What is "Strategic Human Resource Management"? Critically evaluate the concept in terms of theory and practice

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In an era of globalisation, organisations have to face a business environment which involves quick responses to change, such as new laws or social trends, so that they do not expire or become obsolete. It is evident that only people, and not machines, are able to anticipate these changes and formulate an adequate strategy. Therefore, Human Resource Management is more than ever a key factor of success for organisations. Since the 1980s, the strategic role of Human Resource Management in the organisation, has taken a considerable place in our society. From this period, "some researchers have begun to use the new term "strategic human resource management" to additionally emphasize the importance of a strategic orientation of the personnel function" . Nevertheless, there is confusion over the differentiation between human resource management and strategic human resource management. Indeed, the large literature rarely distinguishes between human resource management and strategic human resource management. However, there really exist differences between both processes. It has also justified the role of Strategic Human Resource Management. To answer to this question, it will initially be advisable to define suitably and precisely "Strategic Human Resource Management" and elaborate its aims. Then, the second part will explain and describe the different approaches of Strategic Human Resource Management, which include: the best-fit approach, the configurational approach, the resource-based view and the best-practise approach.

Extraits

[...] Organisation's human resources need to consider these four points, which are Value, Rarity, Inimitability and Organisation. This approach is not infallible and has also limitations. Indeed, effectiveness of the resource-based view approach is inextricably linked to the external context of firm (Miller and Shamsie, 1996; Porter, 1991)”[11]. That means, the latter approach is more highly efficient when the external environment is less predictable. To summarise, the Resource-based view does not take enough account the external environment. The best practise approach The best practise approach emphasizes relationships between sets of good Human Resource practices and organisational performance, mostly defined in terms of employee commitment and satisfaction”[12]. [...]

[...] Beardwell and T. Claydon, Human Resource Management A Contemporary Approach, Pearson Education p74 J. Beardwell and T. Claydon, Human Resource Management A Contemporary Approach, Pearson Education p74 J. Beardwell and T. Claydon, Human Resource Management A Contemporary Approach, Pearson Education p59 J. Beardwell and T. Claydon, Human Resource Management A Contemporary Approach, Pearson Education p75 J. Beardwell and T. [...]

[...] What is “Strategic Human Resource Management”? Critically evaluate the concept in terms of theory and practice Introduction At the time of globalisation, organisations have to face a business environment which involves quick responses to change, such as new laws or social trends, in order not to expire. It is evident that only people, and not machines, are able to anticipate these changes and set up an adequate strategy. Therefore, Human Resource Management is more than ever a key factor of success for organisations. [...]

[...] Indeed, the use of this strategic human resource management often depends on the performance of the company. To adopt the strategic human resource management, the companies have various approaches. These approaches of strategic human resource management are varied and none of these approaches proposes the miracle solution to the company. It is thus important for the enterprises to make ‘coexist' these diverse approaches between them within the organization, to maximise the performances of the company as well as possible. Bibliography Books M. [...]

[...] Armstrong, Strategic Human Resource Management A Guide to Action, Kogan Page p30 M. Armstrong, Strategic Human Resource Management A Guide to Action, Kogan Page p41 M. Armstrong, Strategic Human Resource Management A Guide to Action, Kogan Page p43 J. Beardwell and T. Claydon, Human Resource Management A Contemporary Approach, Pearson Education p49 Sumona Mukhuti, Course Materials, no date, Strategic HRM Powerpoint J. Beardwell and T. Claydon, Human Resource Management A Contemporary Approach, Pearson Education p44 J. Beardwell and T. Claydon, Human Resource Management A Contemporary Approach, Pearson Education p50 J. [...]