SHRM: A Proactive Approach To Long-Term Success - Paper Example

Strategic human resource management is an approach to the practice of human resources that considers business ups and downs and make a one on one contribution to long term objectives. The main principle of strategic human resource management is to heighten business performance and maintain the culture that cheers innovations and works without remissions intending to gain competitive advantage, a step forward compared to traditional human resources, and extensive reach throughout the organization. The main benefit of this is to improve organizational performance by integrating and aligning with business strategy (Wright & McMahan,1992). This paper will try to explain the barriers to strategic human resource management, the implications grower’s choice strategic mission, which involves continually increasing the number of storage facilities has on the HR department, and also the which grower’s choice mission and values statements should influence Alonzo as he restructures the HR department.

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A firm may encounter several resistance factors while undertaking strategic human resource management (Lapek & Snell, 1998). Such barriers include; Fear of failure. This is so because it involves a significant shift of people in organizations majorly due to metrics and needs for transparency. Lack of commitment is another drawback since employees' status- quo approach is a barrier to change. Pressure from outside is another hindering factor, resulting from a firm's vulnerability to legislative changes. Finally, resource challenges are another drawback factor.

Suppose the continuous rapid increase in the number of the store is Grower's Choice strategic mission. In that case, the resulting implications on Human resource management are that the department will have to do more staffing through hiring and recruitment, provide training and avail more training facilities to gather for newly hired staff which is likely to go up, develop the skills and motivation of the company staff and hinting out and communicating company goals and policies, ethics and values to the team to be practiced while attending to their customers. This increase in the number of newly hired individuals provides the needed essential services in these new stores that are continuously being set up. In turn, these stores will hold more stocks of the company and ensure a constant supply, which is advantageous to both parties.

Every other employee in a company should deliver his/her services to achieve a company's missions and vision. The Grower's Choice mission and values statements should influence Alonzo as he restructures the HR department by implementing policies that are fair to all employees and procedures in the HR management functions and considering taking steps to educate and train employees to work correctly and provide service as per the organizational goals and values. Communication of the company policies is an essential step in this direction and encourages community development and corporate social responsibility efforts across the company. This will drive all company’s daily doings towards achieving the stated mission.

In conclusion, the HR department plays a vital role in a journey towards a business's success. Therefore, companies should keep track of the trends and predictions for future strategic human resource management to ensure their success. The current trends in the department of HR ensure the implementation of new processes, products, and business strategies while minimizing the adversity of the outcomes. Strategic human resource management and strategic change are, to no small extent, interconnected.

References

Lepak, D. P., & Snell, S. A. (1998). Virtual HR: Strategic human resource management in the 21st century. Human resource management review, 8(3), 215-234. https://www.sciencedirect.com/science/article/pii/S1053482298900031

Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295-320. https://deepblue.lib.umich.edu/bitstream/handle/2027.42/36216/b2036046.0001.001.pdf?sequence=2