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Strategic Human Resource Management - Formulating and Implementing HR Strategies for a Competitive Advantage (Paperback)
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Strategic Human Resource Management - Formulating and Implementing HR Strategies for a Competitive Advantage (Paperback)
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The concept of strategic human resource management has developed
widely in the last couple of years, especially because of the
impact of human resources on the competitiveness of organizations.
The development of human resource strategies involves taking into
account their multiple mutual dependencies and the fact that they
must be vertically integrated with the business strategy. These
strategies define the intentions and plans related to the overall
organizational considerations, such as organizational
competitiveness, effectiveness or image, and to more specific
aspects of human resources management, such as resourcing,
motivating, valuating, learning and development, reward and
employee relations. Strategic management of human resources
provides a large perspective on the way critical issues or success
factors related to people can be addressed and how different
concepts of strategic decisions are made, with long-term impacts on
the behavior and success of the organization. The fundamental
objective of human resource strategic management is to generate
strategic capabilities by ensuring that the organization has the
high-qualified, committed and well-motivated employees it needs to
achieve and sustain the competitive advantage. The emergence of
strategic human resource management (SHRM) is influenced by global
competition and the corresponding search for sources of a
sustainable competitive advantage. SHRM has achieved its prominence
because it provides a means by which business firms can enhance the
competitiveness and promote managerial efficiency. It facilitates
the development of human capital that meets the requirements of a
competitive business strategy, so that organizational goals and the
mission of the organization will be achieved. The HRM system is
defined as "a set of distinct but interrelated activities,
functions and processes that are directed at attracting,
developing, and maintaining (or disposing of) a firm's human
resources." Many agree that HRM is the most effective tool which
contributes to the creation of human capital, and in turn,
contributes to organizational performance and the competitive
advantage. This book puts emphasis on understanding the role of HRM
between organizations and people and provides an analytical
approach toward encompassing HRM, employment relations, and
organizational behavior. As a management discipline, HRM draws
insights, models and theories from cognate disciplines and applies
them to real-world settings. Further, this book discusses how
current theoretical perspectives and frameworks (e.g., those
related to strategic competitiveness, knowledge management,
learning organization, communities of practice, etc.) can be
applied by reflective practitioners to create an eco-friendly
organizational culture.
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