HR Strategy Essay Example | Topics and Well Written Essays - 750 words

HR Strategy - Essay manikinIn this paper, I will be analysing the congenital and external fits approach to HR strategy.Strategic serviceman resources management (SHRM) takes a strategic approach to organisational human being resource management. SHRM concerns itself with the design and implementation of internal indemnity practices that pursuant(predicate)ly enhance the human capitals ability to contribute to the bigger organisational goals (Wei, 2006). The strategic aims of HR revolve around cost containment and management of business risks. To achieve this, the HR function attempts to recruit super talented, able and willing employees and managing these human resources optimally. The most critical asset for any organisation is therefore its human capital productivity and profitability greatly depend on the motivation and desire state to bring about as well as the support they get from managements.Strategically, HR strives to attain and manage two kinds of fits i.e. intern al and external fit. On the perspective of external fit, the HR functions systems, structures and management practices should be reproducible with the particular firms stage in development. Organisational contends change with growth having an understanding of fairish how the organisation is changing with growth makes it easier to understand the necessary human resource adjustments. From the approach of internal fit, the structure, systems and HRM practices need to be synergistic i.e. the HR function must put in place structures and systems that support and co-occurrence one another while contributing to organisational objectives. The HR function must therefore ensure its strategy enables the organisation to perform, attain competitive edge and ultimately make profits (Lloyd and Ilan, 1998).According to Pfeffer (1998) effective people management can tremendously enhance organisational performance both financially, socially and economically. He describes seven organisational chara cteristics consistent in most if not all firms