People and Organization by Nadun Rupasinghe

 

The Strategic role of HRM is to drive organizational performances

The term Human Resource Management refers design and application of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish organizational goals. Smart managers continuously know that it’s employees don’t perform well ,that the company doesn’t stand chance of succeeding. All the organization require eagerness individuals who able to serve the intrigued of the organization and it’s clients. The big challenge is hiring and keeping high quality employees with right set of skills for today’s organizational context. Hiring the right employee to become more competitive in globally, improving quality, innovation and customer service of an organization , to retain  after mergers ,acquisitions or downsizing and finally to apply new information technology for e-business.

HRM has shed its old “personal” image and gained recognition as a vital player in corporate strategy. “Many organizations are looking for their HR leader to be able to understand in great detail the business and the challenge of the business” says Fran Luisi of Charleston partners. All managers have to be  talented within the premise of HRM. With today’s compliment organizations, Managers all through the organization play an dynamic part in enlisting and selecting the correct workers, creating viable preparing programs, planning fitting recompense frameworks ,or making successful execution evaluation methods.

The Strategic approach to HRM basically in three elements.

1.     1. All managers are involved in managing Human Resources.

2.     2. Employees are viewed as an asset. No strategy can be implemented effectively without the right       people to put it into action.

3.      3.HRM is a matching process ,integrating the organization’s strategy an goals  with the correct approach to managing human capital.

 The best Human Resources department not as it were back vital destinations, but too effectively seek after an continuous, coordinates arrange for assisting the organizations execution. Research has found that effective human resources management and the alignment of HR strategies with the organization’s strategic direction has a positive impact on performance including higher employee productivity and stronger financial results.

“If each of us hires people are smaller than we are, we shall become a company of dwarfs. But if each of us hires people who are bigger than we are, we shall become a company of giants.” DAVID OGILVY(1911-1999) Founder of Ogilvy & Mather Advertising Agency.

 

REFERANCES

Results of a McKinsy consulting survey, reported in Leigh Branham, “Planning to Become am Employer of Choice,” Journal of Organizational Excellence(Summer 2005):57-58

Robert L.Mathis and John H. Jackson, Human Resource Management: Essential Perspectives,2d ed. (Cincinnati, OH: Southwest Publishing,2002),p.1.  

See James C. Wimbush, “Spotlight on Human Resource Management,” Business Horizons 48(2005):463-467;

Liza Casttro Christiansen and Malcolm Higgs, “How the alignment of the Business Strategy and HR Strategy Can Impact Performance.” Journal of General Management 33,no.4(Summer 2008):13-33;

Richard L.Daft  “New era of Management.” Human Resource Management :375-377;