Sas human resource strategy critical analysis

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Sas human resource strategy critical analysis

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The integration can be vertical or horizontal. Vertical integration provides congruence between HR strategy and the business with the former supporting the accomplishment of the latter.

And the horizontal integration works to make sure that the various human resource strategy elements fit together and support each other mutually Armstrong, M. Though strategic human resource management system is an evolving system today, there are several issues pertaining to its practice.

Critical Analysis of strategic HRM Strategic human resource management basically is about the strategic role of human resources management in meeting the organizational objectives. Human Resources is firmly linked with the performance and effectiveness of a business.

But the mechanisms through which the human resource practices influence organizational effectiveness were always questioned upon by critics. A lot of researches have been conducted upon the explaining the importance of human resource management in the performance of a business.

The studies have mostly adopted a resource based view of the firm Delery, J. And this in turn emphasizes that human resources management definitely adds value to an organization since the human resource management practices are the main factors that a firm employs to produce or retain the necessary work force.

The predominant focus of research on strategic human resource management is mostly on the horizontal and vertical fits. Horizontal fit in strategic human resource management emphasizes the internal consistency of the HR practices with the basic assumption that for any particular policy to have maximum effect it is important that the other policies in effect are functioning as good.

The complication in this theory is the absence of description about which internally consistent practices make up a system. There is no solid theoretical framework for choosing the HR practices. It was argued that there are several combinations of practices that will result in the same organizational outcomes Delery, J.

For example, a firm needs to identify the human resource practices that would develop work force with high performance if they are to have advantage over their competitors. But any HR practice leads to multiple outcomes and multiple HR practices can be used to achieve the same outcome.

This is a critical issue in strategic human resource management. In fact recent models of competency have provided researchers with a framework that helps creation of horizontal fit. In these models, a set of behavioural competencies are defined that are relevant to the business based on which human resource practices can be employed to ensure development of those behaviours in individuals.


But in actual, a solution is yet to be reached in the issue of horizontal or internal fit. How it is developed and measured is an avenue that offers ample opportunities for future researchers to address.

An important discussion in strategic HRM is a synergistic relationship between the different HR practices. There are two basic forms of this synergistic relationship. This is termed a powerful connection by Becker et al.

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Another combination termed deadly connection is when the practices work against each other and the outcome is negative. It is therefore important in strategic human resource management to identify and measure HRM practices and systems while acknowledging these relationships among the practices Becker, B.

Another important issue in strategic HRM is the level of analysis. It is based on what level the human resource practices in a firm are measured.Human Resources HR Certification Training Courses with % JOB Placements in MNC Companies, General HR,Industrial Relations, People Management, Recruitment Processes, Interviewing Skills, Payroll Administration.

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Listing of web test tools and management tools - load testing, mobile testing, page speed testing, link checking, html validation, security testing, more. The human resource strategy is an essential part of the business strategy that contributes to the business planning. Vertical integration is essential to provide congruence between human resource strategy and /5(14K).

INTERNATIONAL JOURNAL OF SCIENTIFIC & TECHNOLOGY RESEARCH VOLUME 5, ISSUE 05, MAY ISSN 33 IJSTR© Human Resource . Human Resource Strategy and Firm Performance in Pacific Rim Countries.

Sas human resource strategy critical analysis

The International Journal of Human Resource Management 14 (8) Bailey, T., P. Berg, and C Sandy.

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Box and Cox () developed the transformation. Estimation of any Box-Cox parameters is by maximum likelihood. Box and Cox () offered an example in which the data had the form of survival times but the underlying biological structure was of hazard rates, and the transformation identified this.

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