Human Resources and Organizational Strategy Essay -- Business, Organiz

Human Resources and organizational StrategyIntroductionOrganizational success or failure is symbiotic on a myriad of variables that can be challenging to tone and interpret. Success or failure can simply be peril and timing or an orchestrated and deliberate effort. As new technologies let in organizations the ability to rapidly measure and assess its internal and external environmental factors, more efficient strategies can be quickly implemented. The focus of this lit review is specifically on one of these mentioned variables. The paper will expatiate the relationship that Human Resources (HR) practices have with an organizations strategic goals and vision. HR is defined by the Society for Human Resource Management as, The ladder dealing with the management of people employed within the organization. (SHRM, 2011). The primary functions of administrative, organic evolution and management. Administrative functions include those tasks that are often considered overhead, such as benefits and payroll management. Development, or HRD, is defined by Swanson (2001) as, Human resource reading is a process of developing and/or unleashing expertise through organization development (OD) and personnel training and development for the purpose of improving performance (as cited by Hassan, 2007, pg. 2). Lastly, management is those strategic functions that align HR tasks within its own incision and with the overarching organizational strategies. This paper will attempt to give a colossal overview from the available literature within three areas. First, the paper will research the historical relationships of HR and organizational strategy. Second, the paper will give an overview of latest practices and trends. Lastly,... ...an approach of partnership is critical for organizations that want to gain competitive advantages. Butler, Ferris & Napier (1991) pronounce this as, the more management believes that HRM contributes to corporate success, the more its role will be integrated into the firms strategic planning process. (as cited by go up & Kumar, 2006, pg. 3). Additionally, organizations that apply energy and resources to HRD benefit from an increase in human capital. Lpez-Cabrales, Real & Valle (2011) state the benefits of building human capital as, If the company adopts steal procedures of personnel management, human capital can be orientated to the doing of sustainable competitive advantages (pg. 5).In conclusion, it is recommended that further literature reviews be spotless to explore study results that supplement or add to information already reviewed.