“Formulating and executing human resource policies and practices that produce the employee competencies and behaviours the company needs to achieve its strategic aims” is called?
Strategic human resource Management
Strategic human resource management — option 1, again Dessler’s definition word for word.
Why the definition reads as it does. Every clause is doing work. Formulating and executing — so it covers both design and implementation. Policies and practices — the HR system, not a single activity. Competencies and behaviours the company needs — HR is judged by what it produces in people. To achieve its strategic aims — the purpose is the business strategy, which is what makes it strategic rather than merely administrative.
| Traditional personnel management | Strategic HRM | |
|---|---|---|
| Time horizon | Short term, reactive | Long term, proactive |
| Focus | Administration, compliance, record-keeping | Capability and competitive advantage |
| Relation to strategy | Separate; HR implements what it is told | Integrated; HR strategy derived from business strategy |
| Employees are | A cost to be minimised | An asset to be developed |
| Responsibility | The HR department | Shared with line managers |
The two kinds of fit that strategic HRM tries to achieve :
| Fit | Meaning |
|---|---|
| Vertical (external) | HR practices align with the business strategy — a cost leader and a differentiator need different people policies |
| Horizontal (internal) | HR practices are consistent with one another — selection, training, appraisal and reward pulling the same way |
Why the distractors are wrong, precisely. HR planning is the narrower activity of forecasting demand for and supply of people and closing the gap. An HR audit is a systematic review of how well the HR function is performing against standards. Evaluation is the measurement step within either. Each is a component; only option 1 names the whole discipline.
The evidence behind it. The claim that HR practices affect firm performance rests on work such as Huselid’s studies of high-performance work systems, and is expressed in models such as the HR scorecard and the human-capital “bundle” literature — the argument being that it is a coherent system of practices, not any single practice, that produces the effect.
Hence, the answer is Strategic human resource Management.
Similar Questions
The positive model is applied to planned change through an approach is called appreciative inquiry (AI). Which of the following is not the cyclical step of AI ?
When the supervisor keeps a log of positive and negative examples of a subordinate’s work-related behaviour, it refers to which one of the following methods of performance appraisal ?
Arrange the basic process of HR strategy in correct orders :
A. Identify people issues
B. Communicate HR strategy
C. Identify strategic Business issues
D. Scan External Environment
E. Develop HR strategy
Choose the correct answer from the options given below :
What replaced annual reviews in the company, as announced by the Chairman ?
Critics argue that conventional performance evaluations :
Why have annual reviews become redundant in organizations today ?
Which of the following statements are correct as per paragraph ?
A. Companies like Adobe, Deloitte, GE, Microsoft and PwC have shifted to informal assessments.
B. Annual reviews are now seen as promoting collaboration and innovation.
C. Continuous feedback improves satisfaction, coaching and corporate alignment.
D. Annual evaluations originated from executive compensation reforms.
E. Current organizations emphasize agility, collaboration and personnel development through continuous dialogue.
Choose the correct answer from the options given below :
Match List - I with List - II.
List - I
(Concept)List - II
(Description)A. Origin of performance appraisals I. Compulsory ranking at GE B. Bureaucratic evolution II. Military’s merit rating system C. Factors influencing appraisal changes III. Expensive and unpopular processes D. Current organizational focus IV. Agility, collaboration and continuous dialogue Choose the correct answer from the options given below :
In Flow Model, associated with forecasting personnel needs, the forecaster will-
A. Determine the time that should be covered.
B. Establish categories to which employees can be assigned.
C. Will not estimate the probability of transition.
D. Will solicit estimate of personnel needed from group of exports.
E. Count annual movements among states for several time period.
Choose the correct answer from the options given below:
Following steps are undertaken for developing a workforce score card.
(a) Identify critical and carefully defined outcome measures.
(b) Translate the measures into specific actions and outcomes.
(c) Identify high and low performing employees.
(d) Develop and communicate detailed description of what is expected.
(e) Develop supporting HRM and measurement systems.
What is the correct chronological order of these steps ?
Important Questions from Concept, role and functions of HRM
Arrange the following management functions in a logical sequence of getting things done.
A. Planning
B. Staffing
C. Organizing
D. Coordinating
E. Controlling
F. Directing
Choose the correct answer from the options given below:
Male staff should take which of the following precautions?
Match List - I with List - II:
List - I (Concept) List - II (Description) A. Personnel management I. Focuses on profit maximization by contribution of the people B. Human Resource management II. Managing employee, employer relations amicably C. Industrial relation III. Managing Human resource challenges of international operations D. International HRM IV. Developing attitude of the people for their better contribution Choose the correct answer from the options given below :
Which one of the followings are not the Objectives of HRM ?
- Which of the following is not true in case of HRM ?
