Strategic Human Resource free essay sample

Case Analysis: What is Strategic Human Resources Management and how does it link the people with the strategic needs of the business? ? What is Strategic Human Resources Management and how does it link the people with the strategic needs of the business? An organization cannot build a good team of working professionals without good human resources. The key functions of the human resources department are not simple. â€Å"The purpose of human resource is to hire, train and develop staff and where necessary to discipline or dismiss them† (Webster, 2008). Through effective training and development, employees at he or she respective company will provide the ability to achieve promotion within the company and reach their full potential. However, strategic human resource is a practice that allows the decisions and actions, which concern the management of employees at all, levels in the business, and is related to the implementation of strategies directed towards sustaining competitive advantage. We will write a custom essay sample on Strategic Human Resource or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Organizations are increasingly becoming aware of the importance of linking the organization’s human resource practices to strategy that leads to greater performance. In the case study by DeLong, Tandon, and Rengaswamy (2006), Infosys is a company that was started with six Indians that wanted provide a lower value software. They’re faith, shared values, and beliefs help created a great business. As the years progress the company became successful with their software. Instead of having one client, the company grew tremendously to sell software overseas. This created an opportunity to hire employees. Most of the company’s employees were college or former college students. Infosys created a more â€Å"fun and meaningful atmosphere† for their employees, since the average age was 26 years old. The idea behind strategic human resource is to be an ear for the employees. They provide the resources that employees need to provide great service. The human resource department took the time to create a more vibrant place for their young workers. They would have DJ nights, quiz nights, and other fun activities that will improve the employee’s aspect of the company and want  to improve the company’s image. However, Infosys had a major flaw in their â€Å"new and improved† development. It created major issues with employees. The new rules and regulations of the company cause a major shift in the employee’s morale and alarming decrease of the company’s numbers in sales. Infosys seek help from the human resource department, but it was too late. The human resource department did not know where to start. The human resource de partment must aim to keep the employees satisfied. DeLong, Tandon, and Rengaswamy (2006) states, â€Å"an employee would only be committed to the firm, as the firm was committed to its employees. † Once a company begins to rapidly change the rules and regulations of a company, the employees begin to lose interest in helping the company. The challenge is to develop internally consistent configurations of HR practice choices that help implement the firm’s strategy and enhance its competitiveness. In Infosys case there was a need for strategic flexibility along with strategic fit for the long-term competitive advantage of the firm. That is the linkage to keep the employees within in the lines of the business strategies. Infosys was only thinking of the move from a small firm to a large firm. They lack to think of the consequences that come with the transition and how the employees will feel about the transition. In conclusion, strategic human resource has a major impact on individuals, productivity and organizational performance. Organizations have to carefully design strategies and relate to human resources for effective utilization in achieving greater competitive performance.