The paper "Leadership Style of Rupert Murdoch from a HRM Perspective" is a wonderful example of a case study on human resources. People in an organization refer to human resources. People contribute to an organization in terms of efforts, skills, and capabilities, which enable the firm to continue existing. Studies have shown that people can offer a firm competitive advantage is they are managed strategically (Arnolds, 2005). Strategic management of people in firm results in a workforce that is highly committed and skilled in carrying out their duties to fulfill the goals and objectives of a firm.
Bjorkman, Fey, and Park (2007) state that to maximize the efforts of people in an organization requires proper training of the workforce. It is argued that the only vital value a company has is the experience, skills, insights, and innovativeness of its people. The success of a firm will thus depend on its ability to understand how the human resource is related to its performance and its wealth. Therefore, a firm with the best strategies and methods for attracting, hiring, managing, developing, and retaining top-performing talent is the most competitive company (Baruch and Holtom, 2008).
In order to attain this, managers need to be trained on how to apply human capital management methods and principles to business strategy and performance. Firms can build a powerful human capital strategy based on solid facts, processes, and measures, which help them to discern where they will get the most advantage from its people. This helps organizations to match their business models with their human capital strategies (Chen and Huang, 2009). By doing so, firms are able to visualize their human capital as a value-producing asset rather than of cost to be minimized.
In addition to offering firms a competitive advantage, people’ s quality and performance differentiate firms in the competitive market (Arnolds, 2005). Thus firms are differentiated in the strategies employed in recruitment and hiring, development and motivation, minimization of risk and cost, designing talent management, implementation of performance-based compensation systems, designing mentoring and coaching programs, and application of performance management technologies for available talent. People in the organization also help to drive innovation and invention dependent on how they are managed (Mobey, 2008).
Arnolds, C.A. 2005. An Alderfer perspective of the higher education restructuring in South Africa. South African Journal of Industrial Psychology, vol. 31, no. 2, pp. 22−29.
Baruch, Y., and Holtom, B. 2008. Survey response rate levels and trends in organizational research. Human Relations, vol. 61, no. 8, pp. 1139-1160
Bjorkman, I., Fey, C., and Park, H. 2007. Institutional theory and MNC subsidiary HRM practices: evidence from a three-country study. Journal of International Business Studies, vol. 38, pp. 430–446.
Chen, C., and Huang, J. 2009. Strategic human resource practices and innovation performance — The mediating role of knowledge management capacity. Journal of Business Research, vol. 62, no. 1, pp. 104-114
Cunningham, I. 2010. The HR function in purchaser–provider relationships: insights from the UK voluntary sector. Human Resource Management Journal, vol. 20, no. 2, pp. 189-205
Harney, B., and Dundon, T. 2006. Capturing complexity: developing an integrated approach to analysing HRM in SMEs. Human Resource Management Journal, vol. 16, no. 1, pp. 48-73
Lengnick-Hall, M., Lengnick-Hall, C., Andrade, L., and Drake, B. 2009. Strategic human resource management: The evolution of the field. Human Resource Management Review, vol. 19, no. 2, pp. 64-85
Mobey, C. 2008. Management development and firm performance in Germany, Norway, Spain and the UK. Journal of International Business Studies, vol. 39, pp. 1327–1342.
Ridder, H. 2009. Influences on the architecture of human resource management in non-profit organizations: An analytical framework. Non-profit and Voluntary Sector, vol. 39, no. 1, pp. 124-141
Subhadra, K., and Bhatia, V. 2004. Rupert Murdoch – The Media Mogul. ICMR Centre for Management Research.