What is the strategic of human resource management in boots?

WHAT IS THE STRATEGIC IMPORTANCE OF HUMAN RESOURCE MANAGEMENT IN BOOTS (WATERLOO)?

WHAT IS HUMAN RESOURCE MANAGEMENT (HRM)

It is the function within an organization that focuses on recruitment of, management of and providing direction for the people who work in the organization is called Human Resource Management (HRM). Line managers also can perform human resource management.

Administration and training, employee motivation, benefits, communication, wellness, organizational development, safety, performance management, hiring, compensation, these all issues are related to people and dealt by organizational function named human resource management (HRM).

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William R. Tracy, in the Human Resource Glossary defines human resource management as: ‘‘the people that staff and operate an organization…………….as contrasted with the financial and material resources of an organization. The organizational function that deals with the people……”.

HR POLICY

Every members of an organization must follows a format statement of a principle or rule, is called policy. And how to carry out or implement a policy by the members is called procedure. There are differences between policy and procedure. Policies are written statements or rules and procedures are written instructions.

Source: How to identify your organization training needs

By John Mc Connel ‘2004′ (page 15-50)

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An organization establishes a system of codified decision which is HR policies. Performance management, employee relations, administrative functions, resource planning are supported by the HR policies. Acceptable and unacceptable behaviour, nature of an organization, procedure of work in the organization, etc are explained and described by HR policies. Management is making decisions about people and then the policies act as the reference points.

Source: A handbook of Human Resource practice, 9th Edition

By Michael Armstrong, 2003. (Page 15)

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LITTERATURE REVIEW

WHAT IS STRATEGIC HUMAN RESOURCE MANAGEMENT (SHRM)

There are some branches of human resource management (HRM) and strategic human resource management is one of the branches. Among the present discipline of HRM it is a new branch. People-centred values of HR and corporate strategies are belonged to that SHRM territory.

Source: Int. J. of Human Resource Management 16:5 May 2005 633-659

By Trichy, Fombrun andDevanna (1982), Fombrun, Tichy and Devanna (1984),Miles and Snow (1984),Walton (1985), Schuler and Jackson (1987a,b), Delery and Shaw (2001),Wright et al. (2001).

The SHRM can also be defined in different way. In order to improve business performance and develop organizational culture, competitive advantage, human resource and strategic goals are very important. SHRM of an organization means to take all the decisions according to the strategic view and implement the decisions through recruiting, selecting, training and rewarding.

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Source: Int. J. Of Human Resource Management (page 633-659)

How SHRM differs from HRM

HR functions were having increasing awareness for softer people-centred values and hard world of real business in the last two decades. So that to understand how the business is running day to day the HR policies are acting very closely. For those reason standard practices of traditional management of people is preferred less than the strategic management of people by many writers in the late 1980s. Long-term objectives with human resource programmes are focused on by the strategic human resource management (SHRM). In the long run people management programmes are affected by focusing on addressing and solving problems, instead of focusing on internal human resource issues. By giving more priority on business obstacles of outside the human resources we can increase employee productivity if we implement the primary goal of strategic human resources.

To improve the employee productivity, performance and motivation for the long run the strategic human resource managers need to identify the HR areas where strategies can be implemented primarily. For that human resource management and the top management of a company always need to communicate to be the best strategic human resource management (SHRM).

Wright and Mc Mahan defined strategic human resource management (SHRM) as ‘‘the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals (1992: 298). Delery and Shaw (2001) think that there are two main differences. By following the SHRM policies now a day the business the businesses are performing highly and this is the reason for the employees becoming the source of sustainable competitive advantage (Lawler, 1992, 1996; Levin, 1995; Pfeiffer, 1998).

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Source: Academy of Management Journal 2005, Vol.48, no.1, 135-145

KEY FEATURE OF STRATEGIC HUMAN RESOURCE MANAGEMENT

Between organizational strategic aims & the environment and HR policy and practices there is a very important relation.

There are some specific areas where strategic human resource management can be focused:

• Human resource accounting, which attempts to assign value to human resources in an effort to quantify this organizational capacity (Flamholtz, 1971; Frantzreib, Lanau, & Lundberg, 1977),
• Human resource planning (Baird, Meshoulam, & Degive, 1983; Galosy, 1983; Olian & Rynes, 1984; Russ,1982; Stumpf & Hanrahan, 1984),