The paper "Strategic Human Resource Management Gives an Organization a Competitive Edge" is an outstanding example of a management research proposal. The design of strategic human resource management is composed in a way that it helps firms to meet the needs of their employees effectively and at the same time promoting organization goals. Human resource management is involved with any business aspect that impacts on employees (Wood, 1999). Some of these aspects include; Hiring, benefits, training, firing, as well as, employees administration. It also provides safety procedures education, incentives, and other times vacation days. Strategic HR management is the proactive management of people.
It calls for future thoughts, plans of how an organization can better meet the employee’ s needs and the employees to meet the organization goals effectively. Therefore, SHRM can affect the way these are approached in the organization in terms of hiring practices, assessment techniques among other HR practices. An organization who is highly concerned with the employee's needs cultivates a working atmosphere that results in maximum productivity or remains competitive in the market (Wood, 1999). This can best be achieved through SHRM.
An organization SHRM view is based on taking HR and accepting it as a business strategic partner. This is in the formation and business strategy implementation through HR practices. In the past years, HRM was taken as an administrative activity, however recently human resource managers have so many strategic responsibilities, for example, it functions as the organization's strategic partner and that is what adds to the competitive advantage of an organization. There is mixed workforce demography that has resulted from globalization, a business context that changes suddenly, and business concerns changes and organization is going through all these changes. In this case for an organization to achieve a competitive edge today, it has to have its HR department to look into the transactional and administrative aspect that is related to a job.
It should rather come up with strategies for organization sync with its goals otherwise it is likely to lose its significance. Once there is an alignment between the Human resource management and organizational goals resulting in financial uplift. As a result of this nowadays s HR plays the role of a strategic business partner of an organization.
There has been evidence that an organization was able to attain excellent and high performance once the HR practices are in strong alignment the stated strategies of an organization. 1.1 Rationale In regard to the above approach, HR has to plan activates in a way that is able to achieve its goals effectively. It also plays a crucial role in the formulation and implementation of strategic activates and goals of this nature. Therefore, this implies that the role of a strategic partner is under the Human Resource section.
The section is also expected to formulate alternatives that are strategic enough for the future of an organization. Human resource department should not be restricted to activates of recruitment, payrolls, and other organization administrative activates. However, it is expected to formulate policies that are based on decision especially on global perspective and at the same time make suggestions for strategies formulation. Therefore, with all these upcoming HR responsibilities it is important to try and define how the competitive edge of an organization can be maintained through SHRM.
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