Principal Theoretical Approaches to Strategic HRM and

Principal theoretical approaches to strategic HRM and your analysis and recommendation on which approach might best suit your organization or any that you are familiar with Over the last several years, there have been major transformations happening in the workplace. As, everyone, has begun to focus on how their employees can help firms to increase their profit margins and productivity. Part of the reason for this, is because the staff is viewed as a valuable commodity that can allow a corporation to adapt to changes within the marketplace.

Once this takes place, it means that there is an increasing focus on addressing the needs of their workers. This has led to the creation of various theoretical HRM strategies to deal with the underlying challenges that all companies will face with their employees. To determine which one is most effective requires looking at the various theories, conducting an analysis of each strategy and making recommendations as to which one is the most effective.

Together, these different elements will provide the greatest insights as to the best HRM approaches that should be used. Theories In the 1980's there was a fundamental shift in strategic HRM management. As firms, began to realize that their employees played a major role in helping them to respond to changes that were occurring inside the marketplace. This is because globalization had an impact on how they were able to effectively respond to competitors.

Over the course of time, this has led to shift in the way they are dealing with these challenges. At the heart of this approach, are various strategic management principles that are being utilized to include: universal and matching models. The Universal Model This approach is focused on combining all of the different HR policies into one workable solution.

The basic idea is that everyone will be able to more effectively work together through: having series of policies and procedures that everyone can follow (based on the closed format that is being utilized). Once this occurs, is when there is a change inside the operating environment of the firm. This is important, because it is showing how this strategy will help HR to create a workable solution that can be implemented inside large organizations.

(Bach 2009) The Matching Model The matching model is when there is a tight fit with the policies of HRM to the objectives of the organization. Under this basic strategy, the HR department is not focused on supporting the needs of staff members. Instead, they are concentrating on helping the firm achieve its goals through pushing employees to go the extra mile. This is accomplished by having an open process that is focused on having everyone working together in various teams.

Once this occurs, is when there is change in how executives are interacting with staff members to achieve these various tasks. This is important, because it shows how this kind of approach will help companies to concentrate on reaching their goals. As, this is creating a change inside: the culture of the firm and its operating environment. (Bach 2009) Conducting an Analysis of Each Strategy As far as the universal model is concerned, it is clear that this will help to increase productivity and profit margins of the business.

The reason why, is because they are changing the way the employees view the organization and the role that they are playing in it. Once this occurs, is when there is fundamental shift inside the company itself. In the long-term, this will help a corporation adapt more effectively in the marketplace. When it comes to matching, this is helping to increase the overall bottom line of firm. As, this is addressing the basic needs of employees based upon them reaching predetermined benchmarks.

Over the short to medium term, this will help to improve productivity and profit margins. However, over longer periods of time, this will hurt the company itself. As, there is a focus on employees doing anything they can to reach the various organizational objectives by any means necessary (including breaking the law). Once this occurs, is when the firm could face possible risks to their organization. (Salter 2008, pp. 279 -- 287) Recommendations The best strategy that human resources management can utilize is the universal model.

This is because, it addresses the thoughts of employees and how their behavior is helping the firm be able to achieve their objectives. As they are changing the way that they think about: the company and their role inside it. Once this occurs, is when employees are.