STRATEGIC HUMAN RESOURCE MANAGEMENT (SHRM) IN A GLOBAL PERSPECTIVE

Considering both employees as individuals and the organization as a whole, Strategic Human Resource Management (SHRM) has a strong relationship with both. As well as SHRM is seen as a partner in organizational success in most aspects as well as it utilizes the talent and opportunity within the organizational human resources to become stronger and more effective. 

DEFINITION TO STRATEGIC HUMAN RESOURCE MANAGEMENT

Armstrong (2006) stated, this is an approach to the management where it involves and taking a broad as well as a long-term view of the business or part of the business is going and managing the activities in ways which ensure this strategic thrust is being maintained. He identified SHRM as an approach to the development and implementation of HR strategies which integrated with business strategies and support their achievements.

Dessler (2011) Identified SHRM as a active formulating method as well as executing HR policies and practices which helps to produce the employee competencies and behaviors the company needs to achieve as its strategic aims.

Armstrong (2009) described that Strategic HRM is an approach which is in line with how the organization’s goals will be achieved through people by means of HR strategies and integrated HR policies and practices.

AIMS OF STRATEGIC HUMAN RESOURCE MANAGEMENT

The fundamental aim of SHRM as discussed by Armstrong (2009) is to generate organizational capability by the way of ensuring that the organization has people who are skilled, engaged, committed and well-motivated and it needs to achieve sustained competitive advantage.

As many researches shows, there is a significant impact on SHRM for globally based firms. They reveals that working in different environments might cause threats for the SHRM subject. Also if a company needs to make effective decisions in the business environment, it is necessary for the HR managers to deal with the employees knowing their attitudes and practices based on the global changes in line with the concept of SHRM.(Greer, 2003).

GLOBAL EXAMPLES

FedEx Express values its people and believes motivated and satisfied workforce is essential in providing a quality service. Also company believes that its people are one of its competitive advantages. Most important thing is company’s HRM strategies are specifically tailor-made to fit the company’s objectives and goals (Hamid, et al., 2010).

Nestlé is considered as a human company in the world provides response to individual human needs with specific concern for the well-being of its consumers as well as the employees. Nestlé strongly believes that nothing can be achieved without commitment and energetic employees, which means employees are its most important asset of them (Kapoor, 2010).

References

Armstrong, M., 2006. Armstrong's hand book of Human Resource Management and practice. 11th ed. United Kingdom: Kognpage.

Dessler, G., 2011. Human Resource Management. Thirteen Edition ed. s.l.:Florida International University.

Greer, C. R., 2003. Strategic Human Resource Management. Second Edition ed.

Hamid, M., Rahman, R., Ferdous, F. & Itminan, S., 2010. How Strategic Human Resource Management Contributes to Achieve the Competitive advantage of FedEx, Dhaka: East West University. 

Tansley, C and Tietze, S (2013) Rites of passage through talent management stages: an identity work perspective, International Journal of Human Resource Management.