UCD university |
Assessment 1 |
Individual Report |
Nguyen Long Hai |
Word Count: 1234 |
2.0 Strategic Human Resource Management
3.1 Why is SHRM Important?
3.0 Competitive Advantages
4.2 Improvement in Customers and Employees Satisfaction
4.3 Greater productivity
4.0 Challenges in Implementing SHRM
5.4 Limited Time, Money, and Resources
5.5 Economic and Market Pressure
5.0 Evaluation on Strategies
Human resource management is a system, which manages important dimensions of human resource such as policies, practices, and ...view middle of the document...
Job design is the process of determining tasks would need to be performed (Noe, 2007). The second step is recruiting and selecting employees, in which, the company would seeks for potential applicants, who have the necessary knowledge, skills, and abilities, to be selected and hired. Third step is when the company would further more train their employees as well as providing courses in order to develop their skills, and behavior. Next, the company needs to decide on how pay employees at suitable rates in term of the company’s current financial, and meeting employees’ needs. Fifth step is managing performance. This is referring to how the company would ensure their employees to carry tasks that meet the organization’s expectations. Last but not least is employees relation process, which help the company maintaining positive relationship with their employees through HR department. HR department of a company would handle publicity and newsletters to employees as well as keeping communication line to be clear between the organization and its employees (Noe, 2007).
2.1Why is SHRM important?
Strategic human resource management would help link human resource department of a company with the company’s goals and desired achievements. Strategic Human resource management is also about viewing the people of the organization as a strategic element for the acquirement of competitive benefit (Huslid, 2003). In other words, by practicing SHRM, the company would be easier to gain competitive advantage is a long run, control of its own destiny as well as improving performance in term of conducting business, and generating incomes.
3.0 Competitive Advantages
Employees are considered as key elements, which drives the organization to successes. Talented or high-potential employees are a primary competitive differentiator (). The impacts of innovation in technology and financial situation are over-looked as external factors challenging HR managers to constantly refine and improve their strategies with the determination of creating a sustainable competitive advantage.
3.1 Improvement in customers and employees satisfaction
This advantage is directly related to training and developing employees’ skills process as well as employees relating process. In order to produce high quality products, the company not only need highly developed technology in manufacturing line, with highly maintained and up-to-date machineries, but also, their employees are highly trained with knowledge and skills. Moreover, employees need to be working in a conductive and productive environment in order to be working at most effectiveness, from which, employees would be able to provide high quality products or services to customers with the potential to ensure generating high customer satisfaction as it would help highlighting the company’s reputation and enlarging its market share (Hbr.org, 2013). None the less, improving the employee satisfaction rate can also contribute to reducing...