Professor Andrew Klein
Strategic Human Resources Management
September 5, 2011
Case Analysis Question: What is Strategic Human Resources Management and how does it link the people with the strategic needs of the business? Introduction
Human resource management is a combination of strategically coordinated efforts to manage people. Managing people involves, employing them, teaching and developing their skills, and utilizing, maintaining and compensating their services (Mello, 2010). In most cases the strategic method of human resource management would provide greater support but, in the case of Infosys, strategic human resource management provided a collection of smoke and mirrors which clearly hid the true feelings of the employees. The typical strategic management plan involves support for the organization with its efforts to align its functions with business objectives, creating a great work environment and recognition of the human skill as an asset (Becker & Huselid, 2006). Strategic Human Resource Management vs. Traditional
The fundamental significance of Strategic Human Resource management (SHRM) is its focus on the human capital component of organizational success (Mello, 2010). SHRM differs from traditional HR management in that SHRM focuses on the entire organization rather than the individual in two main aspects of business. The first differing aspect is SHRM focuses on organizational performance rather than individual performance (Becker & Huselid, 2006). SHRM focuses on entire systems when solving organizational issues rather than individual importance with intent to better establish the organization amongst its competition. In addition, SHRM is about aligning with the company's objectives of higher performance by implementing a competitive advantage through instilling and encouraging the competitive drive in the organization’s employees. The alignment with organizational objectives requires HR Management to manage personnel...
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