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Essay / Research Paper Abstract
This 7 page paper is a good general overview of the concept of strategic human resource management (SHRM), examining what it is, how it has developed, the characteristics of SHRM and examples of its' use and benefits. The bibliography cites 12 sources.
Page Count:
7 pages (~225 words per page)
File: TS14_TEshrm01.rtf
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Unformatted sample text from the term paper:
individual practice (Becker et al, 2001). The concept behind this approach was that were the performance of the individual was improved this would automatically lead to organizational improvement (Becker et
al, 2001). However, during the 1990s there was a change in attitude and a shift in the way HRM was viewed, instead of being seen as only a supportive and
administrative department, the role is becoming more proactive and a greater emphasis was placed on the idea of the ability of HRM to aid a firm with its strategy, playing
a strategic role (Frame, 2002). There was an increasing level of recognition that that there could be a benefit from aligning human resource practices with the organizations strategy (Teo and
Crawford, 2005; Frame, 2002). The concept of strategic human resource management (SHRM) was born. 2. Defining SHRM There has since been a high level of attention paid to the subject
of SHRM concerning what it is, what it is not, how it may be recognized and the impact it may have on an organization. The CIPD state that strategic HRM
is complex and constantly evolving and that there are no singular definitive definitions (CIPD, 2008). However, there are some attempts that give some good generalizations, Schuler (1992) defines it as
"all those activities affecting the behavior of individuals in their efforts to formulate and implement the strategic needs of business", Wright and McMahan (1992) define it as "The pattern of
planned human resource deployments and activities intended to enable the firm to achieve its goals". These all indicate that SHRM may be seen as an approach or attitude that
is adopted to the way that HR functions are determined and performed and may incorporate a range of factors, including such as recruitment, motivation, performance appraisal, training as well as
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