HR Roles

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HRM and Strategic Decision-Making

Human Resource Management (HRM) is a tool that is used to set forth systems to management people of organizations.  According to Heathfield (2016), the HRM is the main function within the organization that focuses on recruitment, management, policies, procedures and providing direction to the people of the organization.  HRM makes decisions in dealing with all issues related to the organization. In this decision making realm, there are strategic and tactical thinking.

Strategic and Tactical Thinking

According to Owyang (2013), the difference between strategic and tactical thinking is that strategy is done above the shoulders while tactical are done below the shoulders.  Basically, strategic thinking help the organization identify clear goals for success. It’s the overall vision and mission that the organization sets to achieve. Tactical thinking helps with using the resources that help to reach the goals that are defined by the organization.   

Building and Demonstrating a Stronger Image

In dealing with HR professionals, one needs to build the brand of its organization. Therefore, the HR professionals must implicate new ideas that keeps the organization update and involved. According to Becker and Huselid (2006), traditional HR management must move to the SHRM which focuses on organization performance rather than individual performance. In this method, the strategy is building a sustainable competitive advantage that generates financial performance. Hence, this method provides a a stronger image and brand.  Chakraborty (2015) suggest that building an image and trust starts with the executive team where the focus is to create top leaders and mangers to provide best practices throughput the organization.  In return, these leaders and managers must create an environment where employees can express new ideas and challenge the status quo (Becker & Huselid, 2016).

HR professional must embrace the growth mindset.  When individuals think of success, they typically will drive for success.  The HR professionals produce a mindset that will drive performance and embrace feedback. Feedback allows for learning and new opportunities that might have been missed.  

 

Reference:

Becker, B. E., & Huselid, M. A. (2006).  Strategic human resources management: Where do we go from here?  Journal of Management, 32(6), 898–925.  Copyright 2006 by SAGE PUBLICATIONS INC. JOURNALS.  Reprinted by permission of SAGE PUBLICATIONS INC.

Chakraborty, P. (2015). Ways HR can build trust in a company. Retrieved from  https://www.td.org/Publications/Blogs/Global-HRD-Blog/2015/06/3-Ways-HR-Can-Build-Trust-in-a-Company

Heathfield, S. M. (2016). What is human resource management: Beyond hiring and firing. Retrieved from  https://www.thebalance.com/what-is-human-resource-management-1918143

Owyang, J. (2013). The difference between strategy and tactics.  Retrieved from http://www.web-strategist.com/blog/2013/01/14/the-difference-between-strategy-and-tactics/

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