The paper "Strategic Human Resource Management - PRT Company" is a good example of a management case study. In a strategic perspective, the term ‘ Strategic Human Resource Management, ’ brings out the logic of human resource management. For the above to happen, there have to exist a relation that is made with the process of strategies, through which the objectives of a given organization are run. Suppose a given organization is to successfully function, there needs to be a good interrelationship among policies at various levels. A strategy is the key-word and acts as a cornerstone in the perfect and effective management in any company (Cieri, 2007).
Good strategies mean good management and vice verse. It entails the development of position group of practices, plans and strategies to enhance the achievement of the aims of the organization. It takes into account the suggestion of corporate policies for all systems of Human Resources (HR) in a firm and this is made so by means of translating aims of the company into exact peoples’ management (Kramar, 1999). This raises the question of whether Strategic Human Resource Management (SHRM) is central to organizations’ strategic management processes, as it deals with people rather than profit’ .
It also brings out an investigation requirement on the importance and roles of Human Resource Management in a given company. A research was conducted to confirm the above statement. Strategic Human Resource Management (SHRM) is an approach to decision making in the organization concerning the people-essential components of the business strategies of the organization. It deals with the activities that are HR related and are needed in the support of the aggressive strategies of the firm (Price, 2007).
Strategic Human Resource Management (SHRM) is mainly cornered with the measures and resolutions that concern employee’ s management at all the levels in the organization and which are geared towards sustaining and the creation of aggressive merits in the firm(this is according to Wilkinson, 2009 in the case of PRT company). Strategic Human Resource Management (SHRM) may contain several meanings as different scholars and practitioners have given out various definitions. According to Schuler, 2004 (SHRM) refers to the general direction that association wishes to pursue in obtaining its goals and this is through people.
Strategic Human Resource Management (SHRM) can be taken as an approach that is concerned with the issues of the people as a fraction of the strategic management desire of organization. It is concerned with the macro-organizational and this concerns linking to, arrangement and ethnicity, the efficiency and outcome of the organization. It links the future needs of the business and how change should be managed. In general and in summary, it might mean the use of setting up, marching Human Resource Management (HRM) and the policies.
It also concerns considering the people that are ion firm, as a strategic resource for getting aggressive merits (Price, 2007). Research Methodology The research was carried out in PRT Company. Different methods of data collection were used to verify the research statement. The research was conducted in an investigation of how different Human strategies to influence the organization and whether Strategic Human Resource Management (SHRM) is central to organizations. PRT Company was used. In the research, leadership, culture, strategic plans, communication, and recruitment strategies were investigated in the company. Secondary data was as well used.
These were the past records of the company. The research method was the interview. The respondents were the members of the managerial system of the company. They were from both the higher and the lower managerial levels. The majority were from lower levels as they could provide more valid information and seemed to be guanine in their replies. The anonymity of the respondents was protected by not identifying them. All study features were examined (Loosemore, 2003).