Hr Essay

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* Question 1(30)
To ensure a high probability of success in the implementation of strategic human resource management, the HRM function needs to be truly strategic in its orientation. Discuss how Netcare endeavours to this strategic position through their various HRM practices.

Fred R. David (2007:5) defined strategic management as “the art and science of formulating, implementing, and evaluating cross-functional decisions that enable an organisation to achieve its objectives.

Strategic human resource management as described by Nel et al. (2011:562) is “long-term, top-level management decisions and actions regarding employment relationships that are usually made and performed with the overall general strategic management of organisations.” Nel et al. (2011:562) further explains that strategic human resource management necessitates that the organisation’s strategic business needs and plans are synchronized and integrated with all aspects of employee management.

Noe et al (2010:79) described four levels of integration between HRM function and strategic management; administrative linkage, one-way linkage, two-way linkage and integrative linkage. The description of the integrative linkage most closely matches that of Netcare as the HR function forms part of Netcare’s management team and the linkage between the HRM function and strategic management is dynamic.

When Netcare devised its strategy, HR strategy issues would have been considered during each phase including strategy formulation, strategy implementation and strategy evaluation and control.

Five major components would have been considered when the strategy was devised for Netcare: * The Organisation’s mission (The reason for their existence) * The Strategic Goals of the organisation (What does the organisation aim to achieve over the medium and long term) * External Analysis (Threats and Opportunities)

* Internal Analysis (Strengths and Weaknesses)
* Strategic Choice (Alignment between company’s chosen strategy and company’s mission and goals)

Netcare would then have considered the following five variables during the strategy implementation phase; * The company structure
* The information systems and types
* Design of tasks
* Recruitment (Selection, training and development)
* Rewards and recognition

At the final phase in the strategic management process, Netcare’s HRM function would need to be monitored and reviewed to measure the effectiveness of the strategy and implementation process.

In considering how Netcare strived to ensure success in implementing and aligning strategic human resource management with the organisations strategy, the following figure will assist; HRM practices

RecruitmentJob Analysis
TrainingJob Design
PerformanceSelection
managementDevelopment
LaborPay structure
relationsIncentives
Employee Benefits
relations
HRM practices
RecruitmentJob Analysis
TrainingJob Design
PerformanceSelection
managementDevelopment
LaborPay structure
relationsIncentives
Employee Benefits
relations

Human resource needs
Skills
Behaviors
Culture
Human resource needs
Skills
Behaviors
Culture
Strategic choice
Strategic choice

Firm Performance
Productivity
Quality
Profitability
Firm Performance
Productivity
Quality
Profitability

Human resource capability
Skills
Abilities
Knowledge
Human resource capability
Skills
Abilities
Knowledge
Human resource actions
Behaviors
Results (Productivity, absenteeism, turnover)
Human resource actions
Behaviors
Results (Productivity, absenteeism, turnover)

Emergent Strategies
Emergent Strategies

Figure 1.1 Strategy Implementation (from Noe et al, 2010:86)

Strategic choice
Netcare’s objectives are to provide outstanding care, superb service and the best possible clinical outcomes. They have been able to portray an image as a leader in their industry with...
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