Human Resource Management Essay -- Business Resource Managing Essays

Human Resource focusEffective human resource management is undoubtedly critical to the success of virtuall(a)y all firms. Thus its importance is huge in the study of business strategy which is the system of the firms important choices that are critical to the firms survival and relative success (Boxall and Purcell 2003). Getting more specific, strategical human resource management as a field of study is concerned with the strategic choices associated with the use of comprehend in firms and with explaining why some firms manage them more effectively than others (Boxall and Purcell 2003). Traditionally there has been much debate in the field of strategic HRM over two main schools of thought best fit (contingency theory), and best practice (universalism). The best fit school of thought argues that HR strategy result be more effective when it is appropriately integrated with its specific organizational and broader environmental stage setting (Boxall and Purcell 2003). This proposes questions about which are the most critical contingencies in this context and how they are best connected. The best practice school of thought argues that all firms will see performance improvements if only they identify and implement best practice. This persuasion requires top management to commit themselves to key HR practices. Basically, the idea is that a particular bundle of HR practices has the potential to contribute improved employee attitudes and behaviours, lower levels of absenteeism and labour turnover, and higher levels of productivity, quality and customer service. This has the ultimate effect of generating higher levels of profitability (Boxall and Purcell 2003).Both of the aforementioned best theory approaches to strategic HRM place emphasis on critical choices associated with competitive strategy such as which industry to enter and what competitive position to seek in it (Boxall and Purcell 2003). However, these models make some serious assumptions of the firms HRM . They tire out that the firm already has a clever leadership team that makes the competitive strategy choices effectively. They also assume that human resource issues such as hiring and bringing up a capable workforce are straightforward and basic. The resource-based view (RBV) of strategy, a modern school of thought in the field of strategic HRM, sees these issues as strategic rather than stra... ... over time, and their importance to sustained competitive advantage (Boxall and Purcell, 2003). Works CitedBoxall, Peter and Purcell, John. Strategy and Human Resource attention. PalgraveMacmillan. 2003.Deephouse D. To be different, or to be the identical? Its a question (and theory) of strategic balance , Strategic Management Journal, Vol. 20, 1999. pp147-166Mabey, Christopher and Salaman, Graeme and Storey, John. Human Resource Management A Strategic Introduction. Blackwell Business. 1998. Marchington, Mick and Wilkinson, Adrian. People Management and Development Human Resource Management at Work. CIPD Enterprises Ltd. 2002.Purcell, John. Business Strategies and Human Resource Management Uneasy Bedfellows or Strategic Partners? University of Bath. April 27, 2005 http//www.bath.ac.uk/werc/pdf/business_strategies_and_HRM.pdfSisson, Kieth and Storey, John. The Realities of Human Resource Management Managing the Employment Relatoinship. Open University Press Buckingham. 2000.Schuler, Randall S. and Jackson, Susan E. Strategic Human Resource Management. Blackwell Publishers Ltd. 1999.