Critically Assess Whether Strategic Hrm Leads to ‘High Performance’’

2961 words 12 pages
Essay Question 1: ‘Critically assess whether strategic HRM leads to ‘high performance’’
There is a controversy whether the Strategic Human Resources Management (SHRM) leads to ‘high performance’. A general idea of SHRM is that “the linkage of management and deployment of the individual within the firm to the business overall and its environment whereas HRM is the activities that take place under this area.” Truss and Gratton (1994). It spotlights on long-term strategy.
Two theoretical perspectives to the Strategic Human Resources Management (SHRM) will be introduced and compared to determine whether they manage to ‘high performance’ or not. First, the Universalist approach is ‘one best way’ of dealing human resource to
…show more content…
For example, employees regularly discuss with managers about their viewpoints within development teams. This helps workers feel part of the wider team, strengthens employee engagement and commitment to the company. Secondly, team-working practices create a closer supervision and a flat hierarchy. A coaching style manager develops employees to manage themselves rather than to manage each task. Employee’s suggestions are offered, and this contributes to improvements in organizational performance. An example of Tarmac targets and measures a decline in waste. In 2010, eighteen workshop-training sessions were held for all site employees on CO2 awareness and energy. All district managers were involved in the programme. Some external experts from Carbon Trust were also invited to support the rollout of the training programme. As a result, Tarmac gained benefit from 500 energy and CO2 reduction.

Overall, Tarmac adopted a high commitment strategy to meet the objectives. Therefore, it improved the company’s performance.

* A small-medium size company – i-LEVEL

i-Level is one of the most innovative digital media companies and is ranked the ‘Sunday Times 100 best companies to work for’ in 2004. It has a size of workforce of 60 employees. The i-Level company has a high level of financial performance.


  • Critically Compare and Contrast the ‘Best Fit’, Best Practice and Rbv Models of Hrm Strategy – Explain How Each Approach Is Argued to Contribute to Improve Organizational Performance
    2838 words | 12 pages
  • Zappos Strategic Hrm
    3369 words | 14 pages
  • Critically analyse the effects of high performance work practices on employers and employees.
    1645 words | 7 pages
  • High Performance Concrete
    4522 words | 19 pages
  • Hrm of Lenovo
    3282 words | 14 pages
  • Leading High-Performance Teams
    1647 words | 7 pages
  • High School Students in Part-Time Employment: What Effects on Scholastic Performance?
    1139 words | 5 pages
  • Critically Assess the Claim That People Are Free to Make Moral Decisions
    941 words | 4 pages
  • High Performance Tires Executive Brief
    1383 words | 6 pages
  • Reflective Summary Of Strategic HRM MHancock
    970 words | 4 pages