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Challenges of Strategic Human Resource Management

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Challenges of Strategic Human Resource Management
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Abstract
Human resource management has become very important in modern organizations and this is because the knowledge-based economy of today requires that employees contribute their ideas and be actively engaged in the execution of company strategy. Because of this, it has become a strategic partner through the identification of skills needed by employees and the consequent provision of employees with the structures and training required to deploy and develop those competencies. All human resource elements including selection and placement, job design and compensation thus have to be aligned with the strategies of the company so as to ensure that only the right employee is hired for the right job and consequently properly rewarded for their input and contributions to the furtherance of the company objectives. Strategic human resource management is therefore a key element in the overall strategic management of a company. This is however not been without challenges. This paper discusses the challenges experienced in the execution of a strategic approach to human resource management.
Functions of the Human Resource Department
Apart from ensuring compliance with the rules and regulations, human resource management has various elements including workforce recruitment and planning, induction, orientation of new employees, training, appraisal and administration (Dessler, 2005). These functions are aimed at enabling maximized employee performance and best practice in line with company goals (Stewart & Brown, 2009). The first role of the human resource department is selection and placement. New employees are hired and acquainted with the duties and responsibilities they are supposed to fulfill (Conaty & Ram 2011). This also includes briefing on behavioral and

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