Human resource managemnt

SOUTHDOWN 'S CASE STUDY of

HRM STRATEGY

2005

Southdown 's Case Study of HRM Strategy

I . Introduction

I .1 Importance of Strategy

I have come across the term strategy ' at various occasions ranging from match-ups in English Premiere League , military attack on Iraq last year to the latest beauty contests like miss world in China a few months ago . All need strategy to win a battle ' for each occasion . It is obvious that strategy ' has a deep meaning that just a way to reach or accomplish a thing p

In Strategy : Definitions and Meaning , Fred Nickols says , the concept of strategy has been borrowed from the military and adapted for use in business . In business , as in the military , strategy bridges the gap between policy and tactics

What , then , is strategy ? Is it a plan ? Strategy is all these - it is perspective , position , plan , and pattern . Strategy is the bridge between policy or high- goals on the one hand and tactics or concrete actions on the other . In short , strategy is a term that refers ideas insights , experiences , goals , expertise , memories , perceptions , and expectations that provides general guidance for specific actions in to achieve specific results

I .2 Human Resources Management

People are often confused in differing the personnel management and human resource management . In companies worldwide , several years ago , it is a common place to see personnel departments but now , the departments mostly transform into human resource departments . Similarly , we have witness the transformation from personnel management into human resources management

The different between the two terms is that personnel management concentrates on employee welfare , while human resource management focus on managing people in a way which matches organizational and individual goals and providing employees with intrinsic and extrinsic rewards

Therefore , the human resource management function becomes recognized as a central business concern its performance and delivery are integrated into line management the aims shift from merely securing compliance to the more ambitious one of winning commitment . The employee resource , therefore , becomes worth investing in , and training and development thus assume a higher pro (de Silva , 1998

De Silva further explains that what distinguish HRM from the traditional personnel function are the integration of HRM into strategic management and the pre-occupation of HRM with utilizing the human resource to achieve strategic management objectives (1998

I .2 .1 Elements of HRM

It means HRM emphasizes the concept of strategy and planning in to eliminate the mediation role and adopts a generally unitary perspective instead of problem solving and mediation . Therefore , in HRM , employee cooperation exists in the form of programs of corporate culture remuneration packaging , team building and management development for core employees

De Silva suggests that there is the new model of HRM that includes many elements vital to the basic management goal of achieving and maintaining competitiveness including aspect legal , cultural , social , and economy as follows

Culture

De Silva says that an effective HRM will seek to link HRM issues to the overall strategy of the organization...