Essays on Strategic Human Resource Management and the Concepts of Vertical Alignment and Horizontal Integration Coursework

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The paper "Strategic Human Resource Management and the Concepts of Vertical Alignment and Horizontal Integration" is an engrossing example of coursework on management. Human resource strategies are part of the business strategies and therefore it is not easy to distinguish them. However, business strategies form the larger part of strategies that can include growth, marketing, and management strategies while the human resource strategies only involve management strategies of the human resource sector, which are mainly employees. To ensure that a business is successful and is able to last long, strategic human resource management comes in handy.

Several studies have proven that organizations that manage their human resource management strategies are able to gain a competitive advantage over its competitors in the specific market environment. Strategic Human Resource and the concepts of vertical alignment and horizontal integration. Strategic human resource management (SHRM) is concerned with the planning of uses and activities involved in human resources to aid the business in achieving its set objectives (Truss et al. , 2012). Over the past two decades, there has been a constant development of strategic human resource management.

However, there is still no specific definition for SHRM but scholars point towards the definition above which is mainly strategies in human resources to help organizations meet their objectives. Through the combination of a business strategy and human resources, a firm is able to form SHRM, which is important in gaining a competitive advantage over its rivals. Schuler & MacMillan (1984) emphasized on the congruence between business strategies and human resource management practices. Two main types of congruence or fits relate to SHRM. They include vertical alignment and horizontal integration. Vertical alignment The concept of vertical fit puts emphasis on the important relationship between the strategic management processes and human resource management in an organization.

For an organization to achieve a vertical fit, it is necessary to consider both the business strategy and formulation of HRM strategies.

References

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Delery, J. E., 1998. ‘Issues of fit in strategic human resource management: Implications for research,’ Human Resource Management Review, 8, pp.289-309.

Delery, J. E. & Doty, D. H., 1996. ‘Modes of Theorizing in Strategic Human Resource Management: Test of Universalistic, Contingency, and Configurational Performance Predictions,’ Academy of Management Journal, 39, 802-835.

Grant, R. 1991. ‘The resource-based theory of competitive advantage: Implications for strategy formulation,’ California Management Review, summer: pp. 114-135.

Gunnigle, P., Heraty, N., & Morley, M., 2011. Human resource management in Ireland. Dublin: Gill & Macmillan.

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Pfeffer, J. 1994. Competitive Advantage Through People, Harvard Business School Press, Boston, MA.

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Schuler, R. S. & MacMillan, I. 1984. ‘Gaining competitive advantage through human resource practices,’ Human Resource Management, 23, pp. 241-256.

Storey, J., 1992. Developments in the management of human resources: An analytical review. Oxford: Blackwell.

Toegel, G., & Conger, J., 2003. ‘360-degree feedback: time for reinvention,' Academy of Management Learning and Education, 2 (3), pp. 297-311.

Truss, C., Mankin, D., & Kelliher, C., 2012. Strategic human resource management. Oxford: Oxford University Press.

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