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A strategy is a way of doing something It usually includes the formulation of a goal and a set of active plans for the accomplishment of that goal Strategy therefore incorporates the aspects of both planning as well as action Ashwathappa 2005 The term human resources refers to the workforce or people that are employed to meet an organizations objective In modern human resource management practice it is increasingly being realized that the workforce constitutes a vital and valuable organizational asset For an organization to achieve corporate success it is important for it to synergize its business policies and human resource practices The procedures adopted to achieve this are Strategic Human Resource Management SHRM practices httpwwwesrcsocietytodayacukESRCInfoCentrefactsindex6aspxComponentId6980SourcePageId6970 Strategic human relations management may be defined as a set of decisions a company makes about the humans with whom it does business and the ones through which the business is done This is a very simple definition of Strategic Human Resource Management However SHRM is an issue that is becoming increasingly important and hence increasingly complex httpwwweepulsecomdocumentspdfsHRcom-SHRM20article-5-5-03pdf The approach of Strategic Human Resource Management towards the human resources and the task of conducting business is a strategic one This means taking a long term view towards Human Resource practices It means operating Human Resource programs or initiatives with the goal of making a direct contribution towards meeting major corporate long term objectives httpwwwworkinfocomfreeDownloads149htm Strategic Human Resource Management aims to an organizations success by helping it align its people management and employee relations strategies with the goals and strategies of the organization httpwwwbuswiscedumbahr The concept of Strategic Human Resource Management SHRM has developed in the latter half of the 20th century when organizations started realizing that the Human Resource function was not adding to the value of the organizations Also most Human Resource teams were criticized for being too reactive instead of proactive producing piecemeal initiatives and lagging behind when dealing with key issues
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