Strategic Human Resources Management Assignment

strategical Human Resources Management - Assignment Exampleger responsibility requiring the involvement of different organizational capabilities is much high than when enlisting is considered the sole responsibility of a small group of people hired for the purpose of administering enlisting activity. Armstrong (2009, p. 87) underscores thatNo single aspect of HR strategy should be considered in isolation. The links between unrivaled area and other complementary areas need to be established so that the ways in which they cannister provide mutual support to the overall strategy can be ascertained.Burke describes the impact of incorporating Likerts System 4 of Participative Group Management. This organizational decision led to internal habit changes and recruitment influence changes. Top management representatives drove this organizational change and ensured active participation by the various departments. The recruitment transition included observation of prognosiss in different situations and the decision of recruitment was given in the custody of the people who were to be worked with. The selection process included a feedback session with the candidate that explained the reason the candidates acceptance or rejection. (2002, p. 86)This experience highlights the need for an organizational view about the manner in which recruitment and selection processes should be objected, who alongside the recruitment function should be party to the process design and gauge system and manpower capabilities to sustain the processes. The recruitment function holds primary responsibility for the implementation of the process but organizational involvement is necessary to review contradictory practices and curtail unrealistic expectations.Industry performance, contest action, customer expectation and shareholder satisfaction form the factors that determine the competitive advantage of the firm. Companies adopt hiring practices to face the supply-demand situation of the l abor market. The labor market, competitive industry practices