The assessment of the shortcomings of this organization’s approach and the impact of this shortcoming to the performance of the organization will also be done. Te last section will look at the organization can integrate a more strategic approach to their human resource management and how the organization would benefit from the proposed recommendations. Ay organization is capable of affecting its performance through either good or bad human resource management strategies. Hwever, agood human resource management strategy is one that combines various systems of human resource activities in impact the outcomes of the organization.
Aequate emerging as well as past researches on strategic human resource management have come up to assert that human resource strategies does indeed affect an organization’s performance as well as its outcome levels (Batt, 2002, p His finding has been proved amidst criticism. Sgnificant relationship between various organizational performance and measures of such performances, hve been established by several researches (Arthur, 2004, p. Sme of the measures of human resource performance as used in this study include: hgh performance and high involvement work 2005, p Factors such as stiff global competition in businesses that is brought about either by technological advancements, sortening of business cycle, ad an organizational shift from manufacturing to knowledge based economy have prompted organizations to formulate and implement strategies that can make them stay on top of competition (Dyer & Reeves, 2005, p Organizations are therefore triggered by the pressure to achieve competitive advantage due to such factors.
Hman resources and systems of practices set aside to manage employees are considered to be part of the competitive in organization.
Oganizations can therefore harness this competitive advantage from the employees through formulation and implementation of human resources strategies that are in the same line with the organization’s purpose of existence and objectives (Wright, e al. ,2001, pThere has been a concentration in the study of specific human resource functional areas such as employee training, cmpensation, apraisal and selection, i the past (Boxall & Purcell, 2000, p Therefore, te earlier researches used to consider such human resources functions as means and ends in themselves. Tis is to fr. ..
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