The paper "Strategic Human Resource Management and Organisational Stakeholders" is a perfect example of a Management Case Study. The concept of strategic human resources management has its design tailored to assist organizations to achieve the needs of human resources while promoting the goals and objectives of a company. Strategic human resource management handles matters that concern employees of an organization. These matters relate to aspects such as recruitment, dismissal, training, appraisal, salaries, and wages. Strategic human resources management may also extend its role to include job incentives, vacation, and sick leaves.
One distinct factor associated with this type of management is the fact that it employs the proactive nature of employee management in handling and administrating the organization’ s workforce or employees. Strategic Human Resources Management. Strategic human resources management aims at enabling employees to deliver the best for the company, and at the same time, meet their needs. Murlis & Amstrong (2007), highlight that this is because proper handling of employee requirements motivates them and thus leads to the delivery of good quality products from them. Therefore, this type of management aims to achieve better delivery of services from its employees through proper management of their wishes.
Notably, to achieve this goal, the organization has to think beyond the present and forecast into the future employee needs. Strategic human resources management must initiate changes such as areas like training, improvements in the work environment, assessments, employment, payment, and discipline of its workforce. The motive behind this management has its basis on the fact that better management of employee affairs and issues helps to improve the overall performance of an organization as it motivates them to perform to the best of their abilities and improve the quality of products. Organizational Stakeholders.
In an organization, stakeholders refer to people or companies that lose or gain from the success or loss of an organization. This implies that if the business gains, they benefit, whereas a loss in the organization affects them negatively. A firm has many stakeholders who participate in the quest to achieve its success and feel the impacts associated with the loss or failure of the firm. Some of the stakeholders include the government, suppliers, customers, employees, shareholders, competitors, and community (Kellliher 2012).
Competent managers think about the magnitude of roles played by stakeholders of an organization before embarking on any act, as anything that the firm executes affects these stakeholders. The stakeholder's influence and stake in the success or failure of the organization. Additionally, these stakeholders also feel the impacts of the firm’ s failure or success, such that achievement or failure in a firm affects them directly or indirectly. Some organizational stakeholders who play a crucial role in the success of a firm include employees, customers, and suppliers. Amstrong (2003), conceptualizes that the stakeholders are very important for the success of a company and thus managers should employ them to help the organization progress.
Each of the stakeholders plays a vital role in the organization. This is because of the failure of one among these stakeholders to deliver leads to an overall effect, which affects all the other stakeholders and the firm.