Strategic Human Resource Management – Free Essay Examples

Strategic Human Resource Management

Role of HRM in achieving the strategic imperatives

As HRD practitioners, the human resource management has many roles to play in ensuring that the strategic imperatives are attained. A business cannot focus solely on financial results without considering other contributing factors to the success of the business. Human resource management has a role to play in achieving cost reduction. This can be achieved by cutting down on time wastage by employees and reducing idle time spent due to unforeseeable circumstances.

Role of HRM in achieving the strategic imperatives

The human resource department should also reduce the labor turnover by ensuring that it only employs a relatively sustainable staff that is productive and efficient.

The HRM can also put other cost-cutting measures like downsizing the workforce, mechanizing the office operations, practice labor specialization and division of labor. However the downsized workforce should be able to meet the demands of the market efficiently (Armstrong 2000).

Role of HRM in achieving the strategic imperatives

The human resource department is the focal point of the organization to the rest of the world. It represents the image of the organization to the other people so it must be appealing to the public in order to remain relevant in the market. It gives the organization the desired impression to those who intend to engage in business with the organization.

The HRM should embrace professionalism and diligence in its operations. The organization uses its workforce to maintain a competitive key against competitors in the market thus it must align structures about how the organization is managed with the firm’s goals and missions. Then human resource also has a role to play in meeting the organizational learning challenges indicated above.

Alternative perspectives on the strategic imperatives

The Home Office is in a case of new people rather than new jobs. If it has to achieve its strategic imperatives, displacing its current workforce does not guarantee success but it has to change the perception of the people by training them on technical modernisation, and change their attitude to embrace the organisation’s objectives and missions. Home Office has the necessary capacity, expertise, and infrastructure to implement the desired changes in the organisation. Judy should ensure that competent and well-trained staff is employed. The firm should enable a learning and development environment for the she staff. This will enable the staff produce efficiently (Pieper 1990).

Alternative perspectives on the strategic imperatives

The roles of the employees need to be re-drafted to address new changes in the organisation and the industry as a whole. Employees need to be trained on new adjustments in the area of specialisation rather than rendering them redundant or displacing them.

Judy needs to conduct a capacity and capability audit on her staff. This will assist the human resource in planning and organising the HR functions properly. It can be used as a self-analysis tool by an individual staff and also it can aid in a whole and thorough evaluation of a function’s capability and capacity. Although this exercise implies a costly venture to the organisation, it is a worthy undertaking (Kerzner 2004).

Recommendations and priorities Judy can take to ensure her plan succeeds

In today’s global business environment, change is inevitable. Human resources management’s role in achieving the strategic imperatives is essential for organizational change. Change can either be driven by business trends, social, political or economic factors. Hence it is important to take into consideration change management. Change management entails a systematic approach and use of skills to determine the benefits accruing from change.

The HRM has a major role to play in changing management. It plays the role of ‘change architect’. It is best placed to identify problems, give recommendations on possible solutions and address change barriers. Judy should mentor her staff to ensure they appreciate change (Mabey, Skinner & Clark 1998).

Recommendations and priorities Judy can take to ensure her plan succeeds

The HRM should embrace technical modernization of its operations through utilizing current skills and technology in production. This involves training the employees on the modes of production and briefing them on the latest skills and technology and not necessarily focusing on mechanizing the operations. Technical modernization offers the organization a competitive advantage over its competitors in the market.

Conclusion

Judy should notice that the success of the strategic imperatives comes from two sources: external and internal sources. Internal sources depend on the management of the organisation. The management needs to monitor the operation trends of the business in comparison with their competitors and it also needs to recognise the potential changes to be made to improve efficiency and effectiveness. External factors include competition, quality standards, financial outcomes, legal concerns, and economic pressures. Thus the management must ensure that considerable courses of action are taken to guarantee the success of the strategic plan taken by the organisation.

References

Armstrong, M. 2000, Strategic human resource management: a guide to action, Kogan Page Publishers, London.

Armstrong, M, 2002, Strategic HRM: the key to improved business performance, CIPD Publishing, Berkshire.

Kerzner, H, KH 2004, Advanced project management: best practices on implementation, John Wiley and Sons, MO.

Mabey, C, Skinner, D, & Clark, T, TM 1998, Experiencing human resource management, SAGE Publishers, California.

Pieper, R, DH 1990, Human resource management: an international comparison, Walter de Gruyter Publishers, New York.

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UniPapers. "Strategic Human Resource Management." December 11, 2021. https://unipapers.org/free-essay-examples/strategic-human-resource-management/.

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UniPapers. 2021. "Strategic Human Resource Management." December 11, 2021. https://unipapers.org/free-essay-examples/strategic-human-resource-management/.

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UniPapers. (2021, December 11). Strategic Human Resource Management. https://unipapers.org/free-essay-examples/strategic-human-resource-management/

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UniPapers. (2021) 'Strategic Human Resource Management'. 11 December.