Strategic Human Resource Management

STUDENT ZONE

Chapter 2

Strategic Human Resource Management

John Bratton

CHAPTER OVERVIEW

In Chapter 1, we examined the theoretical debates on the nature of the HRM. Chapter 2 discusses the concept of strategic HRM (SHRM) and explores various themes associated with SHRM. It begins with introducing the student to the traditional prescriptive strategic management model, the SWOT model. The chapter then goes on to examine competing SHRM models: the 'matching' model, the 'control-based' model, the 'resource-based' model and an 'integrative' model, before reviewing some important dimensions associated with SHRM: organizational performance, re-engineering, leadership, workplace ...

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leadership, workplace learning and trade unions.

CHAPTER OUTLINE

Introduction

Strategic planning model shows how corporate and business level strategies, as well as environmental pressures determine the choices of HRM structures, policies and practices.

A number of important questions are addressed: How do higher-level corporate decisions affect HRM? Is it possible to identify a cluster or 'bundle' of HR practices with different strategic competitive models? Do firms that adopt certain bundles of HR practices experience superior performance?

Strategic management

Definition: strategic management refers to a pattern of managerial decisions and actions that determines the long-run performance of the organization.

Strategic management requires constant adjustment of three interdependent poles, figure 2.1.

HRM in Practice 2.1 'Raising the Profile of the HR Agenda' this example emphasizes the importance for managers and HR professionals of understanding the links ...

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environment as a determinant of HR policies and practices.

HRM in Practice 2.2 - 'Culture Shift Invigorates Dell'

This report illustrates a culture change and the adoption of an alternative business strategy at Dell computers.

Strategic HRM

SHRM literature is rooted in manpower [sic] planning.

Strategic HRM is described as the process by which managers seek to link human assets to the strategic needs of the organization.

HR strategy is discussed in terms of an 'outcome' - the pattern of decisions relating to HR policies and practices.

The Four-task model of HRM provides the rationale that guides the strategic choice of HR policies and practices.

The environment as ...

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PAPER DETAILS
Added: 3/12/2012 01:45:13 AM
Submitted By: alimrahs
Category: Economics
Type: Premium Paper
Words: 1603
Pages: 6

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