Strategic Approach to Human Resource Management - Case Study Example

management is a key function and for a firm to be able to prosper and move forward successfully it is important for the organization to have an effective management system so that they are able to utilize their resources in an efficient and effective manner.... … A proper management recognizes the needs of the external market and then mobilizes the existing resources, and acquires the newer resources so that they can help and facilitate the organization in gaining their objectives....

In total they offer health service in cancer; women related health issues, burn center, and diabetes center and as well as anesthesia and pain management center.... [EDUCATIONAL NEEDS] [University] [Instructor Name] The hospital that I work in is the Bridgeport Hospital.... It is a hospital that is equipped with the best of medical facilities that are available....

Strategic Approach to Human Resource Management.... human resource management: Boston, MA: Cengage Learning.... human resource management.... he competition may copy the products in order to reach the success of Apple in which case it may be a futile task because what they must emulate is in relation to human capital.... However, the root of its success has been based on the human capital and… It hires people passionate about its products in its stores (Phillips & Gully, 2013)....

This approach is a management system for filling the gap between what is usually measured and what is actually necessary for the organization.... focuses on the fact that though human capital has become an important key element in creating values in the organization, there is no specific consensus blueprint for recognizing, developing, managing, and measuring of this intangible asset.... This paper "What Is the HR Scorecard approach?... nbsp; The HR Scorecard, which was originally described by Robert Kaplan and David Norton in 1992 and has been endorsed by writers such as Becker, Huselid, and Ulrich (2001) is a systematic approach that makes the case for HR-based measurement systems to be clearly linked to the strategic aims and values of an organization (Scarbrough and Elias, 2002, p....