Human Resource Management and Strategic HRM

Importance of Human Resource Management

Human resource management involves the management of human talents to achieve organization’s objective. According to Richman (2015), HRM encompasses recruitment of talent, management of benefits, labor relations, and any other practices involved with employee safety and health within the organization. Alongside the definition of what HRM involves, the article by Richman further focuses on Human Resource Development and the importance of both HRM and HRD to organizations. In the United States, organizations are finding it hard to get overseas talent, as job seekers no longer flock their organizations. U.S. companies are no longer considered the most desirable employers (Overman, 2016). Using the U.S. organizations as an example, the author elaborates on the importance of engaging the services of HR professionals to help in finding talent as one of the many functions of human resource management.

In the current business world, it is important for employers to globalize their talent acquisition strategies alongside the other aspects of the business. Unfortunately, hiring people from another location is often one of the biggest challenges organizations face. According to Overman, HR professionals can play a lead role in developing the right strategies together with global consultants, governments, and local authorizes among other relevant bodies to help in the recruitment of the best talent. More specifically, HR’s help global organizations to recruit the best talent and also advice organizations on the best way to design the employment package.

Largely, I agree with the authors on the importance of human resource management. Virtually, human resource management is an important element in the management of human capital with an organization. HR professionals also play a critical and significant role in getting the best talent for business organizations.

HRM’s Role in Organizations

Within the organizational setting, human resource management involves conducting job analyses, planning employee needs, recruitment of the right workforce, employee orientation, and job training. It also involves managing employee salaries, and wages, providing benefits and incentives, evaluation of job performance, and resolving disputes among other duties of an HR. According to Wari, and Yugandhar (2015), any organization lacking a proper HRM setup is likely to suffer serious problems related to managing its daily activities and especially its human capital. The article by Thomas on brand human resources is focused on defining the purpose and the role of the human resource to the organization.

Ideally, the author starts by emphasizing on the importance of sending the right message and acknowledges the purpose of the HR is to partner with businesses in the pursuit of strategic business goals. Due to the current globalization, leadership is faced with a myriad challenges, and it is possible that the only competitive advantage left is their workforce. According to Thomas, the organization with the best talent wins. At the center of this, the human resource management plays a critical and significant role in leveraging the talent within by managing the human capital, the way employees are attracted, selected, developed, retained, and deployed. HR leaders contribute immensely to the development and implementation of business strategy, which enhances the quality of decisions related to talent. HR’s play the role of a strategic partner in every business, and for this, Thomas also emphasizes the importance of not only defining the role of a HR, but also allow HR managers to play their role.

From a personal perspective, I agree with the authors on the role of human resource development within an organization. Virtually, human resource plays a significant role in managing an organization’s workforce. It is the duty of the HR to manage talent within the business setting. Although the author does not exhaust the roles of a HR, they give a detailed overview of the role of the HRM in strategic business management.

Importance of Strategic HRM

In the current era, the integration of human resource practices and policies within the organization is essential for business success. Strategic human resource management (SHRM) is one of the most significant aspects of HRM practices that helps in the implementation of effective policies enabling businesses to meet the requirements and needs of their employees while accomplishing organizational goals (Alharthey, 2018). Additionally, Alharthey notes that SHRM plays a critically significant role in the assurance of long-term organizational success in the market.

Nagele-Piazza takes a critical look into understanding what exactly strategic human resource management is. According to Nagele-Piazza, it is important to understand that today’s HR practitioners must be proficient in their everyday work of being a business advisor, leader, communicator, recruiter, and brand expert among others. The author analyzes the SHRM certification and competency model to find answers about what SHRM entails. Firstly, the author highlights that the materials used to prepare for SHRM certification exam focus on the everyday situation facing HR professionals. The framework for the certifications is build upon an extensive global research that collected information from employers, academics, and HR practitioners. The focus was to identify what it takes to be a successful HR across the performance continuum all over the world. Nagele-Piazza identified eight behavioral competencies-business acumens based on the SHRM body of Competency and Knowledge (B°CK), to elaborate on the importance of SHRM to business organizations. Thus, in relations to the B°CK certification, strategic HRM plays an important role in business communication, consultation, critical evaluation, ethical practice, global and cultural effectiveness, leadership and navigation, and relationship management. The HR expertise gained by acquiring the SHRM certification helps HR professionals to respond quickly to any situation they encounter in the organization. SHRM also builds the critical thinking skills of HR professionals, which is critical for the current business setting. Additionally, and expounding on some of the eight behavioral competencies, in leadership and navigation, SHRM equips leaders with the ability to direct and contribute to initiatives within the organization, which can lead to reduced employee turnover and improved job satisfaction and performance. under relationship management, SHRM helps HR’s to focus on maintaining productive and interpersonal relationships and helps others to do the same. SHRM also contributes to global and cultural effectiveness and HR professionals who have mastered this competency are able to manage different people from various background and build cross-cultural relationships and partnerships.

From a personal view, I agree with the points raised by the authors. Precisely, from my knowledge of strategic human resource, I understand that it involves managing the elements of human resource to ensure a greater chance of organizational success. The author focuses on SHRM certification to give a detailed coverage on the importance of SHRM to business organizations. The author is correct in all ways and the points outlined in the article align with my the role of strategic human resource management.

References

Alharthey, D. B. K. (2018). Review on Globalization and Importance of Strategic Human Resource Management. International Journal of Scientific Research and Management, 6(3), 1-6.

Nagele-Piazza, L. (2017). Putting Competencies to Work. Hrmagazine, 62(4), 26-34.

Overman, S. (2016). Tapping Talent Around the Globe. Hrmagazine, 61(1), 46-46.

Richman, N. (2015). Human Resource Management and Human Resource Development: Evolution and Contributions. Creighton Journal of Interdisciplinary Leadership, 1(2), 120-129.

Thomas, R. (2016). Brand human resources. HRMagazine, 61(4), 32-33.

Wari, B. N. P., & Yugandhar, V. (2015). The Role of Human Resource Management in Organizations. International Journal of Engineering Technology, Management, and Applied Sciences, 3(7), 58-63.