The impact of Strategic Human Resource Management in Organization Performance

THE STRATEGIC HUMAN RESOURCE MANAGEMENT

 

      Strategic Human Resource Management is obviously dedicated to focus on alternative and organizational objectives. The Human Resource Department must provide an in depth study of their organization as a whole and by employee identification and appraisal. Examples are. Work habit, preferences, reaction and satisfaction in recognizing the importance of individual to the growth of their organization.   

      Strategically this is designed to help the companies to meet the needs of their employee while focusing on their objectives. You may ask how they are going to do it. This may require an advance planning in order to take effect. Management is expected to meet the needs of the employee while the employee is also expecting their needs in return if the following do not meet non performance of both parties may arise. Human Resource Department is best suited to implement following strategic plans. This strategy is both beneficial to the company and their employee so as to expect high yield of production output.

      Human Resource Management first and foremost function is the recruitment and hiring function they must perform a strategic method upon accepting applicants. Internationally recruitment process involved is the gathering of blank application, calling and preliminary interviewing potential applicants, then giving them an examination whether through written or actual, Reviewing their blank application, Final interview and basically approval of application and contract signing. Some companies do not perform such process that is risky on their part. A person who is not qualified to a position but have a strong back-up inside the company is sometimes considered. This is not strategically accepted in the eyes of human resource in fact it is an error.

      Another strategic function they have developed is the appraisal or evaluation of people according to their performance. In multi-cultural companies their accepted norms in promotion based on seniority, a person who served long enough should be the prime candidate for promotion and it may be right because of the experience gained inside the company, while another basis is their statistic and volume in sales that is given importance in considering people for promotion. There is no wrong or right standard in promotion as long as they are qualified then a company may be allowed to promote such employee.   

      Strategically one of the most important phases involve here is the employee mind conditioning, training and development. After an employee is hired to the company they must easily adopt to the environment of the organization to effectively perform their duty. They can perform well if provided with proper training and guiding them with conventional workflow and motivation. To consistently guide the employee, the strategic function of the human resource management must give assessment as to evaluate the employee on day to day habitual work function and respectively follow up their ups and down. The employee should be reminded to know their standing performance in the organization so as to allow them to make changes or improve their behavior. This function is adoptable in small and medium enterprise.

      If the Human Resource department has taken the effort in providing the solution for expected problems then it is half avoided before it burst into a larger problem. In school where there are lots of problem involving student low grades, parents complains, fighting etc including the lesson plans that they have to take home. These reasons the teachers may have suffered lots of work stress almost every day. The human resource answer was to give them a break during vacation, maybe an excursion or team building on a pro-active environment of fun and leisure to relief a year of stress. Some schools simply give additional bonuses to their employees and it may be logical and satisfying on a short term basis.

      In all policy of governing organization honesty is the best answer. If a country has provided a provision for the benefit of employees it must be strictly follows or fool the people. In so many cases there are many companies who do not comply with standard or regular pay which is definitely not acceptable; some even do not pay security and medical benefits for employees which only worsen their company standing to the government who has the capacity to disclose such company. It is rather unethical and foolish to prevent the payment of taxes of employees than to mislead them to big salary. In some countries probationary and regularization is not implemented, this may result in low performance and poor working environment in certain organization.