strategic human resource management
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SHRM
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Introduction
The responsibilities of human resource management division within an organisation have increased over the time. The responsibilities include making policies, implementing practices and establishing systems in accordance with the requirements generated in an organisation due to customer requirements. When an HRM division adopts the method of strategic human resource management, they find it possible to align all these policies, practices and systems to achieving the goals set up by the organisations.
Challenges in the organisation
The challenges that are faced for the development of organisations are massive and include external pressures from competitors and the environment. The required impact is not made by the help of the traditional measures. Changes in the internal as well as external environment are having adverse effects to an organisation. Though it is possible for an organisation to have direct control over the internal as well as the micro environment of the firm, it is impossible for having a direct control over the external environment in an organisation and earlier adaptation is the only strategy that can be taken by the organisation.
Some of the major challenges that effect the HR department in the next few years are the challenges of globalisation. Employees are being rescheduled, promoted and replaced owing to the requirements developed from several branches of the organisation. This often leads to conflict in terms of demographic and psychographic requirements. The main reason behind this is that training, developing, resourcing, promoting are just some of the responsibilities of HR. Innovative measures are being applied by HR around the world. This is done in order to increase the employee’s satisfaction and to fulfil the organisations goals. It is not only necessary to have to meet the target ones. But is equally necessary to have
SHRM
[Type the document subtitle]
Owner
[Pick the date]
Introduction
The responsibilities of human resource management division within an organisation have increased over the time. The responsibilities include making policies, implementing practices and establishing systems in accordance with the requirements generated in an organisation due to customer requirements. When an HRM division adopts the method of strategic human resource management, they find it possible to align all these policies, practices and systems to achieving the goals set up by the organisations.
Challenges in the organisation
The challenges that are faced for the development of organisations are massive and include external pressures from competitors and the environment. The required impact is not made by the help of the traditional measures. Changes in the internal as well as external environment are having adverse effects to an organisation. Though it is possible for an organisation to have direct control over the internal as well as the micro environment of the firm, it is impossible for having a direct control over the external environment in an organisation and earlier adaptation is the only strategy that can be taken by the organisation.
Some of the major challenges that effect the HR department in the next few years are the challenges of globalisation. Employees are being rescheduled, promoted and replaced owing to the requirements developed from several branches of the organisation. This often leads to conflict in terms of demographic and psychographic requirements. The main reason behind this is that training, developing, resourcing, promoting are just some of the responsibilities of HR. Innovative measures are being applied by HR around the world. This is done in order to increase the employee’s satisfaction and to fulfil the organisations goals. It is not only necessary to have to meet the target ones. But is equally necessary to have
References: Armstrong, Micheal. (2008). Strategic human resource management: a guide to action. HRMG200. (2011). Strategic Human Resource Management. ACU business.