According to the George and Jones (2012), strategic human resource management is a complex chain of coordinated action, which allows companies, no matter how big or small they are, to use human component to all its’ possible potential. Human resource management plays a leading role in building a powerful and long living business, through building a strong network of employees, which are satisfied with their work. Human resource management is a whole system of methods and approaches directed on detection of necessary staff, employees hiring, further education, creation of conditions for best productivity at the working place, maintaining of the necessary working spirit for providing high results and as well as providing proper payment for work. Generally, human resource management consists of five main aspects. Those aspects are recruitment and selection, training and development, performance appraisal and feedback, pay and benefits and labor relations. Each of these aspects includes several methods and approaches, which are designed to deal with the task by means of an approach to it. Recruitment and selections consists of human resource planning, which goal is “forecast current and future human resource needs”(p. 379), job analysis, which is dedicated to “identify tasks, duties and responsibilities that make up a job”(p. 381), external and internal recruitment for finding a “proper candidate for an open position”(p. 381). What begins after finding a suitable candidate is selection process that can include an interview, paper-and-pencil tests, physical ability tests, performance tests and checking on references. Once a candidate is selected for working in the company, he or she is exposed to training and development, both of which are dedicated to introduce a candidate to the main objectives and policies of the company through classroom instruction, on-the-job training, formal education or varied work experiences. Performance appraisal and feedback are necessary when previous steps are completed and are dedicated to “evaluate employees’ job performance and contribution to the organization”(p. 389). Performance appraisal and feedback component includes trait, behavior, results, 360-degree performance, objective and subjective appraisals etc. Pay and benefit component depends on a number of factors such as “characteristics of the company, complicity of the job and levels of performance”. Labor relations as the fifth component is no less important than four previous and represents all actions taken by managers to satisfy all the needs of their employees through cooperation with labor unions, who represent these employees.
Works Citied
George, M.J., Jones, G.R. (January 17, 2012). Essentials of Contemporary Management.
Fifth Edition. Publisher: McGraw-Hill Education. ISBN-10: 0078029341, ISBN-
13: 978-0078029349
