Strategic Human Resource Management deals with how people are treated in organization. Its main object is to bringing people into the organization, help them to perform their work, compensate them for their labors, & solve their problems which arise in organization. Commitment and Motivation are important aspect Strategic Human Resource Management. This helps us to connect Strategy Human Resource Management with organizational behavior & management strategy. (Pattanayak B, 2005).
The process of Strategy Human Resource Management is complex which is being studied and discussed by commentators. ‘Human Resource Management which helps in acquiring, stimulating & helps in retaining the outstanding employees as it provide both effectiveness & efficiency for the working of the organization, in present world it is being used in strategic way hence is termed as Strategic Human Resource Management’. (Aswathappa K, 2006)
The two authors convey message about Strategic Human Resource Management which has similar meaning but have different approach to Strategy. Strategic Human Resource Management is a long-term goal, which helps the organization to regulate environment to a free market environment, has direct implication for Strategic Human Resource Management Practices in India and Human Resource Management. The Department is under pressure to bring changes in their organizations. Their implementations are more able to achieve their goals & objectives. It integrates traditional Human Resource Management activities. It helps employees to build pool of skill, knowledge & abilities. Which are needed in organization for their betterment & to achieve their future goals. Strategic Human Resource Management helps organization to form with the vision, mission & goals for the organization. Strategic Human Resources Management is a concept which deals with all Human Resource activities within a firms overall strategic planning implementation. The set of policies & practices which will help the employees to build better skills, knowledge & abilities, which are needed for achieving organizational goals and for betterment of organization.
There has been an increasing awareness that Human Resource function were like an island with the people who are softer centered value which was far away from the really hard world of real business. To justify its own existence Human Resource is getting more and more connected with Strategy & current running of the business side. In the early 1980s the Debate about the meaning of Strategic Human Resource Management dates backs to an extensive literature on the major difference between the terms Human Resource Management & Personnel Management. This issue of the relationship between Strategy & Human Resource Management is at centre of the debate concerning the difference between Human Resource Management and Strategic Human Resource Management concept of Strategic Human Resource Management has act as a ‘barrier’ between business strategy the management of human resource. Basically Human Resource Strategy is a set of process & activity which is jointly shaped by Human Resource & line manager, which help them to solve people-related business issue.
The organization must develop strategic objective that direct the work of the members of the organization towards achievement of the mission. To energize and focus the work of the member of the organization, strategic objectives must be developed from the mission statement to specify the task that must be done and the goals that must be met to achieve the mission. Strategic Human Resource Management objectives must be developed for the human resources planning, recruitment, selection, training & development, job design, compensation & benefits, quality of the work life and worker health & safety.
Strategic Human Resource Management helps organization plays a vital role in forming the objectives for the organization along with the goals, mission & vision. The vision mission & goals of a company is a short introduction of its operational plans for the future. A mission statement shows people the need of the company to subsist, the vision statement of the organization give a brief idea of the organization, their inspiration and the frame work for its future strategy, and goals are the path where they progress to achieve it. For all the parts of the organization it is just a mental image which is to be perceived as real & not in present, but to be achieved in future.
Goal is a statement which and individual or an organization want to achieve. (Dhar, 2008). The goals of the organization are the statement that is the main aim of the organization which has to be achieved in future.
Now the goals, and objectives of the organization has been set, its time to analyze the organization internally as well as externally, knowing the strength, weaknesses, opportunities, and threats is known as SWOT analysis. It plays a vital role to form the goals, mission, vision & objectives. It Stands for Strength, Weakness, Opportunities & Threats. With the help of the analysis we come to know about the current situation, competitors, and position etc. of the organization in the market. Which help us to become better than others. SWOT gives an idea about the market value, the current scenario so with the help of that we have better chance that where it is leading.
The changes which take place in the organization are known as ‘Transformation.’ The way organization or the teams as whole accept these changes without affecting the working ability is known as ‘Transformational Management’. Transformational Leader focuses on tasks and getting them accomplished at all costs, a Transformational Leader focuses on the worker and the best way to motivate them to achieve the desire result. Transformational leader are those who change organizations by developing a vision and communicating & implementing this vision through effective leading of subordinates (Humphrey, 2002). Transformational leader are able to handle both task and relation dimension of leadership. Transformational has primary focus on individual performance, satisfaction, effectiveness. The main function of the transformational leadership is to satisfy employees & to performance (Bass et al, 1993). The outcome such as leadership effectiveness, innovativeness, quality improvement & both subjective & objective rating performance has also been linked with Transformational Leadership (Bass, 1995). The incentives given to the employees make employees committed towards organization & this bringing in new trends. To perform any task the employee should be loyal with particular organization so he can perform better for the organization in future. That faith & loyalty of the employee towards organization is known as commitment.
Commitment is a word which denotes the connection between two or more parties. It is an important aspect of Human Resource that deals with the psychological attachment of an employee. When an organization gives the best possible funds such as such one can live a comfortable life then why would someone quit opt to quit. The ability to furnish one’s family with all the necessary amenities gives every employee a motivation to keep working. Commitment is an important aspect of Human Resource which deals with the psychological attachment of an employee. It is said that “commitment unlocks the doors of imagination, allows vision and gives us the right manner over dreams into reality”.
Now the employees are faithful or loyal to the organization and has caliber to perform well, so certain authority need to be given in order to make them perform well, this is known as Empowerment. Employment Empowerment could be defined as controlled transfer of authority to make decisions and take actions. Management can implement this policy by development of commitment and facilitation to the employees. Though Employees make suggestions, final analysis is still to be made by the managers. Employee Empowerment is very crucial to maintain the employees because it develops broader horizons, maximizes on-the-job learning, inspires confidence and high self-esteem and finally increases well-being. (Spreitzer G, 1995). Donald Peterson, the CEO of ford, transformed the company from one that was loosing money and market share to one that produce high-quality produce made big profit and created the ford Taurus, one of the best selling cars in an American Automobile History.
Business context is helping a person by the business in order to take work from him. Business context mainly provides an international focus on the theory and practices related to people management in Human Resource Management.
The main duty of the manager in the organization is to handle the situation, and make sure that work given to the employee is done on time and to check them. To get better work from the employee manager should motivate their employee. By which work will be done in a better manner. To understand motivation one must understand human nature itself. To improve productively, quality & services positive motivation philosophy and practices plays very important role in the organization. Motivation plays a vital role in achieving goals, to gain positive perspective, creates the power to change, and gives confidence, it helps in building self –esteem and capability. It also helps them in managing their own development and also helps others with theirs. Motivation also helps us in rapid changing workplace. Employees who are motivated help organization to survive for longer time & are more productive. Following are the way in which the employee is motivated is Economic Reward, Promotion & Transfer, Opportunity to grow, Challenging & Stimulating work etc. thus level of motivation differ from individual to individual at different point of time. Another way of motivating people could be by providing flexible working time.
The term flexible working refers to working practices, which is mutually agreed by two parties’ employee & employer, which cover hours of working, place & pattern of work. If your workplace arrangement is flexible you and your employee will improve the way your workplace operates. Flexibility helps in tapping our own potentialities & carving a niche in our professional career .By creating a good workplace it helps business and has a number of advantages like by improving your ability which helps to attract skilled and motivate employees, it helps in creating staff loyalty & will give higher return on training investment, reduces stress level among employees & improve moral & commitment. It also helps employee to work creatively and which will result in better and improved productivity. To attract talents, to retained valued employees, to raise morale and job satisfaction, to reduce stress and burnout. Etc. Organization has started thinking about their flexible working timing for their employees.
After solving the internal affairs related to the organization the company can concentrate on there external affairs existing in the market, such as high quality service & customer satisfaction. High quality of service can be expected only when the employees are committed to the organization so that it can prosper. Providing customer with High Quality Service the chances of Customer Satisfaction is more. Fulfilling customer’s requirement most appropriate & efficient way it greatly enhances the perceived value of the product. By Giving High Quality service it further adds value to a product, providing incremental income & customer loyalty. Mc Donald’s has an excellent ‘A’ rated service. Which provide the customer with lots of privilege & services. Every time a customer walks in they promise to give the product within 1 minute, which gives the customer a warm welcome feeling. The practice applied by Mc Donald’s is to work as a team and contribute to the organization Reputation.
Only providing high quality service doesn’t mean you are satisfying your customer make your customer satisfied by providing value for the money is vital. Customer service, like any aspect of business, is a practiced art that takes and effort to master. Customer service is one of the most important aspects of the business. Customer satisfaction is nothing but fulfilling the customers need. If in a hotel a guest orders for a coffee and if the service of the coffee is not on time or the coffee is cold it create a negative impacts on the guest mind, about the organization and the way they treat guest. And because of the poor quality service the organization may loose business & profits.
Strategic Human Resources Management basically deals with longer-term people related issue. It is also macro-concerned about the structures, quality, culture, values, commitment and matching resources for the future needs. It deals with all those activities which are affecting human behaviors of the individuals in their efforts to formulate and implement the strategic needs of business. For retaining talented workers, they need some value more than what others get. The most important thing which should be kept in mind is equality of opportunity. Flexible working would be best for the employees to balance their commitments. This policy would surely retain the employees. As Woolwich Dairy, does employee empowerment, it would be helpful to them to retain their employees because employees getting authority would be working whole heartedly, keeping in mind the broader visions. This way the customer would be satisfied and as everyone knows customer satisfaction leads to employee’s job satisfaction.
The process of Strategy Human Resource Management is complex which is being studied and discussed by commentators. ‘Human Resource Management which helps in acquiring, stimulating & helps in retaining the outstanding employees as it provide both effectiveness & efficiency for the working of the organization, in present world it is being used in strategic way hence is termed as Strategic Human Resource Management’. (Aswathappa K, 2006)
The two authors convey message about Strategic Human Resource Management which has similar meaning but have different approach to Strategy. Strategic Human Resource Management is a long-term goal, which helps the organization to regulate environment to a free market environment, has direct implication for Strategic Human Resource Management Practices in India and Human Resource Management. The Department is under pressure to bring changes in their organizations. Their implementations are more able to achieve their goals & objectives. It integrates traditional Human Resource Management activities. It helps employees to build pool of skill, knowledge & abilities. Which are needed in organization for their betterment & to achieve their future goals. Strategic Human Resource Management helps organization to form with the vision, mission & goals for the organization. Strategic Human Resources Management is a concept which deals with all Human Resource activities within a firms overall strategic planning implementation. The set of policies & practices which will help the employees to build better skills, knowledge & abilities, which are needed for achieving organizational goals and for betterment of organization.
There has been an increasing awareness that Human Resource function were like an island with the people who are softer centered value which was far away from the really hard world of real business. To justify its own existence Human Resource is getting more and more connected with Strategy & current running of the business side. In the early 1980s the Debate about the meaning of Strategic Human Resource Management dates backs to an extensive literature on the major difference between the terms Human Resource Management & Personnel Management. This issue of the relationship between Strategy & Human Resource Management is at centre of the debate concerning the difference between Human Resource Management and Strategic Human Resource Management concept of Strategic Human Resource Management has act as a ‘barrier’ between business strategy the management of human resource. Basically Human Resource Strategy is a set of process & activity which is jointly shaped by Human Resource & line manager, which help them to solve people-related business issue.
The organization must develop strategic objective that direct the work of the members of the organization towards achievement of the mission. To energize and focus the work of the member of the organization, strategic objectives must be developed from the mission statement to specify the task that must be done and the goals that must be met to achieve the mission. Strategic Human Resource Management objectives must be developed for the human resources planning, recruitment, selection, training & development, job design, compensation & benefits, quality of the work life and worker health & safety.
Strategic Human Resource Management helps organization plays a vital role in forming the objectives for the organization along with the goals, mission & vision. The vision mission & goals of a company is a short introduction of its operational plans for the future. A mission statement shows people the need of the company to subsist, the vision statement of the organization give a brief idea of the organization, their inspiration and the frame work for its future strategy, and goals are the path where they progress to achieve it. For all the parts of the organization it is just a mental image which is to be perceived as real & not in present, but to be achieved in future.
Goal is a statement which and individual or an organization want to achieve. (Dhar, 2008). The goals of the organization are the statement that is the main aim of the organization which has to be achieved in future.
Now the goals, and objectives of the organization has been set, its time to analyze the organization internally as well as externally, knowing the strength, weaknesses, opportunities, and threats is known as SWOT analysis. It plays a vital role to form the goals, mission, vision & objectives. It Stands for Strength, Weakness, Opportunities & Threats. With the help of the analysis we come to know about the current situation, competitors, and position etc. of the organization in the market. Which help us to become better than others. SWOT gives an idea about the market value, the current scenario so with the help of that we have better chance that where it is leading.
The changes which take place in the organization are known as ‘Transformation.’ The way organization or the teams as whole accept these changes without affecting the working ability is known as ‘Transformational Management’. Transformational Leader focuses on tasks and getting them accomplished at all costs, a Transformational Leader focuses on the worker and the best way to motivate them to achieve the desire result. Transformational leader are those who change organizations by developing a vision and communicating & implementing this vision through effective leading of subordinates (Humphrey, 2002). Transformational leader are able to handle both task and relation dimension of leadership. Transformational has primary focus on individual performance, satisfaction, effectiveness. The main function of the transformational leadership is to satisfy employees & to performance (Bass et al, 1993). The outcome such as leadership effectiveness, innovativeness, quality improvement & both subjective & objective rating performance has also been linked with Transformational Leadership (Bass, 1995). The incentives given to the employees make employees committed towards organization & this bringing in new trends. To perform any task the employee should be loyal with particular organization so he can perform better for the organization in future. That faith & loyalty of the employee towards organization is known as commitment.
Commitment is a word which denotes the connection between two or more parties. It is an important aspect of Human Resource that deals with the psychological attachment of an employee. When an organization gives the best possible funds such as such one can live a comfortable life then why would someone quit opt to quit. The ability to furnish one’s family with all the necessary amenities gives every employee a motivation to keep working. Commitment is an important aspect of Human Resource which deals with the psychological attachment of an employee. It is said that “commitment unlocks the doors of imagination, allows vision and gives us the right manner over dreams into reality”.
Now the employees are faithful or loyal to the organization and has caliber to perform well, so certain authority need to be given in order to make them perform well, this is known as Empowerment. Employment Empowerment could be defined as controlled transfer of authority to make decisions and take actions. Management can implement this policy by development of commitment and facilitation to the employees. Though Employees make suggestions, final analysis is still to be made by the managers. Employee Empowerment is very crucial to maintain the employees because it develops broader horizons, maximizes on-the-job learning, inspires confidence and high self-esteem and finally increases well-being. (Spreitzer G, 1995). Donald Peterson, the CEO of ford, transformed the company from one that was loosing money and market share to one that produce high-quality produce made big profit and created the ford Taurus, one of the best selling cars in an American Automobile History.
Business context is helping a person by the business in order to take work from him. Business context mainly provides an international focus on the theory and practices related to people management in Human Resource Management.
The main duty of the manager in the organization is to handle the situation, and make sure that work given to the employee is done on time and to check them. To get better work from the employee manager should motivate their employee. By which work will be done in a better manner. To understand motivation one must understand human nature itself. To improve productively, quality & services positive motivation philosophy and practices plays very important role in the organization. Motivation plays a vital role in achieving goals, to gain positive perspective, creates the power to change, and gives confidence, it helps in building self –esteem and capability. It also helps them in managing their own development and also helps others with theirs. Motivation also helps us in rapid changing workplace. Employees who are motivated help organization to survive for longer time & are more productive. Following are the way in which the employee is motivated is Economic Reward, Promotion & Transfer, Opportunity to grow, Challenging & Stimulating work etc. thus level of motivation differ from individual to individual at different point of time. Another way of motivating people could be by providing flexible working time.
The term flexible working refers to working practices, which is mutually agreed by two parties’ employee & employer, which cover hours of working, place & pattern of work. If your workplace arrangement is flexible you and your employee will improve the way your workplace operates. Flexibility helps in tapping our own potentialities & carving a niche in our professional career .By creating a good workplace it helps business and has a number of advantages like by improving your ability which helps to attract skilled and motivate employees, it helps in creating staff loyalty & will give higher return on training investment, reduces stress level among employees & improve moral & commitment. It also helps employee to work creatively and which will result in better and improved productivity. To attract talents, to retained valued employees, to raise morale and job satisfaction, to reduce stress and burnout. Etc. Organization has started thinking about their flexible working timing for their employees.
After solving the internal affairs related to the organization the company can concentrate on there external affairs existing in the market, such as high quality service & customer satisfaction. High quality of service can be expected only when the employees are committed to the organization so that it can prosper. Providing customer with High Quality Service the chances of Customer Satisfaction is more. Fulfilling customer’s requirement most appropriate & efficient way it greatly enhances the perceived value of the product. By Giving High Quality service it further adds value to a product, providing incremental income & customer loyalty. Mc Donald’s has an excellent ‘A’ rated service. Which provide the customer with lots of privilege & services. Every time a customer walks in they promise to give the product within 1 minute, which gives the customer a warm welcome feeling. The practice applied by Mc Donald’s is to work as a team and contribute to the organization Reputation.
Only providing high quality service doesn’t mean you are satisfying your customer make your customer satisfied by providing value for the money is vital. Customer service, like any aspect of business, is a practiced art that takes and effort to master. Customer service is one of the most important aspects of the business. Customer satisfaction is nothing but fulfilling the customers need. If in a hotel a guest orders for a coffee and if the service of the coffee is not on time or the coffee is cold it create a negative impacts on the guest mind, about the organization and the way they treat guest. And because of the poor quality service the organization may loose business & profits.
Strategic Human Resources Management basically deals with longer-term people related issue. It is also macro-concerned about the structures, quality, culture, values, commitment and matching resources for the future needs. It deals with all those activities which are affecting human behaviors of the individuals in their efforts to formulate and implement the strategic needs of business. For retaining talented workers, they need some value more than what others get. The most important thing which should be kept in mind is equality of opportunity. Flexible working would be best for the employees to balance their commitments. This policy would surely retain the employees. As Woolwich Dairy, does employee empowerment, it would be helpful to them to retain their employees because employees getting authority would be working whole heartedly, keeping in mind the broader visions. This way the customer would be satisfied and as everyone knows customer satisfaction leads to employee’s job satisfaction.