Faculty:| BUSINESS| |
Course:| BABS| Stage/year:| Year 3|
Subject:| Strategic Human resources management|
Study Mode:| Full time| YES| | Part-time| | |
Lecturer Name:| Colman Boyd|
Assignment Title:| Critically discuss the three main theories| No. of pages:| | |
Disk included?| Yes| | | No| X| |
Additional Information:| |
Date due:| 26/03/2010| |
Date submitted:| 26/03/2010| |
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The last two decades Human resources pioneers understood that human resource functions had to be associated to the strategy to run companies and organizations with long term goals. “Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation, flexibility and competitive advantage. In an organization SHRM means accepting and involving the HR function as a strategic partner in the formulation and implementation of the company's strategies through HR activities such as recruiting, selecting, training and rewarding personnel.”This is how Armstrong defines the new age of the Human resource management. For 30 years, companies adopt and adapt the strategic human resources approaches as a keystone to the success. Meanwhile several approaches have been developed by specialists such as Torrigton, Taylor and Hall. Three approaches remain the most widely represented in the business : Universalist approach , the Contingency or Fit Approach and the Resource-Based Approach.
On one hand we will describe these theories and on the other have a critic analysis about the consistency of these three theories.
I) The universalist approach
The Universalist approach focuses on four themes that are dominating: commitment,quality,flexibility and strategic integration. These goals described by Guest in 1992 tend to optimize the human resources available in the company “dealing with cost effectiveness, low employee turnover"… To ensure the success of the company, this approach requires the interdependent application of these four parameters. The Universalist approach promotes a high commitment in both ways which means between the company and its employees. This approach had been used in different ways considering the countries. For example in the United Kingdom it’s based on the “best practice”. On the other side American companies rely more on the Harvard Model
This model puts employees as a special resource and states on the humanistic side to get a total involvement which leads to motivation and performance. In other words the Universalist approach deals with high performance and high commitment (soft HRM) in both ways granted by rewards for employees in a healthy environment allowing promotions and highlighting learning. Employees are seen as organizational key success to reach the « productivity through people as explained by...