Essays on Strategic Human Resources Management and Leadership Assignment

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The paper "Strategic Human Resources Management and Leadership" is a wonderful example of an assignment on human resources. Strategic HR management involves itself with envisaging outcomes as well as making sure that the company has the adequate skilled human capital to realize the organizational goals, while operational HR is concerned with the everyday operations crucial to meeting the employees’ needs. Strategic HR management needs that all professionals in human resource take into account the overall picture of the business’ s growth, executing means that directly contribute to the long-term goals of the organization (Durai, 2006, p. 58).

Therefore, strategic HR management is vital to the organization’ s future planning since it associates with the workforce. On the other hand, in operational HR management, the tasks accomplished are always highly noticeable to the workforce since they concentrate on the day-to-day work issues caused by the unending needs of the work team. The tasks include staffing, interviewing and risk management, and hiring. Strategic HR management focuses on increasing the productivity of the workers as well as the return on investment, with a view to progress while operational HR management involves managing employees’ health benefits, compensation issues, as well as compensation reviews. What are the core strategic HR activities? Strategic HR activities are utilized to develop workers so as to support the company’ s business needs, which include aiding communication, facilitating teamwork and promoting participation, improving quality, and developing the needed talent.

In this case, strategic HR activities include human capital measurement and management, alternative dispute resolution, change management, as well as workplace innovation. Human capital management can be described as a set of activities associated with HR management, which concentrate on the organizational need to offer certain competencies.

Change management can be defined as a systematic approach in handling change at an individual and organizational level. Alternative dispute resolution is a strategic method of cooperatively solving issues in the organization. Finally, Workplace innovation is a spontaneous strategic process, intended for improving employees working conditions and motivation, in so doing improving organizational performance, labor productivity, and innovation competence. What is the relationship between corporate strategy and HR strategy? Corporate strategy can be defined as the corporation direction or overall scope as well the manner through which its various business operations pool resources to realize certain goals.

It precisely directs focus on how the business can add value to the various business processes in the portfolio. On the other hand, HR strategy is a coordinated set of processes intended for integrating the employees, the organization, and the corporate culture so as to achieve the business goals. For corporations with strong HR strategies such as software companies, mergers and acquisitions are the new HR challenges and are attributed to corporate strategy. These days, human resources strategy involves top management discussing with HR experts to develop harmonizing goals for the overall business as well as for human resources. What is the different strategic HR management axis? There are two axes through which strategic HR management can be achieved: the vertical axis points out a focus on either the daily role of the organization activities or the future while on the other hand, the horizontal axis concentrates either on practices or people.

This, as a result, leads to four strategic roles: strategic partner, change agent, administrative expert, and employee champion (Truss et al. , 2012, p. 70).

These different axes are frequently utilized to connote the various means through which human resources can be deployed.


Durai, D. P. (2006). Strategic Approach to Human Resource Management. Daryaganj, New Delhi: Atlantic Publishers & Dist.

Fritzenschaft, T. (2013). Critical Success Factors of Change Management: An Empirical Research in German Small and Medium-Sized Enterprises. New York: Springer Science & Business Media.

Truss, C., Mankin, D., & Kelliher, C. (2012). Strategic Human Resource Management. Oxford : Oxford University Press.

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