Comparison of models of strategic human resource management

The strategic human resource management is the most important part of the planning’s of the manpower. It is also known as work and efforts of the significant management experts; which are encouraging to the importance of the people management with the effective and efficient sources for getting the competitive advantage. To developing the frame works it’s also encourage academic, the HR functions and its strategic role are involved in attaching the all function term of the prefix strategic with human resource management. I will do this work by covering the headings below:

Introduction of strategic human resource management

The objectives of human resource management are related to the workforce and the process to solve the issues in the workforce. The strategies are required to improve the performance of employee in the organizations. The flexible goals of company are based on the economic conditions and social legitimacy.   

Early models of HRM

Michigan/Matching Model

Best Fit

Harvard/Stakeholder Model

Best Practice

Evaluation of Best Fit

Rutgers model of HRM

Best [internal/horizontal] fit

Conclusions of strategic human resource management

There are certain considerations in the present work including the Rutgers model of HRM, evaluation for the best fit, and how the Harvard stakeholder model can be used in the strategic human resource management. Economic and social goals of the company are effective parameters of success in human force management. The social objectives are managerial power improvement and how the specific problems can be resolved. 

References of strategic human resource management

Chen, J. F. (2011). Health Professionals for a New Century. Harvard University Press.

Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.

Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), 1264-1294.

Odhiambo, G. M., & Waiganjo, E. (2014). Role of Human Capital Management Strategies on Employee Mobility in Kenya's Public Universities: A Case Study of Jomo Kenyatta University of Agriculture and Technology (JKUAT). International Journal of Business and Social Science, 5(6), 1-10.

Pitsis, S. R. (2015). Managing and Organizations: An Introduction to Theory and Practice. SAGE.

Taylor, F. W. (2012). The Principles of Scientific Management. Courier Corporation.

Wright, D. E. (2012). HRM and Performance: Achievements and Challenges. John Wiley & Sons.