Strategic Human Resource Management: A Choice or. Compulsion?

The strategic human resource management perspective (SHRM) makes evident the importance of human resource practices for organizational perform- ance, such as employee

Many organisations include diagrams to clarify the complex relationship between government policy, the organisation’s corporate and business or operational plans,.. and SHRM

Many organisations include diagrams to clarify the complex relationship between government policy, the organisation‘s corporate and business or operational plans,.. and SHRM

Thus, in this article we follow Martell and Carroll’s (1995) definition of SHRM and try to explore those individual SHRM practices defined by role and structure of HR

Strategic Human Resource Management, shortly known as SHRM is a function of management which entails development of policies, programmers and practices related to human

The chapter will argue that SHRM has been impacted in a number of ways, including the need to use HR policies, practices, and processes to help the organization: develop

The result of the correlation between the four elements of SHRM (work knowledge, individual--job fit, incentive for individual contribution, and incentive for

Then further we will examine competing SHRM models: the ‘matching’ model, the ‘control-based’ model, the ‘resource-based’ model and an ‘integrative’ model, before reviewing