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INTRODUCTION
As we enter the new era of an advanced high-tech environment, the business world is also entering into an era of fierce competition noticed by takeovers and mergers. This illuminates the type of dynamic and complex business environment that companies have to face. The rapid change in the environment reminds us that, for a business to survive, it has to focus on its core competencies and discover in order to keep ahead of the competitors. The field of Strategic Human Resource Management has evolved mainly in accordance to the fact that human resources need to be managed strategically for the firm to enjoy sustainable competitive advantage over competition. Several scholars have noted that managing people is tedious than managing technology or capital. Firms that learn how to manage their human resources well would have an advantage over others in long run since acquiring and deploying human resources effectively and efficiently is difficult and takes longer time. (Wright et al., 1994).
DEFINITION AND MEANING OF STRATEGIC HUMAN RESOURCES MANAGEMENT (SHRM)
The concept of strategic human resources management has been defined by various authorities and schools of thought. Its definition and relationship with other aspects of business planning and strategy is not absolute and opinion varies between writers. However, some of the most plausible definitions of this concept include the following:
Strategic Human Resource Management is an approach to making decisions on the intentions of the organization concerning people-essential components of the organization`s business strategy. It is about the relationship between HRM and Strategic management in the organization. Strategic HRM refers to the overall direction the organization wishes to pursue in achieving its objectives through people.
It defines the organization’s intentions and plans on how its business goals should be achieved through people. It is based on three propositions: first, that human
As we enter the new era of an advanced high-tech environment, the business world is also entering into an era of fierce competition noticed by takeovers and mergers. This illuminates the type of dynamic and complex business environment that companies have to face. The rapid change in the environment reminds us that, for a business to survive, it has to focus on its core competencies and discover in order to keep ahead of the competitors. The field of Strategic Human Resource Management has evolved mainly in accordance to the fact that human resources need to be managed strategically for the firm to enjoy sustainable competitive advantage over competition. Several scholars have noted that managing people is tedious than managing technology or capital. Firms that learn how to manage their human resources well would have an advantage over others in long run since acquiring and deploying human resources effectively and efficiently is difficult and takes longer time. (Wright et al., 1994).
DEFINITION AND MEANING OF STRATEGIC HUMAN RESOURCES MANAGEMENT (SHRM)
The concept of strategic human resources management has been defined by various authorities and schools of thought. Its definition and relationship with other aspects of business planning and strategy is not absolute and opinion varies between writers. However, some of the most plausible definitions of this concept include the following:
Strategic Human Resource Management is an approach to making decisions on the intentions of the organization concerning people-essential components of the organization`s business strategy. It is about the relationship between HRM and Strategic management in the organization. Strategic HRM refers to the overall direction the organization wishes to pursue in achieving its objectives through people.
It defines the organization’s intentions and plans on how its business goals should be achieved through people. It is based on three propositions: first, that human