Strategic Human Resource Management Ethical Stewardship
Strategic Human Resource Management as Ethical Stewardship
Over the past few decades, the most controversial debate between the professional economic research institutions (practitioners) and the academic institutions (scholars) has been on the strategic human resource management and the adoption of ethical stewardship framework. Currently, most of the economic and business studies and research on the strategic human resource management (SHRM) elicit that human resource professionals possess the greatest opportunity of playing greater roles. These roles and obligations may contribute to organizational achievements and success in developing policies, as well as systems that aim at improving the organization's values, mission and goals (Mohrman & Lawler, 2000). Human resource professionals owe their organizations explicit ethical duties, which are geared towards raising the standards of organizational performance and modern economic demands, which are environmentally competitive. For this reason, it is quite recommendable for the human resource professionals to adopt a framework of ethical stewardship and the transformative leadership qualities. Through this adoption, HRPs will be capable of realizing their ethical duties within their organizations hence achieving their desired organizational outcomes, which help in increasing the organizational wealth and establishing a conducive work environment that satisfies the employees (Caldwell, Truong, Linh & Tuan, 2011).
A more focused and strategic human resource management system is truly effective when aligned with organizational structure, values, purposes and mission (Huselid & Becker, 2006). According to Schein (2005), understanding and knowing the imperative role of the strategic human resource management within the modern organizations, assists in the provision of a crucial context of understanding the concept behind the HRPs' ethical duties (Caldwell et al., 2011). Very effective and active human resource professionals contribute to addition of organizational values and effectiveness through linkages of strategies, people, and performance. Consequently, this linkage aligns the human resource systems with a critical maximization of the organizational performance outcomes within the modern world that is highly dependent on upon creativity employees' commitment in order to succeed (Werhane, 2007).
The integration of fundamental human resource functions in order to reframe the organization's internal environments results into significant improvements in organizational financial performance and outcomes. Huselid and Becker (2006) elicit that there are three crucial...
HRM -- HR -- Impacts on Organizations What are the best strategies for Human Relations Management (HRM) and Human Relations professionals (HRPs) to improve the performance of their employees? There are several important strategies that relate to that question, and they are reviewed in this paper. The impact of Human Resource Management (HRM) on organizations is the subject of a peer-reviewed article in the International Journal of Human Resource Management (Dyer, et
, 2010). The model includes several mediator (e.g., knowledge exchange) and moderator variables (e.g., self-leadership competencies of actors) that explain why and when this approach is effective and looks at leadership in more of a comprehensive way than focusing on one individual. Such perspectives have suggested that when employees become involved in the decision making processes then this can strengthen leadership. Transactional Leadership Transactional leadership is the leadership model that represents what
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To evaluate weak areas of the current strategy and propose solutions for improvement. 2.0 LITERATURE REVIEW 2.1 Introduction According to Zou and Cavusgil (1995), the subject of global strategy has attracted a lot of attention in the recent past. Zou and Cavisgil (1995) calim that a major reason behind this has been the increasing progress in the telecommunications and other technological areas that has brought the world closer and transnational existence of organizations Eastcompeace
Volunteer activities Volunteers are considered to be compassionate, patience, unselfish caring and just plain love which are expressed by an individual to another. Voluntarism is considered to be in kind donation in that it is where a person donates his skills and manpower to the organization by performing duties a signed to him. Management and leadership of nonprofit organizations should ensure that they get highly skilled volunteers who come and stay
Reviving a Company: How to Bring New Life to a Mature Business An Independent Learning Project Poly-Metal Finishing, Inc. is a company that has had a successful history of more than thirty years in the metal-working industry, providing complete anodic service to the aerospace, military and commercial sectors. I have worked for this company for eight years and am now part of the management team. With a change in management has come the
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