject of human resource management. Strategic human resource management requires that principles of human resource management employed before the adoption of strategic human resource management. It is, therefore, noteworthy that strategic human-resource management is an issue within the broader context of human resource of management. The theoretical frame work adopted by the study in the Journal of management applies micro level production to the theories to the human resource management field – therefore, a descriptive one. The method employed explains the concept of the study. The study adopts six theoretical models organization with theories in economics and finance. The theories support the concept of strategic Human-resource management and connect human resource management activities proactive and strategically aimed decisions. The study of the impact of strategic human resource of management of the organizational success, on the other hand, uses the knowledge advancement theory to establish the competitive advantage as well as planned for the organization’s implementation of its strategies. The study also uses the Hirschman’s theory to enhance the Acceptance to offer their organizations strategies and decisions (McBurney and White, 2009, p. 57). The study puts forward theories aimed at ensuring the survival and enhancement of the organization implementing the policy. This clearly portrays the concept of knowledge advancement developed by the study. As presented by Wright & MacMahan (2002), the limitation of the concept adopted by the resource based perception of the firm focuses on the resource based perception of the organization. The theory focuses on the attainment of a competitive advantage through the strategic utilization of the internal resources of the firm. The approach attempts to provide an avenue for the development of strategic human resource management policies (Schuler and Susan, 2007, p. 187). The concept sees human resource as a source of sustaining a competitive advantage in the organization. The theory takes into consideration the factor that formulation of human resource policies in the implementation of strategic human resource policies is essential. The shortcoming of this method, conversely, is that it does not permit the universal implementation of this strategy but is dependent on the availability of personnel. Daley (n.d., p. 7), on the other hand, approaches the issue by the use of Hirschman’s theory which focuses on the deletions rooted in the acceptance and the death of the organizations services and products. The theory acknowledges the fact that the similarity of the organization's decision in regard to the decision of the personnel is essential in the achievements and implementation of strategic human resource management policies. This approach focuses on improving employee willingness to support the strategies of the organization. However, it lacks a comprehensive coverage in its application. The method employed by the study by Wright & MacMahan (2002) founded on a research hypothesis. In this study, the method uses previously available literature to support and analyze the issues in the study. This method uses ideas from other works to develop its concept. It develops strategic human-resource management issues from the analysis of concepts available on the issue. The method employed in the study aims to provide a clear understanding of the concepts discussed in the research. The method employs the provision of a clear understanding of the strategic human resource management notion. The method used by Daley (n.d.) employs the concept of a case study. The study uses data collected from a survey conducted in North Carolina. The data used in the study for the analysis of strategic human resource the management derived from the survey conducted in North Carolina. The research method analyzes the collected data to answer that question posed in the study. In this respect, it is imperative to point out that the analysis of strategic human resource management in this study is based on data collected. The advantage of using research questions is that the identification of the addressed issue is done prior to the research and analysis of the study based on the hypothesis presented. This ensures that there is accuracy and relevance in the results of the study. The focus of the research is on the hypothesis of the study and provides the required results. On the other hand, the limitations of this method are that the research question of hypothesis restricts the scope of the study and may leave out essential information. A case study research, on the other hand, employs the collection of information regarding an issue, then coming to a conclusion on the same. This method yields outcomes that are more practical and can be generalized to a similar phenomenon. The importance of this technique is that results from the cases used in the research provide quality information that help in coming to a more accurate finding. The limitation of this method is the complexity in the collection interpretation and analysis of the information. Although the method provides accurate information on the issue, the interpretation of the results may pose a challenge resulting in inaccurate results (Kothari, 2009, p. 24). The sources expand the understanding and knowledge of the theory of strategic human-resources management. The information from these resources shows that the concept of strategic human-human-management is a fundamental aspect in the improvement of organizational productivity. These studies on strategic human resource management elaborate on the clear connection between utilization of human resources available in an organization to enhance productivity. According to these studies, strategic human resource management improves the productivity in an organization. The strategies in improvement of human resource in an organization, however, take different approaches. The concepts employed in strategic management change from time to time; therefore, the issues should be addressed according to the current position of the organization. The studies discuss ways of improvement of strategic human resource and a different in organizations. These studies discuss the theories associated with strategic human resource management and provide understanding and the implementation of these theories. These studies provide a clear understanding of the theoretical framework of strategic human resource management. They succeed in the development of a connection between coordination of work and enhanced productivity in an organization. The studies on strategic human resource management contribute this concept by providing further knowledge and improving the understanding on this issue (Kenneth, 1996). Accordingly, the analysis and discussion on the issue is the proof that understanding the concept of strategic human-resource management and the theories based on this issue is essential. These studies help to refine the concept of strategic human resource management. The main information provided by the studies incorporates the analysis of theories and approaches used in the attainment of comparative advantage by the human resource in an organization aimed at productivity enhancement. The studies use available information to evaluate the present condition and offer strategies aimed at improving the subsequent strategies. The importance of the studies is seen in the contribution of strategies to enhance already available strategies. The studies also depict the availability of further improvement in regard to the issue of strategic Human resource Management. According to Wright & MacMahan (1992), there are opportunities to develop the concept of strategic human resource management further. The restructuring of the concepts of strategic human resource management in order to fit into the current situation can be achieved to improve productivity in organizations. Reference list Analoui, F 2007, Strategic Human Resource Management, Thomson Learning. Daley, V n.d. The impact of strategic human resource management on organizational success: Public sector and multiple goals. S.n. Greer, Ch. R 2001, Strategic human resource management, Prentice Hall. Kenneth, A. K 1996, Strategic Human Resource Management, University Press of America. Kothari, C. R 2009, Research Methodology: Methods and Techniques, New Age International. McBurney, D. H., & White, T. L 2009, Research Methods, Cengage Learning. McNeill P., & Chapman, S 2005, Research Methods, Routledge. Schuler R. S., & Susan E. J 2007, Strategic Human Resource Management, John Wiley, & Sons. Wright, P. M., & MacMahan, G. C 2002, Theoretical Perspectives for Strategic Human Resource Management, Journal of Management, 18: 295. Read More