The paper "Impact оf Strategic Human Resources Management in Abu Dhabi Police Performance" is an outstanding example of a management research proposal. In this fast-changing business environment, institutions and businesses are working hard to gain a competitive advantage. One way of achieving this is through employing improved human resources management. Aligning strategy with human resources management is crucial in every sector of the economy. This paper entails a research proposal regarding the effects of using strategic human resources management in the police service in Abu Dhabi. Background The concept of strategy is traceable to the military orientation that dates back to the Greek word; strategies.
This implies a general in charge of organizing, leading, and directing forces to the most beneficial position. In the corporate world, it majorly implies the way the top management leads the organization in a specific direction so as to achieve its particular objectives, goals, vision, and general-purpose in the environment or society. The major focus of the strategy is meant to allow the firm to gain a competitive advantage with its exceptional abilities by concentrating on the current and future direction of the business (Hutchings & Cieri, 2007). A traditional strategic management process comprises of a sequence of steps, beginning from the establishment of a mission statement and major organizational objectives; analysis of the external environment; internal business analysis; formulating specific goals; examination of potential strategic alternatives to achieve set aims and objectives; execution of selected choices; as well as a consistent assessment of the aforementioned measures.
In fact, the first five measures concern strategic planning, while the last two ones focus on the enforcement of the ideal strategic management procedure (Wilton, 2010). According to Armstrong (2006), the discipline of SHRM is still developing and there is little consent among specialists about a unanimous definition.
Generally, SHRM regards systematically connecting people with the business. Particularly, it entails the process of integrating HRM strategies into business strategies. HR strategies are fundamentally programs and plans that handle and solve basic strategic matters relating to the HRM in a firm. They concentrate on aligning the firm’ s HR policies, practices, and programs with strategic and corporate business division plans (Daft, 2011). SHRM, therefore, connects corporate strategy with HRM and focuses on the incorporation of HR with an organization and the environment.
It is perceived that this integration contributes to successful HRM; improved business performance; and success in a specific business. Additionally, it enables firms to gain a competitive advantage through the creation of exclusive HRM systems which cannot be copied by its rivals (Deckop, 2006). To obtain the aforementioned benefits, it is imperative for HR units to be future-oriented and that the HR strategies must work constantly as a central part of the whole business plan. The HR-related forward-thinking tactic of firms compels them to steadily undertake analysis about the nature of HR competencies required in the future, and the main HR functions of procuring, developing, and compensating, are streamlined to satisfy these needs (Dhar, 2008).
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