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This is in recognition of the fact that different countries have different national cultures and physical and socio-cultural environments.
Much research has been conducted on the effectiveness of strategic human resource management in the United States, Britain and other European countries while very little has been done to establish its effectiveness in companies that are based in the Middle East. This research study seeks to fill this gap and will use xxxx Company that is based in Saudi Arabia as a case study.
Since the Middle East is so wide, this research will use one company (xxxx Company) as a case study. This is also done in consideration of the huge resources that may be needed to conduct the research in several organizations.
Strategic human resource management (SHRM) is concerned with the establishment and development of collection of policies and programs that are consistent with an aim of facilitating the achievement of a company’s strategic objectives according to Armstrong and Baron (2002). SHRM is designed to help organizations meet best the needs of their workers or employees while at the same time promoting the company’s strategic goals.
According to Boxall and Purcell (2003), human resource management practices are those actions and decisions that are concerned with the management of employees and that are related to the strategic implementation of measures that are aimed at sustaining the business’ competitive advantage. These practices cut across all levels and play a great role in the development of a working culture. SHRM practices include staff appraisal systems, recruitment and firing practices, work flexibility arrangements, training, and remuneration systems.
Other experts have defined SHRM as the practice of proactively managing people. This therefore means that it involves thinking ahead and making plans that will enable the company to meet in a better
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Performance managers have to check if their employees are performing well. Performance management is concerned with improvement, employee development, satisfying the needs and wants of the customer, and also satisfying the stakeholders’ expectations. Performance management is based in the belief that human resource has an unlimited potential.
Organizations are able to match their capabilities and resources through a particular strategy, and it is therefore important that the every organization is able to access the capabilities and resources to carry out the strategy. Strategic fit may also be used proactively to assess an organization’s current strategy as well as available opportunities.
Challenges 6 5. Recommendations and conclusions 7 1. Introduction: The Walt Disney Company is a world leading entertainment and media company that has invaded multiple business fields during last decades. Its achievements can be attributed to its strategic business approach, which includes a strategic human resource management (SHRM) at its core.
nt within their HR architecture. The primary aspect of strategic human resource management focuses on the establishment of HR systems and policies that are in alignment with the organization’s strategic objectives. The development and implementation of HR systems is subject to several challenges that are related to the maintenance of employees’ strategic readiness through present business climates.
Adez?, 2009, p314). Performance management plays a major role in the success of a business as it is involved in the human resource framework, which brings huge benefits to a business if handled properly. Incentives in form of pay, bonuses, stock option among others can greatly boost the morale of employees and consequently increase their productivity, however, the results are not guaranteed and sometimes the relationship between performance and incentives is complex and not straightforward.
The case study of General Electric reveals that taking a strategic approach to H.R.M involves focusing more on strategic issues. A strategic Human Resource Management involves making the function of managing people in the organization the most priority. Strategic human resource management ensures that the needs of people are first met, and in turn this enhances a strong workforce that understands the set goals and objectives of the organization.
There are two types of occupational segregation like vertical and horizontal segregation. b. Example: For an example, UK construction industry is the appropriate example of horizontal segregation. In UK construction industry, 90% employees are male. c. How Occupational Segregation affects gender inequality in metropolitan labor markets?
The challenge for all health systems is to find ways of using performance measures to promote real improvements in care. Questions such as whether public disclosure of comparative performance measures should be used to make external judgments-for example, in the form of league tables-or whether are they better used as tools for internal reflection to support quality improvement are the focus of active international debate.
SHRM is a fairly novel field that has emerged out of the parent field HRM. Traditional HRM considered the concept of strategy superficially and as a purely operational matter. SHRM can be defined as “the combining of human resources with strategic aims