The Three Main Strategic Approaches in Human Resource Management
Within the following essay, the three main Strategic approaches in Human Resource Management will be named and explained. Due to its complexity giving a detailed definition of HRM would significantly extend the report. Instead, a rather shallower one by D. Torrington, L. Hall and S. Taylor in the seventh edition of their Human Resource Management (2008): They state that “On the one hand it is used generically to describe the body of management activities” and continue that; “Used in this way HRM is really no more than a more modern and supposedly imposing name for what has long been labelled ‘personnel management’.”. They finally argue that; “On the other hand, the term is equally widely used to denote a particular approach to the management of people which is clearly distinct from ‘personnel management’. Used in this way ‘HRM’ signifies more than an updating of the label; it also suggests a distinctive philosophy towards carrying out people-orientated organizational activities”.
The following step is defining what is meant by the term Human Resource Strategy: “While strategic human resource management has become the major approach to organisational restructuring, and is clearly extremely attractive to senior managers – so much so that this approach dominates current thinking on organisations and change – it has also been criticized on a number of fundamental fronts, most of them concerned with the status and value of strategic human resource management thinking and strategic human resource management ideas” (Christopher Mabey, 1999). Human Resource Strategy is one of the most important topics within HRM, in fact; “Human Resource Strategy should be the priority of the “formulation and implementation of strategic corporate and/or business objectives” (Forburn et al, 1984: 34).
The three main strategic approaches to HRM are most commonly known as: the ‘Best Fit’ approach, the ‘Best Practice’ approach, and the ‘Resource-Based’ approach. The ‘Best Fit’ approach to
The following step is defining what is meant by the term Human Resource Strategy: “While strategic human resource management has become the major approach to organisational restructuring, and is clearly extremely attractive to senior managers – so much so that this approach dominates current thinking on organisations and change – it has also been criticized on a number of fundamental fronts, most of them concerned with the status and value of strategic human resource management thinking and strategic human resource management ideas” (Christopher Mabey, 1999). Human Resource Strategy is one of the most important topics within HRM, in fact; “Human Resource Strategy should be the priority of the “formulation and implementation of strategic corporate and/or business objectives” (Forburn et al, 1984: 34).
The three main strategic approaches to HRM are most commonly known as: the ‘Best Fit’ approach, the ‘Best Practice’ approach, and the ‘Resource-Based’ approach. The ‘Best Fit’ approach to
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