Application of International Best Practices in Strategic Personnel Management by Domestic Enterprises

2020 ◽  
pp. 119-129
Author(s):  
Ljudmila Romaniuk ◽  
Keyword(s):  
Resource Management ◽  
Best Practices ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Strategy ◽  
Evaluation System ◽  
Management Strategy ◽  
Strategic Human Resource Management ◽  
Hr Management ◽  
Global Standards

The purpose of the article is to define the measures for increasing the efficiency of strategic human resource (HR) management of domestic enterprises in order to improve their competitive positions, considering the international experiences and the current advanced state of human resource management strategy. The article is focused on the analysis of international best practices in HR management. The essence of the concept "strategic human resource management" is studied. The main approaches and factors of the development of a human resource management strategy by the leading corporations of the world are analyzed. The influence of an effective human resource management strategy on competitive positions of international companies is defined. The methods of building an effectively functioning team, the system of moral values and rules of relations between management and employees are analyzed. A survey of respondents was conducted to analyze human resource management strategy at domestic enterprises. The measures are proposed, which take into consideration the modern tendencies in strategic HR management, introduction of which will increase the work efficiency at the domestic enterprises and their overall competitiveness: ensuring the compliance of HR management strategy with the business strategy of the enterprise; implementation of the principles of meritocracy – a system of recruitment, selection and promotion of personnel based on professional and business qualities; development of highly effective and transparent systems for employees, including clearly structured processes of training, mentoring, rotation; creation of personnel reserve; creating a trusting atmosphere in the team; supporting of a steady financial and emotional conditions by creating an effective motivational system; creating of an effective employee evaluation system, based on performance and potential development as well as development of value scales; understanding the strategic importance and key role of talented personnel; implementing of high-level global standards such as safety, health, language, laws and regulations, local practices and etiquette. The realization of necessary strategic changes at different management levels and at the level of an individual enterprise depends on the strategy of human resource management.

scholarly journals Strategic human resource management and organizational performance: Testing a typology of fit

1999 ◽  
Vol 25 (3) ◽  
Author(s):  
A. S. Engelbrecht ◽  
R. G. Erasmus ◽  
N. Sivasubramaniam
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
South African ◽  
Human Resource ◽  
Business Strategy ◽  
Performance Testing ◽  
Strategic Human Resource Management ◽  
And Performance ◽  
Hr Strategy

To be utilized effectively and to have a positive effect on the multitude of complex challenges facing South African organizations, human resources (HR) have to be managed in a strategically correct manner. This study investigated the performance implications of two types of fit in strategic human resource management (SHRM). The results indicated that an organizations HR strategy had a moderating effect on the relationship between business strategy and performance. Furthermore, the survey indicated that organizations could be classified according to clusters of internally consistent HR practices, with some performance differences across the clusters. Finally, evidences for the validity of the proposed typology of fit were found, thus making a contribution to theory- building in the field of SHRM. Opsomming Ten einde menslike hulpbronne (MH) effektief te benut, asook die vele komplekse uitdagings waarmee Suid-Afrikaanse organisasies worstel die hoof te kan bied, moet menslike hulpbronne op 'n strategies korrekte wyse bestuur word. In hierdie studio is die prestasie-implikasies van twee tipes passing in strategiese menslike hulpbronbestuur (SMHB) ondersoek. Die resultate toon dat n organisasie se MH-strategie 'n modererende invloed op die verband tussen besigheidstrategie en prestasie uitoefen. Die ondersoek dui verder daarop dat organisasies in bondels van intern konsekwente MH aktiwiteite geklassifiseer kan word, met onderlinge verskille in orgamsatoriese prestasie tussen die bondels. Laastens is bewyse vir die geldigheid van die voorgestelde tipologie van passing gevind, waardeur 'n bydrae tot teoriebou in die veld van SMHB gemaak is.

Changing Face of Human Resource Management: A Strategic Partner in Business

2009 ◽  
Vol 34 (4) ◽  
pp. 563-581 ◽  
Author(s):  
P. C. Bahuguna ◽  
P. Kumari ◽  
S. K. Srivastava
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Strategy ◽  
Business Environment ◽  
Strategic Human Resource Management ◽  
Historical Background ◽  
Strategic Fit ◽  
Hr Practices ◽  
Strategic Hrm

Various approaches and models of strategic human resource management have been developed within the framework of strategic HRM. Like many theories of organization, none are complete. Rather being right or wrong each approach points to different aspect of the process needed to develop effective strategic human resource functions. The issue of fitting HR practices to business strategy has become increasingly relevant over few years. Therefore, in the present study we have made efforts to highlight various issues that are relevant to the strategic HRM in the changing scenario of business environment. The present paper has been divided into six parts. In the first and second part, the changes occurring in the business environment and its implications for human resource functionaries have been discussed respectively. In the third part we have highlighted the changing role of human resource management. In the fourth part the historical background of strategic human resource management, its role in addressing the challenges of changing business scenario and determinants of strategic fit have been presented. In the fifth part the relationship of strategic human resource management and business performance has been reviewed and at last conclusions have been drawn that what needs to be done on the part of the HR functionaries and the organization itself to enhance the strategic fit between the various HR practices and the overall organizational strategic plan.

scholarly journals Creating Competitive Advantages for Companies by Developing Strategic Human Resource Management in the Face of the Challenges of the Revolution 4.0

2019 ◽  
Vol 1 (4) ◽  
pp. 103-112
Author(s):  
Kosasih
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Human Resource ◽  
Business Strategy ◽  
Industrial Revolution ◽  
Strategic Human Resource Management ◽  
Competitive Advantages ◽  
Library Research ◽  
The Face

Since the development of technology with the Internet of Thing and Artificial Intelligence or what we know as the 4.0 industrial revolution, the competition for each company is to survive and develop very fast. For this reason, every organization or company must be able to show a competitive advantage that distinguishes the company from others. One of the efforts to create this competitive advantage is to increase the human resources the company has. For this effort, the organization or company must be able to develop strategic human resource management. Therefore, the aim of this research is to describe the influence of the concept of corporate strategic human resource management that can affect competitive advantage. The method used is library research by processing literature related to this study using a qualitative approach. The research results obtained from the literature used show that both strategic human resource management is very influential for the company's competitive advantage. The implication of this research is expected to contribute in determining business strategy and policy through the theories of this research.

scholarly journals Review on Globalization and Importance of Strategic Human Resource Management

2018 ◽  
Vol 6 (03) ◽  
Author(s):  
Dr. Bandar Khalaf Alharthey
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Strategy ◽  
Human Factor ◽  
Strategic Human Resource Management ◽  
Main Concern ◽  
Deep Insight ◽  
Global Orientation ◽  
The Impact

Strategic human resource management (SHRM) is the main concern of the managers who are expanding their business at global level. In the current era, recognition of value of the human factor is emphasized by the managers to align business strategy and HR policies. The main purpose of the article is to explore facts about the impact of globalization on HRM with special reference to SHRM. In order to assess these aspects, implications of globalization and SHRM will be analyzed and global orientation of HR professionals will be assessed, so that a deep insight about the importance of SHRM can be developed.

Combination of human resource management methods during in times of change

2020 ◽  
pp. 144-150
Author(s):  
V.A. Morozov
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Human Resource Management ◽  
Crisis Management ◽  
Human Resource ◽  
Management Strategies ◽  
Strategic Human Resource Management ◽  
Crisis Period

This article focuses on the aspects of human resource management strategies in crisis management, as well as the comparison of classical and modern ways to overcome the consequences of crises for human capital. The possible consequences of ongoing and possible crises, as well as ways to prevent and overcome them, are investigated. Personnel strategies in human resource management are disclosed. The presentation of strategic human resource management in a crisis period is given.

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