Strategic Human Resources Management Essay Example | Topics and Well Written Essays - 2000 words

Strategic Human Resources Management - Essay ExampleThe campaign study of South African Breweries (SAB) is an ideal model of organizational phylogenesis through centralise on human being resources development to achieve the companys vision. (Johnson, 2000). The alignment of the companys vision with military operation enhancement and innovation led to boilersuit development of the organization. Planning and structuring of programme of human resources development versioned the focal point to achieve ripening globally in an environment which was in a state of flux in South Africa. This turn was achieved by strategic human resources management thinking by the Human Resources Department of the company. High performance working and planned organizational development through the human resources perspective are thus seen to form a link in strategic human resources managementThe growth of the information, knowledge and service deliverance brought about the need to adapt a more flexib le model of working wherein work is a dynamic rather than a cyclical outgrowth exemplified by the assembly line in the fancy popularized by Taylor. (HPW, 2006). The Taylorian model is seen to be quite inefficient and ineffective in delivering services in the newfangled economy focused on the need to design solutions for individual customers. High performance working on the other hand places emphasis on policies in organizations that are people centric thereby enhancing the focus on delivering the best to the customer down the chain. This has necessitated a large cultural shift in some organizations which may or may not be wholly accepted by many people.HPW has been define as evolving a decentralized, non hierarchical flat organizational structure with limited management control, high aim of autonomous working based on trust and commitment and team working. (HPW, 2006). As culture involves twain strategy and people, there is an innate link between HPW and strategic human reso urces management. The implementation of HPW is a knock-down(a) strategic shift to ensure personnel development is a change which is implemented organizationally. The need to undertake a wholly new and dynamic culture is essential. The key focus of this strategy is on the human resources staff that has to ensure implementation of the concept in an internal environment which may or may not be supportive of the same. For HPW to succeed the vision of the company has to shift to providing value to the customer and line up the product to the needs of the customer. This will have to be a vision based, top down process which can be implemented through out the organization in a systematic manner. Holbeche (2002) has provided a check list for high performance organizations which have adopted HPW. The key components of HPW have been designated as development of people through structured training programmes to manage the self, build team capabilities and capacities to implement projects simu ltaneously with approach of performance and fulfilling the goals of the organization. The aim should be to create an evolved, committed employee down the chain to enable delivery of amount of money service to the customer. The process of HPW is thus a change from the traditional model and there is as some(prenominal) emphasis on team building, trust and commitm