Paper
STRATEGIC HUMAN RESOURCE MANAGEMENT
Published Oct 18, 2016 · Mary Tschirhart, W. Bielefeld
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Abstract
Background: In today's society organizations are characterized by economic changes, this by globalization, changing customer circumstances and increased competition. Organizations need to constantly improve their competitiveness by streamlining its operations. Today, employees are seen as the organizations most important asset, this because they provide organizations with important sources to become competitive. Strategic Human Resource Management (SHRM) is an approach that is about to build HR-strategies that make employees knowledge and skills to contribute the organizations to achieve the overall goals. Purpose: The aim of this study was to examine how the organization is using a strategic HR-work (SHRM) and if it is a successful strategy. Our study has contributed to a better understanding of the concept of SHRM and how it can be used and how SHRM can affect the organization. Method: The collection of our empirical material is based on a qualitative approach where we conducted in-depth interviews with HR-managers working in an organization that is active in the automotive industry. Conclusion: We have concluded that our survey shows that the organization uses the SHRM as working strategy. However, we can not draw any concrete conclusions in which way SHRM affect the organization, but there are clear indications that SHRM has a positive effect, contributing to increased productivity and efficiency. A further conclusion of our study is that it ́s very important that the organization have a leadership that promotes SHRM. AbbreviaHR Human Resource tions: HRM Human Resource Management SHRM Strategic Human Resource Management SQLCP Saftey, Quality, Leadtime, Cost and People AMO Ability, Motivation and Opportunity
Highly CitedStrategic Human Resource Management (SHRM) positively impacts organizations, contributing to increased productivity and efficiency, but requires leadership support for optimal results.
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