Strategic human resource management

Strategic human resource management is “critical importance of human resources to strategy, structure capability to adapt to vary and therefore the goals of the organization”. In alternative words this is often a technique that intends to adapt the goals of a corporation and is made off of alternative theories like the contingency theory in addition as institutional theory that work below the umbrella of structure theory. These theories explore the universalistic, contingency and plan views to visualize the impact of human resource practices in organizations. The universalistic perspective says that there area unit higher human resource practices than alternatives and people ought to be adopted inside organization whereas contingency says that human resource practices ought to align with other organization practices or the organizations mission, and plan perspective relies on a way to mix multiple aspects of human resource practices with effectiveness or performance. this may even be viewed as however human resource practices work vertically or horizontally in a corporation. This theory conjointly involves staring at the worth of human capital in addition as social capital each in and out of doors of organizations and the way this affects human resource practices. Human capital being information and skills of people operating for the organization and social capital relies on the character and worth of relationships in and out of the organization. “Colbert suggests that SHRM ought to target the interactions and processes of the organization’s social system—the intentions, selections and actions of individuals within the system and on unit of time systems as a coherent whole.

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