Strategic Human Resource Management (HRM)

The theory of Human Resource Management (HRM) suggests that employees are considered the organizations most valuable assets (Boselie 2010, p.2). The management of employees is essential in times of major changes to achieve organizational goals as well as individual’s well-being. Individuals who deal with management of human resource develop and work over a cohesive HRM system which includes staffing, human resource development, compensation, safety and health (Mondy & Judy bandy, p.30). Strategic human resource management (SHRM) means creating and applying practices and policies of human resource that generates the behaviours and capabilities of employee which the organization requires to gain its strategic goals (Desslar 2011). SHRM focuses

SHRM can help to improve the rate of skilled employees who choose to remain working in the company and reduce money spent on finding and training new employees. SHRM objectives must accurately reflect the strategic objectives and values of the organization (Stone 2010, p.25). SHRM would help in SWOT analysis by optimising opportunities for the organization to enable its survival and growth. Basically, in the process of SWOT analysis, the organization makes a list of its strengths, weaknesses, opportunities and threats (Lussier & John Hendon 2013, p.51). Strengths and weakness are classified as internal factors while opportunities and threats are classified as external factors. SWOT analysis is used in analysing and introducing new products or services (Nordmeyer 2013). SWOT analysis is also a good tool for measuring product markets and

For example, job analysis is a way to recognize what type of work employees do and what skills employee require to do the task, such information is necessary to choose who to hire and what type of training may be needed for your employees. Job description is basically a list of duties and responsibility required performing a particular job, it contains information such as job title, skills and salary range (Job Analysis n.d.) meanwhile job specification is a statement which tells us minimum acceptable human qualities which help us to perform our job such as level of experience and communication skills. Both job description and job specification are useful to the organization as it let them get the right employees for the right job. Any job vacancy cannot be filled unless the organization has these two sets of data and it’s important to define them accurately in order to fit the right person at the right place. A job specification may be prepared as a separate document in more cases or as a concluding section of job description (Byars & Leslie rue, p.68). Advantages of job description include better recruitment as it serves as a communication tool that allow both employer and candidate understand expectation of the role (Job description n.d.) while the setback regarding job description is that it takes time and