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and objectives so as to enhance business performance and build up organizational culture that promote innovation, competitive advantage and flexibility” (Becker, & Huselid, 2006). In the organizational setting SHRM strategy is adopted in order to augment the existing HR policies and initiatives as a strategic component by many organizations. Thus in the formation and implementation of the organization’s strategies through HR activities such as selecting, recruiting, rewarding workers for their performances and training them, the management focuses on the labor productivity.
Many writers in the 1980s began to focus on a more strategic approach for the management of human resources rather than the traditional concept of people management or industrial relations. SHRM concentrates on human resource programs with long-term goals. Rather than concentrating on internal human resources, the emphasis is on looking at and solving problems that affect people management programs on a global scale and in the long run. As such the main objective of strategic human resources is to enhance people productivity by concentrating on business obstacles that take place outside of human resources. The main activities of a strategic human resource manager should be to find out key HR areas where strategies could be implemented in the long run so as to enhance the overall employee productivity and motivation. Communication between top management and HR of a firm is important as co-operation is not possible without active participation (Fine, & Cronshaw, 1999). The key features of SHRM are;
Job analysis can be defined as “A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and
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(Strategic HR Management - Job Analysis Essay Example | Topics and Well Written Essays - 3000 Words)
“Strategic HR Management - Job Analysis Essay Example | Topics and Well Written Essays - 3000 Words”, n.d. https://studentshare.org/miscellaneous/1562726-strategic-hr-management-job-analysis.
A mixed methods case study was conducted with which interviews and survey questionnaires were carried out in order to obtain more detailed and comprehensive results. Running records such as company reports and exit interviews were also examined. Findings indicated that the HR strategies of the CMG only focused on administrative functions (e.g.
Strategic goals Two goals of the organization derived from its strategic plan are mentioned below. 1. To increase the sales of the software products of the company. 2. To hire fifty more workers during the calendar year. Increasing the sales of the software products is indirectly linked to the HR functions while hiring fifty workers is directly linked to the HR functions because the task of the human resource department in an organization is to do the hiring and the firing of the employees.
Ray Korce was the first person who opened first McDonald’s restaurant in USA in 1955 and he made a sale of $ 366.12 on the first day of his operation (Docshare.com). Ever since McDonald’s has colorful; fairly tale like history of evolving growth and it owns the culture of the modern fast food chain today.
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.
The purpose of strategic management is to create new and different opportunities for the organisations to sustain in its usually competitive environment. In brief, the notion of strategic management is fundamentally described as the procedure of devising along with executing effective strategies with the intention of supporting an organisation to attain its expected business targets (Nag et al., 2007).
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.
As a result of these developments, HRM has become a major thrust area where the focus is on synergizing and propelling organizations to seamlessly integrate with the macro environment. The field of HRM can become a greater strategic contributor to organizational performance and success (Mathis and Jackson, 2003).