Strategic Human Resource Management Systems
IntroductionStrategic human resource management (SHRM) is an organisational approach used to manage human resources to support long-term business goals. Moreover, a strategic framework is used by the organisations to achieve its strategic goals and for performance management purposes (O’Donnell & Shields, 2002). The framework encompasses people issues, macro-concerns and matching resources to future needs. In regards to macro-concerns, the framework deals with culture, structure, quality and commitment of people and behaviour. Therefore, there is necessity for all organizations to have workable strategic human resource management frameworks to guarantee a unidirectional growth and to facilitate the achievement of their goals (Mondy, Noe & Gowan, 2005). In other terms, SHRM covers organizational codes of ethics, management of the effects of business decisions, and the significance of HR professionals in the management of human resources in an organisation. It is characterised by longer-term focus, new linkages between HRM and strategic planning, linkages between HRM and organisational performance, and involvement of line managers in the HRM policy-making process. This papers covers two strategic human resource management systems – recruitment and selection system and reward management system.
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