Assessment 1: Discuss the Ways Strategic Human Resource Management (Shrm) Could Contribute to Organisational Performance in the Next Five Years.

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Assessment 1: Discuss the ways strategic human resource management (SHRM) could contribute to organisational performance in the next five years.
Human resource management (HRM) is the function within an organisation that focuses on its most valued asset – its personnel. HRM is one of the most important functions in any business and is detrimental to the company’s overall success. It has taken quite a while for HRM to be adopted into the business strategy as organisations were unwilling to accept or change their ways. Their focus was on economic growth for the company. However researchers such as Hezberg, Maslow and Lewin revealed that employee performance was influenced by their social and emotional needs and their desire for interesting work. This is when the shift began for companies to not only focus on economic growth, but to satisfy the needs of their employees in order to improve performance and productivity which will bring greater success to the company.
Human resource management has a number of key policy areas including recruitment and selection, job analysis and design, workforce planning, performance management, training and development and career planning. It is through these policies that we can understand the concept of strategic human resource management (SHRM). SHRM explicitly links these policies, practices and systems to enable the achievements of an organisations strategy and goals. In my understanding, SHRM represents an attempt to methodically manage employees in a proactive manner with a clear view to the future as well as the present. The main principles that tie this definition together include; organisational strategy, visions of the organisation, organisational culture, ensuring employees have the relevant skills, abilities and attitudes, viewing employees as an investment and not a cost and evaluating and assessing HR practices. These…...

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