Armstrong's Handbook of Strategic Human Resource Management by Michael Armstrong

By Michael Armstrong

Strategic human source administration (SHRM) has been taken up by way of teachers, experts, and practitioners.  even though, the mixing of human source procedure with enterprise process is usually more straightforward in conception than in practice.  Bridging this hole, Michael Armstrong deals a consultant either to formulating human source techniques and to enforcing them. 

This new, 6th version displays very important advancements in human source suggestions associated with these matters that impact HRM each day, together with human capital administration, company social accountability, association improvement, worker engagement, and skill management. 

The ebook additionally contains content material on constructing and offering HR process, implementation of organizational and person functionality concepts, and overseas facets of strategic human assets management.

Show description

Read or Download Armstrong's Handbook of Strategic Human Resource Management PDF

Similar human resources & personnel management books

25 Reproducible Activities for Customer Service Excellence, Edition: Lslf

25 Reproducible actions for customer support Excellence Peter Garber Make it effortless for staff to supply nice customer support with this selection of motivating and skill-building actions. There? s no use for a different education facility, no large expenditures concerned, or no previous education adventure required.

The Agile Manager's Guide to Effective Performance Appraisals (The Agile Manager Series)

Assessment The appraisal approach defined during this e-book will help managers to successfully and reasonably overview staff. Managers could be in a position to create a method that would set worthwhile pursuits, rfile worker functionality, administer appraisal conferences with at the very least rigidity, check bad performers in a optimistic approach, and remain inside of legally defendable limitations.

Improving Efficiency Super Series, Fourth Edition (ILM Super Series)

With 40 good based and simple to keep on with themes to select from, every one workbook has a variety of case reports, questions and actions to fulfill either somebody or organization's education wishes. even if learning for an ILM qualification or trying to increase the talents of your staff, tremendous sequence presents crucial options, frameworks and methods to help administration and management improvement.

The Definitive Guide to HR Communication: Engaging Employees in Benefits, Pay, and Performance

Skilled HR communications specialists exhibit the right way to dramatically increase the effectiveness of each HR message. HR pros comprehend their courses are pivotal to organizational good fortune, yet additionally they know the way tricky it really is to speak these courses successfully. Hampered through criminal regulations, hugely complicated regulations and courses, company politics, and out of date notions approximately company conversation, they bring about communications their audiences easily forget about.

Extra info for Armstrong's Handbook of Strategic Human Resource Management

Sample text

Competitive advantage is achieved if the resources are valuable, rare, inimitable and non-substitutable. Strategic management is the process of understanding the strategic position of an organization, making strategic choices for the future, and turning strategy into action. Strategic intent is an expression of the desired future state of an organization. Strategic capability refers to the ability of an organization to develop and implement strategies that will achieve sustained competitive advantage.

How are we going to make sure that those involved know what they have to, know why they are expected to do it, believe that it is worthwhile and have the skills to do it? Are people likely to react negatively to the proposed strategy and, if so, how do we deal with their concerns? How much time will be needed; how much time have we got? Will any additional resources be required and can they be made available? Are there any likely implementation problems and how will they be dealt with? The reality of strategy The classical view of the strategy process as described by Rosemary Harrison (2009: 331) rests on two assumptions: ●● ●● that decision-makers have a common purpose and are driven by a shared economic logic when making strategic decisions: all seek to maximize economic rewards and minimize costs for the business; that decision-makers systematically ‘collect and sort information about alternative potential solutions, compare each solution against premeditated criteria to assess degree of fit, arrange solutions in order of preference, and make an optimizing choice which they then equally systematically draw up plans to implement’ (Miller et al, 1999: 44).

And ‘sometimes strategies must be left as broad visions, not precisely articulated, to adapt to a changing environment’. He emphasized that strategic management is a learning process as managers of firms find out what works well in practice for them. Following up on the Mintzberg thesis, Digman (1990: 11) commented that the most effective decision-makers are usually creative, intuitive people ‘employing an adaptive, flexible process’. Moreover, since most strategic deci­ sions are event-driven rather than pre-programmed, they are unplanned.

Download PDF sample

Rated 4.83 of 5 – based on 41 votes