Strategic human resource management is essential for all types of organizations, from public to private, domestic to international and small to large organizations. The main focus of strategic management is to plan for human resources and utilize them effectively in order to maximize the profits. It integrates the mission, vision, goals and objectives of the organization. However, external and internal pressure on the organizations and the HR function to develop ethics policies is a major concern. It has been the HR’s responsibility to shape an organization’s values. But the responsibility is becoming more strategic and hence is time consuming. The strategic implications of HRM are globalization, diversity of the workforce, employing contingent workers, changing skill requirements, changes in the technology, continuous improvement initiatives, decentralizing the worksite, involvement of employees and many others .
Business operates all over the world. A global framework is designed in order to make sure that the HRM practices are adjusted according to the employees so that they can work in a multilingual environment and diversity of cultures. Technology has played a major impact on HRM by altering the way by which information is stored, used or accessed by the employees and improving the way people work in an organization. Technology affects all the areas of HRM practices and results in more productivity by maintaining a competitive environment. Workforce diversity plays an equally important role in accommodating employees who belong to diverse groups. Work diversity deals with the values, interests and expectations of the employees.
Another major implication is to employ contingent workers such as temporary, contract-based or part-time workers to meet the fluctuations in the organization. Employing improvement initiatives include focusing on customers and striving for the best quality and at the same time, work for the empowerment of the employees .Work process engineering is also another aspect of continuous improvement initiatives that involve the emotional aspect of the employees and issues such as compensation, bonus and benefits . Employee involvement is another implication that probes the employees to work together in a team with loyalty and commitment. The most important of all the implications is the code of ethics, which is a formal document that defines the primary goals, ethical rules and values that an employee should follow in an organization.
Works Cited
David A. DeCenzo, Stephen P. Robbins. Fundamentals of human resource management. Wiley, 2007.
Sandler, Susan F. "How HR can Facilitate Ethics." HR Focus (2005).
