Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
¶ … information age, human resources is emerging is a critical strategic function, contributing substantially to the execution of strategy. Technology companies, for example, seek to hire the most creative, intelligent people they can find, because that is what gives them the competitive edge in an industry characterized by rapid innovation cycles and short product life cycles. This paper will explore the transition of human resources from administrative function to a key component of strategic management.
Wright and McMahan (2011) identify human capital as the link between practices and performance. When companies set out their strategy and break that down into job descriptions, they still need to have the right people in the right roles to execute that strategy. They need human resources departments to define those roles, but also to ensure that the right people are attracted, retained and motivated -- all of which are tasks with which the modern human resources department is charged.
Leemans...
This is a critical point to make, because most organizations are not able to hire the best employees immediately. Instead, they need to create pathways by which employees grow into their roles, the result being that eventually the organization can have the talented employees it needs, even if they were not hired that way.
De Wit and Meyer (2010) describe this situation as the "new ecology of business," which sees the role of different elements of the organization evolving, and in this case the human resources department sees dramatic changes to its role. An administrative human resources department is a processor of paperwork, and its other tasks are only marginally more complex. Today, human resources must deal with far greater tasks. This would have begun with Peter Drucker's management by objectives (MBO), which relied on having specific job descriptions and measures as a form of control. Once a job is understood, the…
Works Cited:
De Wit, B. & Meyer, R. (2010). Strategy: Process, context, an international perspective. Cengage.
Leemans, C. & Duts, S. (2013). Human resources development as a strategic business lever. Move Learning. Retrieved April 25, 2013 from http://www.movelearning.com/downloads/HRDstrategyGB.pdf
Wright, P. & McMahan, G. (2011). Exploring human capital: Putting human back into strategy human resource management. Human Resource Management Journal. Vol. 21 (2) 93-104.
Human Resources International Human Resource Management International Business HR: Vital and Pivotal During the 20th century, the human resources (HR) function has become quite skilled at managing human capital which is frequently defined as the skills, knowledge and experience of individual workers within a company. Human resources management has never been more vital to organizations than it is today as more and more businesses are going global. For globalizing companies, experienced, informed and
Human Resources Management - Maintaining a Competitive Edge in the Corporate Marketplace Change continues to reshape the workplace. Today's HR professional is called upon to help the organization retain its competitive edge in the marketplace. Along with representing the best interests of employees, HR professionals assume the role of strategic partner, administrative expert, and change agent. HR assumes a critical role in promoting the vision and shaping the focus of the
Human Resources Management Practices in the Global Environment & Human Resources Information Systems (HRIS) The objective of this study is the examine Human Resources Information Systems (HRIS) as it relates to Human Resources Management practices in the Global Environment. Toward this end, this work in writing will examine the literature in this area of study. Globalization, in the work of Husain (2010), is reported as symbolizing "the structural making of the world
Human Resource Development Initiatives for the Department of Veterans Affairs As the nation's largest healthcare provider and second-largest federal agency, the Department of Veterans Affairs (VA) is responsible for administering a multi-billion dollar budget in support of the nation's heroic veterans. The VA fulfills its mandate to care for veterans and their families through a nationwide network of medical centers, outpatient facilities, Vet Centers and domiciliaries that provide the entire
Starbucks' Human Resource Management Policies and the Growth Challenge In recent years, there has been much interest in the notion of "high commitment" human resource management (HRM). The high commitment HRM is focused on developing self-regulated behavior among employees that is based on mutual trust rather than external sanctions and pressures. Considering this premise, this paper provides a review of the relevant peer-reviewed, scholarly and organizational. literature concerning the advantages of
Their responsibility would be to create a highly coordinated symbiosis between the virtual and the brick-and-mortal approaches to communication. For each correspondence or interaction that is engaged by phone conferences, through online bulletin board or by email listserv, there would also be a parallel physical meeting and an actual memo bulletin board. Accordingly, the two members selected for this responsibility would work to apprise one another closely of the