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4 pages/β‰ˆ1100 words
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5 Sources
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APA
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Business & Marketing
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Essay
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English (U.S.)
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MS Word
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Topic:

Strategic Human Resources Management: HRM

Essay Instructions:
After you've read the background materials and have some different perspectives on strategic human resource management, please write a 4 page paper, not including cover and reference pages, in which you address the following question: What must HR managers do to transform HR into a strategic, value-added function in the organization? Assignment Expectations Key aspects that should be covered in this case study include: Understanding the strategic role of HR Explaining the importance of HR in business operations to be successful Discussing human capital planning / talent management and how it relates to a business / business planning Discussing how HR and OD can partner to help an organization Explaing how to justify (quantify) HR Other areas which you feel are relevant to strategic HR Your paper should demonstrate critical thinking and analysis of the relevant issues, drawing upon all of the required background readings and any relevant sources from prior courses or your own Internet research. Your paper will be evaluated on the following points: Precision - Does the paper address the question(s) or task(s)? Clarity - Is the writing clear and the concepts articulated properly? Are paraphrasing and synthesis of concepts the primary means of response to the questions, or are excessive use of quotations how thoughts are conveyed? Are headings included in all papers greater than 2 pages? Breadth - Is the full breadth of the subject addressed? Depth - Does the paper address the topic in sufficient depth? Grammar, spelling and vocabulary - Is the paper written well - does the grammar, spelling, and vocabulary appropriate to graduate level work? Referencing (citations and references) - Does the paper use citations and quotation marks when appropriate? Critical thinking - Is the subject thought about critically, i.e., accurately, logically, relevantly, and precisely? REFERENCES: Required Materials There are six required readings in this module, but most are just a few pages. They are all available in ProQuest. To quickly find these articles: 1. Go to the TUI Cyber Library: http://library(dot)tuiu(dot)edu 2. Select ProQuest and login. Your ProQuest username is: your TUI username. Your ProQuest password is: your TUI password. NOTE: In the event that you are prompted for a second username and password, or your TUI password is rejected, please enter the following: ProQuest username: 4kw2wkdpbx. ProQuest password: welcome 3. Copy the title of the paper ONLY from this page, and paste it into the "Basic Search" field in ProQuest, but make sure you DELETE any punctuation in the title (for example, colon, semi-colon, dash, apostrophe, period). Then click on "search" and look for the document in the list that appears below. Boudreau, J. W., & Ramstad, P. M. (2005). Talentship and the New Paradigm for Human Resource Management: From Professional Practices to Strategic Talent Decision Science. HR. Human Resource Planning, 28(2), 17-26. Retrieved May 17, 2010 from ProQuest. Brockway, S. (2007, September). The art of business partnering. Strategic HR Review, 6(6), 32-35. Retrieved May 17, 2010 from ProQuest. (Document ID: 1336170361). Dunn, J. (2006). Strategic Human Resources and Strategic Organization Development: An Alliance for the Future? Organization Development Journal, 24(4), 69-76. Retrieved May 17, 2010 from ProQuest. Fox, A. (2007, August). Corporate Social Responsibility Pays Off. HRMagazine, 52(8), 43-47. Retrieved May 17, 2010 from ProQuest. (Document ID: 1320449591). Kiger, P. J. (2007, June). KNOWING IT ALL. Workforce Management, 86(12), 1,30-32,34-39. Retrieved May 17, 2010 from ProQuest. (Document ID: 1315972861) Trahant, B.; Steckler, F.; & Sonnesyn, C. (2007). Elements of Successful Strategic Human Capital Planning. Public Manager, 36(2), 45-50. Retrieved May 17, 2010 from ProQuest. (Document ID: 1315972861).
Essay Sample Content Preview:
Running head: HRM
Strategic Human Resources Management
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Strategic Human Resources Management
Human Resource strategy is concerned with the challenge of matching the philosophy, policies, programs, practices and processes (the 5 Ps) in a way that will stimulate and reinforce the different employee role behaviors appropriate for each competitive strategy. It is designed to help companies best meet the needs of their employees while promoting company goals. Human resource management deals with any aspects of a business that affects employees, such as hiring and firing, pay, benefits, training, and administration. Human resources may also provide work incentives, safety procedure information, and sick or vacation days. It involves the proactive management of people (Dunn, 2006). It requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company. This can affect the way things are done at a business site, improving everything from hiring practices and employee training programs to assessment techniques and discipline.
Companies who work hard to meet the needs of their employees can cultivate a work atmosphere conducive to productivity. Human resource management is the best way to achieve this. Being able to plan for the needs of employees by thinking ahead can help to improve the rate of skilled employees who chose to remain working for a company. Improving the employee retention rate can reduce the money companies spend on finding and training new employees. Therefore, the HR managers should do the following to transform HR into a strategic one. To begin with, they must be aware of the organizations mission, vision, core values, goals and objectives and the business philosophy (Fox, 2007). They should know in depth how to ensure that the HR department can ensure that it is in line with all these. Secondly, they should be in close association to the employees and the employee associations and unions either directly or through their leaders to be able to know what the employees feel is good for them in order to perform better in their roles in the organization. With all this data in hand, the HR manager should now work hard to make sure that the employees are satisfied in the best possible way while achieving the organizations goals and objectives.
When creating a human resources plan, it is important to consider what the employees may want or need and what the company can reasonably supply. A larger company can usually afford training and benefit programs that smaller companies cannot afford to offer. This does not mean that a smaller company should not engage in strategic human resource management. Providing specialized on-site training, even if provided by senior members of the company, and offering one-on-one assessment and coaching sessions, can help employees reach peak performance rates.
An important aspect of strategic human resource management is employee development. This process begins when a company is recruiting and interviewing prospective employees. Improved interviewing techniques can help to weed out applicants that may not be a good match for the company. Afte...
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