The role of HRM in organizations has been changing significantly in the past decade. Taking a strategic HRM approach requires a greater focus on strategic thinking and processes. It means placing the management of human resources as a top priority and also integrating HRM with the company's strategy, mission, and goals.
Nowaday, HRM strategy is considered as equal with priority strategic in the overall strategy of the enterprise. HRM activities are not limited to those working in human resource department but also apply to everyone in that organization, especially the operating managers who have to carry out HRM activities effectively for their functions because they manage and control their resource directly. They also have to solve problems, make decisions, and prevent future difficulties. The operating managers have many HRM responsibilities, such as recruitment and selection, reward and punishment, promotion. Using HRM activities effectively will bring the benefit and reach the organization's goal.
Strategic HRM is defined as the development and implementation of human resource processes to enhance and facilitate the achievement of the organization's strategic objectives. The physicians is diagnosing the problem by examination an observation. After making a diagnosis, the physicians will prescribe medicine or a course of action. Almost these cases the patient will implement the prescription, and physicians will evaluate how the prescription is working.
In the process of implementing, operating HRM activities, managers use the ARDM model (A = Acquiring, R = rewarding, D = developing, M = maintaining and protecting). The ARDM will help the operating managers focus on a set of relevant factors. Therefore, managers have appropriate solutions to solve the problem.
Let us get your organisation working in the right direction, give us a shout today innovatehr@outlook.com
No comments:
Post a Comment