There is a wide array of topics that can be incorporated in human resource dissertations, including but not limited to organizational strategic human resource management issues, employees training and development, reward management, appraisals and talent management. A human resource dissertation can either be presented as a study of the contemporary research or as a case study approach comparing literature to an actual organization. Students may adapt them to meet their own requirements and preferences.
Get Full Essay Get access to this section to get all help you need with your essay and educational issues. Current and Future Role of HRM In Strategic Planning Essay Sample Abstract The role of human resource management is a critical one in the organizational context because of the need to develop a sustainable competitive advantage.
The critical consideration in this respect is to integrate HRM into the strategic planning process. In this manner the top management can create organizational core competencies that will maximize the strategic focus of the company. However before the top management can attempt to bridge the gap between line management and HR management, the top management has to understand the current and future role of HR managers.
The current environment emphasizes the operational aspects of human resource management. However in the future business environment, the strategic planning aspects of human resource management will become more important as the Current and future role of hrm in strategic planning essay of competitive rivalry increases in the business environment.
For this reason, it is more important than ever for the top management of an organization to integrate HR managers in the strategic planning sessions. However before they can do so, they need to identify the current and future roles of human resource.
In this respect, HR managers will have to focus on both operational and strategic aspects in order to maximize the relevance of their functions to the strategic focus of an organization. Scope of the paper The paper focuses on identifying the different models in HR which will be relevant in the future business environment.
These models are used as the framework in which it is expected that the role of HR managers can be integrated into the strategic planning framework of an organization.
In assessing the relevance and effectiveness of HRM models, the paper looks into the changing roles and expectations of HR managers. The current business environment is characterized by a fast pace of change. HR functions have to adapt accordingly. It is also critical for the top management to integrate HR into strategic management with the purpose of building the right organizational culture which can lead to the development of a sustainable competitive advantage.
Introduction Because of the high level of competitive rivalry in the current business environment, a business organization has to develop a sustainable competitive advantage. This objective can be met through aligning employee interests to organizational interests.
In this respect, the issue of the role that HR managers can play is of critical importance. In this respect, the top management of the company has to consider the issue of involving HR managers in the strategic planning process.
In the process, line management and HR managers have to cooperate in defining the different roles that HR managers can play in enhancing the strategic focus of the company. That is the issue of this paper. It explores the current role played by HR managers and also attempts to identify the future roles of HR managers.
Methodology In order to address the issue of changing roles and expectations of HR managers, the paper explores different models such as the best fit model, the best practice model and the integrative model. It is expected that the management can effectively integrate HR into strategic management through developing a greater grasp of these models.
When the top management is implementing a particular model, that model provides the framework which facilitates the participation of HR managers in strategic planning.
For this reason the paper follows the methodology of assessing the different models of HR in the attempt to assess the changing roles and expectations of the human resource management. Literature review According to Armstrongit is the job of human resource management to build an organizational culture which motivates employees to share their information so that it can be captured by the knowledge management system.
This is a critical consideration when managing change because the management would need to have detailed access to information in order to conduct the strategic alignment process. According to Dessthis process is conducted in respect of four areas: IT strategy must be aligned to business strategy in the form of cost control.
Unless these costs are controlled, the company will have lost its strategic focus and change will have done more harm than good.
Organizational issues are defined in terms of whether employees have the necessary skills to operate the new system while information systems issues are related to systemic strength. This is the reason that when it comes to initiating change, the top management faces a high degree of employee resistance.
According to Aakercompanies must try to create an organizational culture in which employees can develop a sense of ownership over their work processes.
This minimizes the level of employee resistance. Besterfield states that the real challenge in managing change is to sell the concept to the clients and the employees. Therefore, according to Baschabeven when the technological issues have been resolved, organizational issues might remain in terms of the employees not having the necessary skills to operate the more robust system.
Therefore the top management must be in constant communications with the employees. According to Evansthis cultural orientation means that the top management must constantly communicate with the employees in order to underline the importance of maintaining change.Nature and Scope of Human Resource Management 7 Chapter 1 Nature and Scope of Human Resource Management 1 - 27 Meaning of Human Resources Meaning and Definition of HRM Functions of HRM — Managerial Functions — Operative Functions Nature of HRM Scope of HRM Importance of HRM Role of HRM Systems Approach to Study HRM Objectives of HRM Organisation.
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Wal-Mart operates locally as well as worldwide. Abstract: We're living in yesterday's future, and it's nothing like the speculations of our authors and film/TV attheheels.com a working science fiction novelist, I take a professional interest in how we get predictions about the future wrong, and why, so that I can avoid repeating the same mistakes.
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational. Human Resource Management (HRM) strategic planning is defined as an integrated process of identifying present and future needs of stakeholders and employees for the achievement of general strategies and missions of an organization (Condrey ).