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Application of Strategic Human Resource Management Models for Organizational Performance
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Author(s): N. Geethanjali (PSNA College of Engineering and Technology, India), K. M. Ashifa (Istanbul Gelisim University, Turkey), Avantika Raina (Vivekananda Institute of Professional Studies, India), Jayashree Patil (Bharati Vidyapeeth, India), Rameshwaran Byloppilly (City University, Ajman, UAE)and S. Suman Rajest (Dhaanish Ahmed College of Engineering, India)
Copyright: 2024
Pages: 19
Source title:
Data-Driven Decision Making for Long-Term Business Success
Source Author(s)/Editor(s): Sonia Singh (Toss Global Management, UAE), S. Suman Rajest (Dhaanish Ahmed College of Engineering, India), Slim Hadoussa (Brest Business School, France), Ahmed J. Obaid (University of Kufa, Iraq)and R. Regin (SRM Institute of Science and Technology, India)
DOI: 10.4018/979-8-3693-2193-5.ch001
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Abstract
Modern organizational management must include strategic human resource management (SHRM). It is an improvement over the conventional human resources management methods, mostly concerned with operations and connections with employees. Contrarily, SHRM recognizes that workers are one of a company's most significant assets and works to match HR practices with those aims and objectives. This method strongly emphasizes long-term planning, proactive decision-making, and a close connection between HR strategies and overarching corporate plans. Strategic human resource management includes all those activities affecting the behavior of individuals in their efforts to formulate and implement the strategic needs of the business. It is the pattern of planned human resource deployments and activities intended to enable the firm to achieve its goals.
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