Strategic Human Resource Management for Enhancing-myassignmenthelp

Question: Discuss about theStrategic Human Resource Management for Enhancing. Answer: Introduction Strategic Human Resource Management (SHRM) is a process of enticing, enhancing and retaining the human resources for the advantage of both individuals and organization as well. Strategic human resource management is directly or indirectly linked with the performance and competitive advantage of the organization (Ployhart and Moliterno, 2011). This paper includes the discussion about how strategic human resource management helps an organization in gaining competitive advantage against its competitors. In order to discuss this topic, following is the annotated bibliography to analyze the impact of SHRM on firms performance and competitive advantage in todays business environment. There are four articles from different authors, which are used to discuss this issue. The discussion of each article includes the purpose of study, main points of the article, and further it consists of the findings of the articles. All the articles are relevant to the given topic and state different views of different authors. Annotated Bibliography Cania, L. 2014, The Impact of Strategic Human Resource Management on Organizational Performance, Economic Seria Management, Volume 17, Issue 2. The major purpose of this article is to focus on the impact of strategic human resource management in attaining a better performance of organization. In this article, the study was conducted on the basis of primary sources. Author states that human resource management is very important for an organization to stay competitive in the market by attaining its performance indicators. In addition, it states that by improving and enhancing the skills, behaviors and attitudes of human resources, the organization can attain its expected performance and competitive advantage against its competitors. It defines the relationship between strategic human resource management and competitive advantage by defining the role of SHRM for organizational performance. The article found that strategic human resource management is used for getting effective outcomes from individuals, teams and organization as whole. In this process, the organization can develop this process by planning goals and objectives, setting required standards and developing some core competence requirements. Furthermore, it states that effective use of knowledge, competencies and skills of employees will make it possible to attain organizational performance and competitive advantage. This source is relevant and reliable, as it provides a roper research on the given topic. Delery, J.E. and Roumpi, D, 2017, Strategic Human Resource Management, Human Capital and Competitive Advantage: is the Field going in Circles, Human Resource Management Journal, Vol. 27, No. 1. The objective of this article is twofold with the stiffness between human capital and Strategic Human Resource Management. The author started with a short review of the conceptual logic connection of management of HRM practices and firm outcomes. Thus, the final goal of this article is emphasize on the argument between SHRM and human capital research in relation to treatment of resource based firms. The article includes a model, which recommends that practices of human resource management are not just pillars, which makes the firm able to attain sustainable competitive advantage as many of the human capital assumes. In contrast, the article found that human resources management processes can assist to the competitive advantage of firm not only by improving the ability of employees and providing opportunities and motivation, but also by building demand-side and supply-side flexibility restraints. This article is totally relevant to the given topic, as it states the importance of strat egic human resource management in enhancing the strategic performance and competitive advantage of a firm in todays competitive business environment. Jalagat, R.C, 2016, A Critical Review of Strategic Human Resource Management and Organizational Performance, Global Journal of Advanced Research, Vol. 3, Issue-10. The major purpose of this article is to analyze the considerable relationship between organizational performance as an element of competitive advantage and high performance working system as a major element of strategic human resource management. Furthermore, this article studies the link between business strategy and human resource strategy. The findings of the article supported that the relationship between both the elements and performance of organization in both the financial and non-financial terms. In this article, the author states that the human resource strategy of the company should be linked with the business strategy, because it assists in satisfying the customers and maintaining the commitment and dedication of customers for the firm to gain sustainable and successful competitive advantage. It indicates that there is an indirect relationship between HR strategy and competitive strategy of organization. This relationship shows the relevancy of the article to the given iss ue. Qehaja, A.B. Kutllovci, E, 2015, The Role of Human Resources in Gaining Competitive Advantage, Journal of Human Resource Management. In this article, the author states that human resources are significant source of competitive advantage in the organizations. In this article, the study was conducted in seven wholesaler distribution firms of non-food and food items in the Kosovo. A survey was conducted on 35 managers and directors in these firms. The article stated that these firms are not considering the human resources in gaining competitive advantage. So, they do not adopt any strategy for the development of human resources. The research found that the firms should have more strategic human resource practices, as the firms with more human resource practices have greater market value and position. The results show that these firms may have more competitive advantage. Definitely, this article is relevant to the management of human resources and its impact on the competitive advantage against its competitors. There should be an effective strategic human management in the firms to deal with all the strategic and admi nistrative issues. Discussion In the above discussion, there are four articles, which significantly emphasize on the importance of strategic human resource management on organizational performance and competitive advantage (Kehoe and Wright, 2013). All four articles support the issue that strategic human resource management help an organization in attaining competitive advantage. For an organization, it is true that there should be a standard strategy to manage their human capital, as it in turn will have positive impact on performance of organization (Armstrong, 2009). Each and every organization should be familiar with all the theoretical aspects, which are required to manage the human resources. These aspects will assist the organization to motivate the employees and satisfy the customers. Managing the human resources strategically enhances the financial performance of the organization like; profits and sales growth. It enhances its competitive advantage in the industry. From the research in last article, it c an be argued that it is essential for an organization to adopt strategies and strategic human resource management to stay competitive in the market (Barney Clark, 2007). Recommendations On the basis of results and findings of all the articles, it can be stated that strategic human resource management plays a vital role in overall success of organization. The firms should value its employees as human assets, as they are a significant source of competitive advantage. They should make investment in best and talented human resources by making them more professional. In addition, they should have unique strategies for human resources and implement them in administrative work. They should use effective practices for human resource management, like; training and development, motivation, recruitment and selection and performance appraisal. From the above analysis, it can be said that the organizations should establish the man power as valuable source of competitive advantage to the organization. References Armstrong, M.A, 2009, A Handbook of Human Resources Management. (11th ed.).London: Kogan Page. Barney, J. B., Clark, D. N, 2007, Resource-based theory: Creating and sustaining competitive advantage. Oxford: Oxford University Press Cania, L. 2014, The Impact of Strategic Human Resource Management on Organizational Performance, Economic Seria Management, Volume 17, Issue 2. Delery, J.E. and Roumpi, D, 2017, Strategic Human Resource Management, Human Capital and Competitive Advantage: is the Field going in Circles, Human Resource Management Journal, Vol. 27, No. 1. Jalagat, R.C, 2016, A Critical Review of Strategic Human Resource Management and Organizational Performance, Global Journal of Advanced Research, Vol. 3, Issue-10. Kehoe, R.R. and Wright, P.M, 2013, The impact of high-performance human resource practices on employees attitudes and behaviors. Journal of Management, 39: 2, 366391. Ployhart, R.E. and Moliterno, T.P, 2011, Emergence of the human capital resource: a multilevel model. Academy of Management Review, 36: 1, 127150 Qehaja, A.B. Kutllovci, E, 2015, The Role of Human Resources in Gaining Competitive Advantage, Journal of Human Resource Management.