Human Resource Management in a Business Context Essay - 2

Human Resource Management in a Business Context - Essay Example deed strategic HRM as organizational systems that use people as a means to achieve sustainable competitive advantage (Snell et al., 1996). Nevertheless, almost all theorists chequer on the fact that strategic HRM involves the achievement of a strategic get between business strategy and HR strategy. For instance, rather than waiting for the employee to design and acquire his/her replacement, managers now proactively get involved in strategic planning to determine the staffing needs of organizations and conduct recruitment and selection accordingly. This has given way to the matching form whereby HR strategy flows out of the business strategy.The fit perspective has been widely acknowledged in HRM literature with the claim that the HR function needs to be aligned with other functions in the organization. Holistically, HR domains such as the recruitment, selection, training and development of employees are contingent on organizational goals. For instance, companies wishing to enhance their customer management would require corresponding HR practices that empower employees to ensure their satisfaction so that they may keep their customers satisfied. Furthermore, it is important to note that this fit may be essential or external. An external fit would require HR practices to be aligned with external environment (such as recession, outsourcing, downsizing, increased female participation), whereas, an internal fit would require the HR working in sync with other departments in the organization such as finance, IT, marketing etc. In the contemporary world, however, an internal fit is almost always assumed with HR of most organizations. It is the external fit that is gaining momentum owing to globalization and the volatile environment.Strategic HRM has evolved as a means of securing sustainable competitive advantage. This is in line with the theory of rational choice which claims that giving strategic