The Impact of Strategic Human resource management on organizational performance

The Impact of Strategic Human resource management on organizational performance

Strategic Human Resource Management is an approach to developing and implementing HR strategies that align with business strategies and contribute to their achievement. The Strategic Human Resource Management boxall is described as the interface between HRM and strategic management. In summary, strategic human resource management is conceived as a general concept of how the integration of efficiency between human resource management and business strategies is achieved. The benefits of taking a long-term view of where HR is going, how to get there, and how to create and implement coherent and mutually beneficial HR strategies.

Importantly, it also indicates how HR function members adopt a strategic approach on a daily basis. This means that they work as part of the management team, that HR activities support and value the implementation of business strategies on a continuous basis.

Strategic Human Resource Management is an approach that defines how the organization's goals are achieved by people through HR strategies and comprehensive HR policies and practices. The main purpose of strategic human resource management is to increase organizational efficiency by ensuring that the organization has the expertise, engagement, commitment and highly motivated employees.

Photo 01, ''Process of the strategic Human Resource Management.

Strategies Human Resource Management has three main objectives:

Integration first - Vertical alignment of HR strategies with business strategies and horizontal integration of HR strategies

The second aim is to provide a sense of direction, often in a variable environment, so that the business needs of the organization and its individual and collective needs can be met through the development and implementation of consistent and practical HR policies and programs.

The third objective is to contribute to the creation of a business strategy by focusing on ways to use the benefits provided by the strengths of the business's human resources.

Strategic Human Resources Management is based on the assumption that the organization will be most effective if it manages human resources with HR policies and practices and provides them with the right behavior, necessary skills and required level of motivation. System. Strategic Human Resources Management is the connection or integration of an enterprise with general strategic goals and human strategy and implementation.

Strategic human resource management bring a number of benefits to the organization

1.Contribution to the goal accomplishment and the survival of the organization

2.Supporting and successfully implementing business business  strategies of the organization

3.Creating and maintaining a competitive advantage  for the organization

4.Improving the responsiveness and innovation potential of the organization

5.Increasing the number of feasible strategic options available to the organization

6.Participating in strategic planning and influencing the strategic direction of the organization

7.Improving cooperation between the HRM department and the managers

8.Better environment for the work

9.Increased job satisfaction

10.Boost productivity 

                                                                        

Figure 1. The Relationship between HRM and performance

‘’Source: Michael Armstrong (2006). Strategic Human Resource Management.’’

Conclusion

Human resource management practices could influence organizational performance well. Also it is possible that there are complex relationship between the HR practices and other resources of the firm. The casual linkage between HR and the organization performance will enable the HR manager to design programs that will bring better operational result to gain higher organizational performance.

References/Bibliography

(Caliskan, 2010)

(Lloyd C. Harris*, 1998)

(Delaney, 1996)

Digman, L A (1990) Strategic Management- Concepts, Decision, Cases, Georgetown, Ontario,

Dyer, Human Resource Management: Evolving roles and responsibilities, Washington, DC, Bureau of National Affairs