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Analyze the current state of the field of strategic hrm
Course:- HR Management
Reference No.:- EM13693378




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The role of Human Resources (HR) has evolved in the past 30 years from reactive to proactive. Instead of waiting for an issue to occur, many HR departments attempt to identify probable issues and their symptoms. Then, they consider the following questions:

- How did we get here?

- Where do we go from here?

- How do we get there (Lussier and Hendon, 2013)?

By being more proactive, HR departments are able to take the appropriate steps to analyze the symptoms, propose solutions and create a strategy before an issue begins.

To prepare for this

Assignment:

- Review the Unit Introduction and the Learning Resources, including the HR/OB Matrix.

- Familiarize yourself with the scenario organization assigned by your Faculty Member. Visit the Final Project area on the ways to explore the details of the project and your scenario organization. Please note that in order to complete your Final Project, you may have to make some assumptions and add additional details from your own experience and/or other case examples with which you are familiar.

- Consider the transition your scenario organisation is facing and identify HR/OB Matrix relationships relevant to the scenario.

- Think about where your assigned organisation is now and where you would like your organisation to be after the transition. What specific HRM approaches might be relevant?

Questions:

- Analyze the current state of the field of strategic HRM in the context of a global environment.

- Include two or three HR/OB Matrix relationships that may occur within your scenario organisation. Explain the pending transition for your scenario organization and describe where you would like your scenario organization to be in the future. What strategic HRM approaches may need to be revised and/or what new ones may need to be introduced and why?

- Explain how the revised and/or new HRM approaches might affect staff management's function/role. How might the revised and/or new HRM approaches affect how they manage and/or communicate with their staff? How might they need to adjust to make the approaches effective?

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Introduction

Human resource management mainly focuses on employee commitment which helps the organization for achieving the goals and objectives in an effective way. According to the words of Karreman and Alvesson Human resource practices and principles are mainly concentrated on the identity and constructing functions for creating competent employees (C.T et al 2008).

With the support of human resource management approaches we can able to manage the culture of the employees and organization.We have to understand the fact that, there exist a strong connection link between strategic human resource management and corporate culture for fulfilling needs of organization and managing internal and external threats in a productive way.




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