Management and Leadership development - Essay Example

Management and Leadership Development AFFILIATION: Role of Strategic Human Resource Management (HRM) in developing strategic management thinking Strategic Human Resource Management (HRM) is an important part of the company’s overall corporate strategy. This is because the organisations have realised the key of gaining top position in the market is to develop a competent and extraordinarily qualified workforce (Chen & Huang, 2009; Schiuma, 2009). With the help of Strategic HRM, an organisation can formulate and execute HR systems.

This will produce the desired proficiencies in the employees. The desired behaviours will be elicited which are required by the company for attaining success. This will allow the firm to achieve its strategic aims (Garavan, 2010; Martin, Gollan & Grigg, 2011). In almost all firms, the top management is the trend setter and it has to demonstrate a high level of commitment towards the development of a workforce which is flexible, competitive and proactive (Gloet, 2006; Plessis & Beaver, 2010). When a strategic approach of HRM is implemented, it will ensure that HR is the top most priority.

HRM is effectively integrated with the company’s strategy, mission/vision and long-term goals (Blackman, O’Flynn & Mishra, 2010; Lengnick-Hall et al., 2009). Strategic HRM is fostering strategic management thinking on all levels. This allows the leaders to be involved in the strategic planning process (Lepak et al., 2006). It is a mechanism employed by leading organisations for developing a workforce plan and determining the priority objectives to be attained. It also focuses on the course of action that can be taken for successful accomplishment of the desired objectives (Jaakson, Tamm & Hammal, 2011; Tahilaramani, 2010; Way & Johnson, 2005).

Hence, with proper implementation of Strategic HRM within an organisation, there would be an enhanced and supportive workplace learning environment that can be cultivated. This will ensure that the company has the capability of responding to HR related issues proactively and proficiently (Singh, Darwish & Anderson, 2012).Impact of Strategic HRM on overall corporate strategy Currently strategic HRM is a major contributing factor in the organisation’s corporate strategy. Therefore, it is imperative for the top management to ensure a proper link between the desired objectives and competency level of the employees (Caliskan, 2010; Way & Johnson, 2005).

The main purpose of Strategic HRM is to help the company develop an effective employee or workforce plan. This will assist it in managing the employees effectively (Allen & Wright, 2006; Martin, Gollan & Grigg, 2011). It emphasises the need of coordinating activities at all levels i.e. corporate, managerial and operational level. This will allow the efforts of the people to be well-integrated and synchronised. The key areas that are addressed by the professionals are employee development and retention and effective performance management system.

The professionals also focus on providing fair and justified rewards to the deserving candidates and forecasting the future demands of the organisation (Scullion, Collings & Gunnigle, 2007; Stone, 2008). HRM also plays a crucial role in the recruitment and selection process for employees. This allows qualified employees to be hired at all positions. If there are effective mechanisms in place for HRM, then there will be high chances for the organisation to successfully achieve its goals and objectives (Svetlik & Stavrou-Costea, 2007).

Singh, Darwish and Anderson (2012) have made conclusions about having a strategic approach towards managing HR. They state that an organisation is able to enhance its productivity level, boost its performance in the industry and realise two fold growth in its efficiency level by proper management of HR. Hence, strategic HRM is a mandatory requirement for every organisation for competing effectively in the dynamic business environment. This approach will ensure that strategic thinking is heightened while conducting the business activities especially among the leaders and employees.

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