assignment on Organisations and Human Resource Management 
UNIVERSITY OF NICOSIA
ORGANIZATIONS & HUMAN RESOURCE MANAGEMENT
MODULE CODE: MBAN-609DE
ASSIGNMENT 1
BY:
PERFECT MAWUNYA DEKU
SEPTEMBER-OCTOBER
2014
A REPORT ON WHY STRATEGIC HUMAN RESOURCE MANAGEMENT IS
IMPERATIVE TO THE LONG TERM SUCCESS OF THE COMPANY
INTRODUCTION
Over the years, successful Human Resource management has proved to maximize services, profit margins and the entire work profile of various consortiums, companies and multi-national firms.
I believe HRM is simply the process of hiring and developing employees to ensure they become valuable to the organization. Another school of thought explains HRM more explicitly as an organizational function that aims to maximize employee performance in relation to the employer’s strategic objectives. Human resource management aims to ensure the organization’s ability to achieve success through people.
The world is rapidly changing where human resource is organized and prepared to deal with the change of work, which involves recruiting and training the right people for the appropriate position.
I believe the role and function of the human resource management with continuous improvement in programs will strengthen its quality and build a better foundation to serve its customers. It will involve the company’s wide initiative to improve quality and productivity. Also, to prepare employees for change, which will require a clear and broad communication for this need, possible expectations and the effect it will have on employees.
THE ROLE OF STRATEGIC HUMAN RESOURCE MANAGEMENT
Strategic HRM focuses on actions that differentiate the firm from its competitors (Purcell, 1999). Strategic HRM has four meanings suggested by Hendry and Pettigrew (1986) as follows:
The use of planning
A coherent approach to the design and management of personnel systems based on an employment policy and workforce strategy and often underpinned by a ‘philosophy’
Matching HRM activities and policies to some
ORGANIZATIONS & HUMAN RESOURCE MANAGEMENT
MODULE CODE: MBAN-609DE
ASSIGNMENT 1
BY:
PERFECT MAWUNYA DEKU
SEPTEMBER-OCTOBER
2014
A REPORT ON WHY STRATEGIC HUMAN RESOURCE MANAGEMENT IS
IMPERATIVE TO THE LONG TERM SUCCESS OF THE COMPANY
INTRODUCTION
Over the years, successful Human Resource management has proved to maximize services, profit margins and the entire work profile of various consortiums, companies and multi-national firms.
I believe HRM is simply the process of hiring and developing employees to ensure they become valuable to the organization. Another school of thought explains HRM more explicitly as an organizational function that aims to maximize employee performance in relation to the employer’s strategic objectives. Human resource management aims to ensure the organization’s ability to achieve success through people.
The world is rapidly changing where human resource is organized and prepared to deal with the change of work, which involves recruiting and training the right people for the appropriate position.
I believe the role and function of the human resource management with continuous improvement in programs will strengthen its quality and build a better foundation to serve its customers. It will involve the company’s wide initiative to improve quality and productivity. Also, to prepare employees for change, which will require a clear and broad communication for this need, possible expectations and the effect it will have on employees.
THE ROLE OF STRATEGIC HUMAN RESOURCE MANAGEMENT
Strategic HRM focuses on actions that differentiate the firm from its competitors (Purcell, 1999). Strategic HRM has four meanings suggested by Hendry and Pettigrew (1986) as follows:
The use of planning
A coherent approach to the design and management of personnel systems based on an employment policy and workforce strategy and often underpinned by a ‘philosophy’
Matching HRM activities and policies to some
References: 1. Anon., n.d. www.whatishumanresource/difference-between-global-or-ihrm-and-domestic-hrm. [Online]. 2. Armstrong, m., 2006. startegic human resource management. 3rd ed. s.l.:s.n. 3. Anon., n.d. www.whatishumanresource.org. [Online]. 4. Egu, F. K., 2009. MTN (GHANA)-Customer Relationship and Customer Loyalty. 3 September. 5. Gomes, D. S., n.d. International Human Resource Mangament. In: s.l.:s.n. 6. Ingram, D., 2009. smallbusiness.chron.com. [Online]. 7. Poter, 2006. poters generic strategies. [Online] 8. Sun, l., n.d. businessdictionary.com. [Online]. 9. Swaroop, M. K. R., December,2012. E-HRM AND HOW IT WILL REDUCE COST IN ORGANISATION. Asia Pacific, Volume Vol.1 (4). 10. (19238), M. M., n.d. Cost Leadership and Differentiation, s.l.: s.n.