Senior manager in organisations very often do not take into account the human resource perspective when planning the strategic direction of their organisation. Many human resource departments concentrate solely on the operational aspects of human resources. Very often there is too much thought of human resource techniques as ends in them rather than as needing to mesh with broader objectives in organisation terms.
Strategic human resource management has been defined as:
All those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of the business (Schuler, 1992).
The pattern of planned human resource ...view middle of the document...
Strategic Human Resource Management addresses broad organisational issues relating to changes in structure and culture, the development of distinctive capabilities, knowledge management, and the management of change. It is concerned with both human capital requirements and the development of process capability – the ability to get things done effectively.
2.1 Business Factors that Underpin Human Resource Planning in an Organisation
Human Resource Planning is the process of making decisions regarding the acquisition and utilization of human resources. It is part of the strategic decision-making process (Mabey et al, 1998). The human resource planning of McDonald Food Corporation focuses on analysing the organisation’s objectives and the plan for acquiring resources to meet those objectives. The organisation’s objectives and the resource acquisition process are analysed in terms of the role that human resources plays in achieving organisational goals.
A strategic plan is implemented by people and, therefore, these very facts have to be considered seriously by these individuals who actually develop corporate strategy....