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Davidson (cited in Stone 2011, p.36) argues that Strategic Human Resource Management (SHRM) demands HR professionals who are willing to accept responsibility for organisational performance outside HRM should . . .bring their specialist HR functions mo - Essay Example

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Before going to discuss the need of alignment between human resource practices and the firm’s strategic goals and objectives, let us get a better understanding of what strategic human resource management actually is. Strategic human resource management means to carry out HR…
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Davidson (cited in Stone 2011, p.36) argues that Strategic Human Resource Management (SHRM) demands HR professionals who are willing to accept responsibility for organisational performance outside HRM should . . .bring their specialist HR functions mo
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Extract of sample "Davidson (cited in Stone 2011, p.36) argues that Strategic Human Resource Management (SHRM) demands HR professionals who are willing to accept responsibility for organisational performance outside HRM should . . .bring their specialist HR functions mo"

Download file to see previous pages department needs to align the recruitment and selection with the corporate strategy of the company in order to improve organizational performance, as well as to bring HR practices closer to some particular strategic goals. In today’s world of competition, companies are trying to match their corporate strategies and HR practices through creating strategy-oriented human resource plans, focusing on the skills and knowledge of employees, and establishing employment policies for employees who can work beyond their area of expertise (Sparrow & Pettigrew 1988, p. 25).
Strategic human resource management requires planning and carrying out about HR functions in such a way that they meet the needs of the employees, as well as serve the business targets and goals through improved employee performances. Some of the main advantages of strategic human resource management include selective and strategy-oriented recruitment of employees, improved organizational performance, improved efficiency, and formation of a dynamic work environment. With all these benefits, it seems that strategic human resource management is the key to a company’s success in a competitive market. In this paper, we will discuss the main functions of strategic human resource management to determine the benefits of aligning HR functions with the corporate strategies and objectives.
Strategic human resource management serves many strategic goals of a company (Boxall & Purcell 2011). Some of the main functions of strategic human resource management include aligning recruitment process with corporate objectives, employee training and development in accordance with corporate goals, employee safety and health, increasing employee motivation, and meeting employee needs to make them serve company’s goals with full commitment and dedication. Let us discuss all of these functions in detail in order to know the significance of aligning these practices with strategic goals of a company.
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