SHRM – Initial Post

Human Resources Management (HRM)

Please have a read through the information provided below and answer the question with relevant references.

The complex nature of strategic human resource management (SHRM) is clear. To expand, with an unclear definition open to discussion, the processes specific relationships with other aspects of business strategy are questionable due to the “constantly evolving nature of the subject”(CIPD,2016). However, despite a lack of clarity, drawing from a number of sources, SHRM will be defined as a method of controlling human resources that aids business goals and outcomes using a strategic framework; thus establishing a relationship between SHRM and business success and therefore the importance of appropriate management and control. In support of this theory, CIPD writes that SHRM ideas are influential in defining and constituting both organizations and individuals, and the relationship between the two; further evidencing the breadth of influence possessed by SHRM techniques.

Expanding further, CIPD argues that “it is now increasingly common to find business strategies that are inextricably linked with SHRM. Defining the management of business resources, it is important to highlight the fact that the two must inform one another; “with the way in which people are managed, motivated and deployed, and the availability of skills and knowledge, contributing to business strategy”(CIPD,2016). Providing support, whilst establishing a link between the influence of SHRM within strategy and subsequent business success, Zehir agues that SHRM practices can be thought as a tool to achieve competitive advantage due to their influence uponbusiness strategy(Zehir, 2016:374).

Providing an example, the business growth of ABC Distribution can be accredited to appropriate SHRM; developing strategies which re-organised employees and established new leadership programmes in order to ensure “a reputation for providing added value services”(Armstrong,2009:10) and therefore drive sales.

Providing balance however, echoing the lack of clarity as to a standardised definition, SHRM can be negatively flawed by a range of controllable and non controllable influences; thus supporting the comments above regarding the importance of appropriate management. To expand, Salaman argues that SHRM is heavily influenced by wider political/economic movements and daily experimentation by managers as they explore methods of growth (Salaman,2005:10). Similarly, Zehir writes that the result of his study evidences that management factors posses an influence between SHRM, employee performance and business success. (Zehir, 2016:389)

In response to the influence of management, do people believe that individual perceptions within the workplace can be appropriately controlled in order to ensure effective SHRM techniques?

SHRM – Initial Post

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