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strategic Human resource management

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Over the years, the HRM function that we know today has evolved from the personnel department, where it was largely responsible for hiring people, administratively getting them on roll, handling discipline problems, administrating a few programs, and planning the annual picnic. It was one of the least respected functions in the organization. One hears all the time that "human capital is our most important asset. Yet, in many organizations, HRM is still struggling for respect"to be on a par with other departments and to have a seat at the "strategy table"meeting with the CEO and leaders from the core of the organization. It is clear that HRM managers want a place at the table, but there is little evidence that this is occurring on a widespread basis.

What are at least two contributions that HRM can make to the strategy table? Make a case for why it does deserve to be there. What can HRM do to contribute at the strategy table, and what must it do to earn a seat there? Is it necessary for the organization's strategy development process to include HRM issues (or are these things that should be considered once the strategy has been developed)?

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Strategic Human Resource Management

HRM or Human Resource Management is now considered a regular aspect of organizational management. The human resource of a company is now seen as integral. Many however see it as a form of 'soft' management and to effectively practice it requires certain focus on aspects of people, personality, skills and their utilization of varied resources to produce targetted results. Human resource management then is all about understanding the human element of an organization. Each employee is seen as an individual with varying goals, needs and motivations. If an organization is made up by its members, then to achieve the goals of an organization, each member must comprehend it and must understand the importance and relevance of the part they play.

HRM is oftentimes made synonymous to personnel management. But while personnel management is all about recrutiing, maintaining payroll and providing insurance and healthcare benefits according to the demands of the law, HRM goes beyond. While HRM is all about finding the right people and ensuring the fulfillment of contract, it also introduces the element of comprehensive understanding of the human element of an organization ...

Solution Summary

The solution discusses the contribution of Human resource management in organizational strategy and management, providing 2 key contributions as an example in the discussion. References are listed. a word version of the solution is also attached.

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HRM Strategic Management Questions

1. What s strategic human resource management?

2. What are the key objectives of Human Resource Planning?

3. Describe the two major models of strategy for strategic management discussed in the text. Compare and contrast the models

4. Describe how human resource planning (HRP) is integrated with strategic planning.

5. How does strategic HR differ from traditional HR?

6. What implications do the anticipated changes in age of the workforce have for the management of human resources?

7. What are the barriers to strategic HRM?

8. What is the Balanced Scorecard?

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