WHAT occurrence of an event is already pre-planned

WHAT IS AN HR STRATEGY?

An HR
strategy is the approach that an organization takes towards managing and
supporting human resources available within the organization in order to
achieve long term business goals and outcomes with the help of a conceptual
framework. The method concentrates on forthcoming people issues, matching
resources to future needs and macro-concerns about structure, quality, culture,
values and commitment. Its basic function involves designing and implementing a
set of internally consistent policies and practices that ensure the human
capital of a firm contributes to the achievement of its business
objectives. Research suggests that firms can achieve sustainable
competitive advantage through strategically managing their human
resources. HRM activities cover a wide variety of employment practices,
including recruitment, selection, performance appraisal, training and
development and the management of remuneration and fringe benefits. By merging
the HRM function with corporate strategy, strategic human resource management allows
a more flexible use of human resources to accomplish the organizational goals,
and accordingly helps organizations gain a competitive advantage. Strategic
human resource management highlights developing the firm’s capacity to respond
to the external environment through a better exploitation of human resources.
Since the strategy of a firm is a mirror image of its response to the
competitive external environment, a pool of workers with a wide range of skills
that are well-matched with the corporate strategy will help fulfil the
strategic goals through promoting efficiency and effectiveness among employees.

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–         
CIPD
2015

–         
https://rphrm.curtin.edu.au/2006/issue2/strategic.html

 

 

 

 

 

STRATEGIC HRM

·        
Implicit, Explicit or
Both

Implicit HRM strategy is where the HRM strategy is
continuously practiced. It may not be written down or mentioned in any
documents in the form of writing, but it is practiced throughout the
organisation’s activities.

 

Explicit HRM strategy is where the rules, regulations and
practices of the business is documented in written format, so that anyone can
easily refer back at it during any misunderstandings or disputes while handling
human resources

 

·        
Planned, Emergent or
Both

Planned HRM strategy is where the actions to be taken in
the occurrence of an event is already pre-planned

For example : If a particular employee in Sunshine Fruit
Farm is reaching his retirement age, Kamil would have a specific set of steps
to follow with regards to paying the retiree the benefits for his or her
service and hiring a new employee or internally recruiting a worker to replace
the retired worker’s position.

 

On the other hand, emergent HRM strategy is where
decisions made are sudden, and the same strategy is followed when the event
occurs repeatedly.

For example: if an employee decides to leave Sunshine
Fruit Farm without any notice suddenly due to a better opportunity in a rival
company or if a worker dies unexpectedly, the decisions made to amend the
situation may have to be taken quickly in order to suit the situation.

 

 

 

 

 

 

 

 

 

 

TYPES OF HR STRATEGIES

According to K V J Raghunath there are two different
types of HR strategies. They are:

1.    Overarching HR strategy

2.    Specific HR strategy

 

Overarching strategies refer to the general intentions of
the organization with regards to how employees must be trained and developed
and what steps should be taken to make sure that Sunshine Fruit Farm can
attract and retain the people it needs and ensure that employees are committed,
motivated and engaged.

 

Example
of an overarching HR strategy statement:

·        
GlaxoSmithKline:

“We want GSK to be a place where the best people do their best work.”

 

 

On the other hand, specific HR strategies set out what
the organisation proposes to do in areas such as talent management, continuous improvement,
knowledge management, resourcing, learning and development, rewards and employee
relations.

 

 

CRITERIA FOR AN EFFECTIVE HR STRATEGY

An
effective HR strategy is one is capable of achieving the goal and objectives
that it sets out to achieve. Most importantly,

·        
it
must be able to satisfy the needs of sunshine fruit farm.

·        
it
must be developed using a detailed guideline rather than delusion

·        
it
must be put into actionable programmes

·        
it
should be rational and incorporated

·        
it
must take into account the needs of line managers

 

http://s-h-r-m.blogspot.com/2010/07/hr-strategies.html

 

 

 

 

 

 

RELATIONSHIP
BETWEEN BUSINESS STRATEGY AND HUMAN RESOURCE MANAGEMENT STRATEGY

 

A human resource management strategy can be developed in
three different ways as follows:

 

Separation       –
the firm’s organizational strategy and the human resource strategy could be
developed individually without any links or connections between each other.

 

Fit                    –
the business’s human resource strategy could be developed in alignment to the
organizational strategy. This approach is intended to attain the finest
vertical fit with the overall corporate strategy allowing to achieve objectives
of employee productivity and product quality.

 

HR driven        –
this is where the corporate strategy of an organization is built up depending
on the human resource strategy of the business.

 

In conclusion, the vertical fit strategy is the most
suitable approach towards strategic human resource management for Sunshine
fruit farm. This is where the human resource strategy is aligned with the
strategic management process of the firm so that HR effort will help to achieve
business goals (strategy) rather than an isolated HR strategy.

 

https://www.ukessays.com/essays/management/best-practice-and-best-fit-approach-in-hrm-management-essay.php

 

 

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