STRATEGIC HUMAN RESOURCE MANAGEMENT An organisation which builds a relatively consistent pattern of superior returns for its shareholders has developed some form of ‘sustained competitive advantage’ (Porter 1980,1985). Taking a balanced approach, discuss Porter’s statement and include in your discussion reference to the theoretical implications of the resource-based view of SHRM and its limitations In the past decades, companies have consistently planned their strategy analysis based on the opportunities
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Human Resource Management Overview HRM/300 January 12, 2016 Marina Viner HRM is an essential and vital function for organizational success.While HRM focuses on the potential and actual productive value of HR to an organizations’ success, strategic HRM takes a more long term focus by emphasizing the need of HR plans and strategies of overall organization. The emphasis of strategic HRM is on strategic integration which is matching HRM strategies to business strategies. In this paper, we will
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specific characteristics, including its resources, capabilities, and core competencies” (p. 106, Coulter 2005). Internal analysis is important in order to find out where improvements are needed and what you could exploit more in order to gain competitive advantage. Internal analysis takes an inside-out perspective compared to the outside-in perspective of the external analysis. The question here is what you can do yourself. Other relevant questions are if the resources and competencies you possess fit the
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with a conclusion based on the articles strengths and weaknesses, as well as a personal perspective considering the theory put forward. Placing of the article in the wider strategy debate Elements of Hamel and Prahalad’s article can be attributed to a number of recurring themes in various different strategy debates. The most appropriate position, however, could be that it lies in the resource-based and positioning spectrum. Essentially – and very broadly – these opposing views are organisation
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the essence of strategy is choosing to perform activities differently than rivals do. Discuss. Strategy is the direction and scope of an organization over the long term which achieves advantages for the organization through its configuration of resources within a challenging environment to meet the needs of markets and to fulfill stakeholder expectations. According to Porter, the goal of strategy is to achieve a “superior long-term return on investment.” Economic value is created when customers
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the debate of Resource-based view vs. Positioning. Apparently, the authors in this article incline to the idea of resource-based view. The resource-based view deals with the organisation internal resources and takes advantages of those to construct firm’s strategies (Wernerfelt, 1984). Regarding resource-based view, Grant (2007) suggests that “the key to profitability is through an internal focus which seeks to utilize the unique characteristics of the company’s portfolio of resources and capabilities”
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production systems and competitive advantage: A resource-based view on the Volvo Production System. International Journal of Operations & Production Management, Vol. 33, Iss. 11/12 Post-print. This is an Author's Original Manuscript of an article accepted for publication in the International Journal of Operations & Production Management, Vol. 33, Iss. 12. Forthcoming. Company-specific Production Systems and Competitive Advantage: A resource-based view on the Volvo Production System Torbjørn H
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debate The contents of the article can be ascribed to different debates in strategy academia. However, resource based view (RBV) versus positioning view may be the most appropriate debate for this article. Basically, this debate reflects that company’s strategy is influenced by company’s internal resources or external industry environment (Whittington, 2001). Stalk et al (1992) hold the view that organizations can succeed; the key is whether the companies can transfer their fundamental business
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L E The Institution-Based View as a Third Leg for a Strategy Tripod by Mike W. Peng, Sunny Li Sun, Brian Pinkham, and Hao Chen Executive Overview This article identifies the emergence of the institution-based view as a third leading perspective in strategic management (the first two being the industry-based and resource-based views). We (a) review the roots of the institution-based view, (b) articulate its two core propositions, and (c) outline how this view contributes to the four
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the significance of controlling human resources in a firm. Since organizations have also become more dynamic and complex, the need to manage human resources has become more essential. In recent years, many individuals demanded for a more strategic approach to managing people in a firm, rather than the traditional methods, and thus the idea of strategic human resource management (SHRM) was adopted. Strategic human resource management is a branch of human resource management, and it can be defined as
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