STRATEGIC HUMAN RESOURCE MANAGEMENT. Essay Example
Strategic human resource management entails various activities that are supposed to be carried by the Human resource personalities in order to improve the organizations performance (Schuler, &, Susan, 2007). Therefore, strategic human resource management can be described as the process of selecting, recruitment, training and development and appraising by rewarding the well performed staffs in an organization. For an organization to meet its set objectives and achieve its goals, strategic human resource management, must incorporate the human resource activities. This is for the purpose of planning and implementing the strategies required in an organization, in order to continue running and being successful, since when a company has a shortage of employees and resources, it will end up running at a loss, hence leading to its closure. Therefore, for it to remain on the job market, the business must have the right people that are productive.
An organizations first step when a need for additional more staffs arises, it must employ the strategic planning. The management can only achieve this, if they only use the correct method of recruitment process (Rothwell, &, Kazanas, 2003). It is always prior to analyze the nature of the business first. This is where the HR managers are supposed to ask themselves certain questions such as: the purpose of recruiting staffs, i.e. the need for adding more staffs, the reason for replacing some of the staffs and are employee’s turnover the reason for recruitment? Having this in mind and knowing the importance of recruitment and selection, allows the HR personnel to use the strategic human resource management as guidance to the selection process.
Most of the times, the reason for conducting a recruitment process may be due to the expansion of a business, a company opening its branches to different regions, employees leaving their workplaces and also due to low productivity of employees in the organization. For example, a mobile phone company that needs to extend its services to different regions, it tends to open quite a number of branches to cater for its customers all over and in whatever places they are. Hence, this creates a need for inviting people to apply for the jobs in order to recruit while taking them through the selection process (Catano, 2009). By choosing the right kind of people that can handle work properly, this creates a competitive advantage in the market thus enjoying maximum profits through its quality services and products because customer’s satisfaction is the focal point of a business.
The role of the human resource planning is to arrange, make proper arrangements on human resources of an organization and make prior decision regarding the activities that takes place within the business. The human resource planner ensures that there is enough number of employees required and they should be skilled, learned workers. The planning also involves proper allocation of resources as well as matching employees with their appropriate jobs. While planning for the human resources, the manager must design the job that is required to be carried out and lay down the protocols of the job giving an analysis of what is to be done. (Rothwell, &, Kazanas, 2003).
Job design entails developing or coming up with a business idea whereas describing each activity that will be carried out in the organization. Job design is usually carried out while keeping in mind the kind of staffs one has, their professionalism and what they are capable of doing. One cannot just design a job without analyzing the technical skills of its employees and their area of specialization. After designing the work that is supposed to be carried out, it is always important to carry out a job analysis that indicates, what is supposed to be done and what is not to be carried out as a task. Job analysis outlines the core activities to be performed in each job. It details the requirements needed in carrying out the task, knowledge required and the level of education as well as the experience one has in carrying out the job. Any work will be well described for example, in our mobile phone company, a task that requires a person that is computer literate would be well described when inviting applicants to apply for the following post. This would probably entail details that include a person who even knows web designing, working with excel, database management and even things like software development. Job design and job analysis becomes useful during recruitment since this way; a company can be able to select the right people basing them on their areas of specialization. This also important because if a job were not described well, it would lead to misconception of information hence leading people to apply even for the wrong posts. This indeed costs the organization a lot since they would incur more while repeating describing the post. (Michael, 2000)
Approaches that needs to be taken for recruitment purposes needs to analyze the nature of the business first. This can only be done by determining whether a business is in a position of taking care of the recruitment process and whether it is in great need of more staffs (Catano, 2009). The mobile phone company may want to recruit more staffs in order to outsource its business in different regions. Recruitment comes along when a company wants to improve its productivity while reaching out to the bigger market. By getting the right people that would employ their skills effectively, a company gains a competitive advantage since it can be able to reach out to many people while providing them with quality services and products. Whenever a company is running short of employees, or the staffs within the company are not productive, it is always prior to recruit staffs that have the capabilities according the capacity needed in the area of work.
For an organization to ensure that their selection process is fair and equitable to all, it is prior to set guidelines that are supposed to be followed during recruitment process. These policies are implemented in order not to discriminate individuals against their age, race, tribe, and gender. One is not supposed to be denied the chance to get work only because she is a woman; the point remains that this woman might have better knowledge and experience regarding the work to be done. In conclusion, to this, every individual has a right to be employed, regardless of the status one has, (Salaman, &, Storey, &, Billsberry, 2005). Hence, organizations should try as much as possible to implement the labor laws and rules that govern the recruitment process. This would eventually also contribute to the organization getting the right people for the specified jobs by not just picking anyone, a close friend or a relative in order to favor them. The recruitment policies should stick to the policies until they get the right person to fill the vacant post. (Storey, 2009)
The success of the recruitment strategy can be measured by getting the number of applicants that responded to the post. While analyzing whether they got the information well by getting the kind of people that came for the interview, whether they had the correct skills that are required. If a big number that applied did not match to requirements that were required, it will definitely mean that the recruitment process was not successful but if at all the right people with the required skills turns out in good number, then we can say that the results were favorable. For example, the mobile phone company would want to recruit a large number that are computer literate, and can be in a position to deal with various IT software’s, definitely they wouldn’t expect a mechanical engineering person to apply for this position since they don’t know more about information technology.
A well-established company will always be successful if it has the right people for the available jobs in the business. This can only be successful by selecting or employing relevant recruitment strategies that use professionals to carry out interviews and be able to distinguish staffs that are courageous, and with a great stamina hence, they can tackle any tasks and face any challenges or the risks associated with the business. (Michael, 2000) They should show ability to provide ideas and make wise decisions in their place of work. It is also prior for an employee to be emotional stable and ability to endure the hardships that come along. After selection, it is important for the management to keep on providing training to the staffs in order to introduce them to the activities of the business that they are not familiar with. In addition, this would provide a continuous approach to more quality productivity of their activities. Employees feels appreciated and more needed when they are rewarded for their good efforts. Whoever, it is good to review their performance regularly to reward those who have shown determination. This also encourages other staffs to work hard in order to realize their dreams.
Michael, A,(2000). Strategic human resource management a guide to action. United Kingdom: Kogan Publishers Inc.
Catano, M.(2009). Recruitment and selection, Nelson series in human resource management. Canada: Cengage Learning publisher.
Storey, J.(2009). The Routledge companion to strategic human resource management. United Kingdom: Taylor & Rrancis.
Rothwell, J. &, Kazanas, C. (2003). Strategic planning for human resources management. New York: Human Resource Development Publishers.
Fombrun, J., Tichy,&, M., Devana, A.(1984). Strategic human resource management. New York: John wiley and Sons.
Schuler, S. &, Susan, J. (2007). Strategic human resource management. New York: Wiley-Blackwell.
Salaman, G. &, Storey, J.&, Billsberry, J.(2005). Theory and practice, strategic human resource management. New York: Sage.
More Important Things