Strategic human resource management (SHRM) is an

Strategic Human Resource Management To Handle Crisis In Modern Businesses

Contents

Introduction 3

Objective 3

Research problem 4

Research aim 5

Research questions 5

Methodology 5

Data collection process 6

Data analysis process 6

Research ethics 7

Research limitations 7

Conclusion 7

References 8

Introduction

Strategic human resource management (SHRM) is an innovative concept that is basically adopted in several private sectors. Human resource management supports the long-term business achievement goals, by involving the workforce. SHRM allows the management to enhance the HR strategies by allocating the human capital and implementing an acceptable business developmental plan. In this paper, the role of the SHRM in crisis management examines the steps and the processes to be followed to increase the operational performances.

SHRM generates the relevant framework, required to increase the workforce performances within the company. In crisis management the impact of the disruptive events on the people and the operational property is examined. A wrong decision, to expand the problem affects the projected operational plan and the strategies developed to deal with various issues.

This paper examines the relevance of SHRM on handling the crisis that prevails in the modern business management. The role of human resource is unbeatable for the modern businesses, and especially in handling the crisis with the project goals and in goal achievement. An inability of the management to examine the crisis and to introduce an effective method to overcome the crisis issue is evaluated in-depth in this report (Garcia, 2006).

Objective

Human resource strategies adopted and followed by companies differs from each other, in terms of implementation, analysis, and in deriving the output. A smaller sized company might implement a simple SHRM strategy, unlike the bigger organisations. Regardless of the size of the company, human resource management policies concentrate on developing an accurate framework to improve the operational performances. The objective of this research work is to find how the SHRM strategies can be introduced to handle the crisis issues.

A regularised human resource management is required to deal with challenges arising due to competition, international business expansion, in adoption of the innovation of the technology and in improving the work conditions. The challenges examine the ethical issues that require the management to adopt the best practices to increase the work performances. HRM department work as the keepers of the organisational culture and the values that define the organisational process and methods followed to increase the internal performances (Ştefănescu & Dărăbăneanu, 2011).

Research problem

The problem arises when the companies regardless of the size and the type of the operational activities conducted by the management, fails to identify the related needs of the SHRM strategies and develop a framework for the same. This happens due to the inability of the management to identify the issues, related to the human resource management and in implementing an accurate measure to handle the business and the financial crisis.

As stated by Kazlauskaite & Buciuniene (2008) human resource department play an essential role in changing the perspective of the people and considers workforce important to make the relevant changes at the operational level. A well-developed and efficient team could work on developing an accurate strategy to deal with various management issues.

The role of the human resource experts is important in the strategic management planning activities, especially at the time when any sort of crisis strikes the company. Staffs are well versed with the operational strategies, and could reduce the anxiety by recommending the best solution to handle the issue. The role of the human resources at the time of the crisis management cannot be overlooked at any time, and especially at c alleging work environment (Robinson, 2005).

Companies use the SHRM policies to increase the operational works, and the work ability of the workforce. It is relevant to examine the present condition and implement an accurate measure to increase the operational works. Through the strategic goal analysis, it is possible for the managers to acquire the operational goals that are being decided by the management.

However, it is relevant for the management and the people to develop an accurate measure that would be used to introduce a reliable factor that is being used for accomplishing the business goals. In this study, the effectiveness of the human resource management and the process followed to introduce the strategic goals are discussed. It also analyse the reason for developing the framework that is being used to determine the type of changes that would be introduced to accomplish the goals (Mitroff, 2005).

Research aim

The research aim is to find the points below –

  1. To find how the SHREM strategies are used in developing the relevant framework for the company

  2. To develop plans to increase the operational works, and increase the workforce performances, especially during the crisis situation

  3. To introduce a reliable method and process that would be used to develop the work ability of the staffs working in crisis condition

Research questions

  1. How does the human resource department work on increasing the performances of the staffs, during crisis situation?

  2. How are the staffs motivated to work on the objectives set out by the company?

  3. What are strategic plans and the values related to the development of the policies to increase the performances?

  4. What are the roles of the leaders in shaping the skills and the capabilities of the staffs, working in different work conditions?

Methodology

Research methodology defines the methods that will be followed to find the answers included in the research questions. The methodology states the process that will be suitable for the researcher to collect and analyse the essential information.

Data collection process

Primary data collection method will use the resources provided by the participants. The participants will be selected through a random basis. A sample size of 55 people working in different human resource department of the company would be included in the analysis part. Survey and the questionnaire method will be used for the collection and evaluation of the facts.

Secondary data collection method will use reliable resources like books, journals, websites, and PDF’s to collect and evaluate and examine the necessary details that will be used for the research work. The purpose to use the secondary data collection method will be to provide the relevant details to the research questions.

This research method will use the secondary method for the fact collection, wherein the reliable books and journals will be used for the fact collection method. The details of the books and the information will be used for concluding the details included in the research work.

Data analysis process

Qualitative and quantitative method is the most commonly recommended processes used for the fact collection and analysis during the research work. In the qualitative method, the researcher will concentrate on the fact collection through the focus groups and conduct in-depth interviews. An inductive method will be used to find the relevance of the theory and to find an answer to the hypotheses. This method will allow the researcher to follow an unstructured or semi-structured process for the fact collection.

In the quantitative method for the research work, the researcher will use the survey, structured interviews, and observational method for the fact collection. Through the deductive method, the researcher will use the research work to find an answer to the research hypotheses. It is based on a number based analysis, as it will help in the collection and the analysis of the relevant facts that will be included in the research work.

Research ethics

The information and the facts collected from different sources will be used in an effective and useful manner. It will be an important factor that will help in collecting and analysing the facts that will be used in the analysis part. The data analysis process will be used for examining the relevant facts that is being used for conducting the findings useful in the research work.

Research limitations

The facts will be collected through the secondary analysis process. This method will however face certain limitations like the fact analysis and its evaluation. In this method, the time and other related facts will pose a serious threat to the process followed for the fact collection and analysis process.

The time required for the fact collection is can fluctuate depending upon the type of facts that will be collected by the researcher. The other challenge is with the selection of the resources that will be used for the fact collection and its analysis used for the research work.

Conclusion

The strategic human developmental plan depends upon the type of business organisations undertaken by the management. It is relevant to introduce an effective method that defines the relevance of the farmworker used to increase the business performances. Well drafted SHRM policies are used to acquire the operational gaols and increase the efficiency of the staffs. The drafted policy enables the managers to analyse the existing challenges with the SHRM and allows the manager to introduce the best policy to deal with various issues.

References

Garcia, H. (2006). Effective leadership response to crisis. Strategy and Leadership, 34(1), 4-10.

Kazlauskaite, R., & Buciuniene., I. (2008). The role of human resources and their management in the establishment of sustainable competitive advantage. Inzinerine Ekonomika-Engineering Economics, 5, 78-84.

Mitroff, I. (2005). Crisis leadership: Seven strategies of strength. Leadership Excellence, 22(11)

Robinson, C. (2005). Preparing for the unexpected: Teamwork for troubled times. The Journal for Quality and Participation .

Ştefănescu, F., & Dărăbăneanu, D. (2011). The human resources management in the context of the economic crisis. Romanian Economic Business Review, 6(1), 104-117

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