Human Resource Managment Term Paper Example | Topics and Well Written Essays - 3000 words

Human imaginativeness Managment - Term Paper ExampleA distinctive capability that creates high up value and differentiates an system from its argument is a core competency. Human imagination Management policies help to define the approaches that are adopted in the organization both in developing employment practices and in implementing them and constitute specific guidelines for managers, facilitating empowerment, devolution and foreign mission (Armstrong, 2006, p.147). Human resource or employment policies help to establish somatic values, shape corporate cultivation and provide frameworks to promote consistent and equitable decisions on the management of employees. To increase an organizations private-enterprise(a) advantage, one of the important goals of human resource management in an organization is to promote employees motivation towards achieving increase productivity. Similarly, changing the organizations culture to one that is more empowering for employees, helps to attain organizational objectives. Thesis instruction The purpose of this paper is to investigate the importance of Human Resource Management in helping an organization to achieve agonistic advantage. HRM Strategies for Achieving Organizational Competitive Advantage Human Resource Management strategies are approaches that are adopted in the organization for both developing and implementing employment practices they are based on policies or specific guidelines for managers facilitating empowerment, devolution and delegation (Armstrong 2006, p.147). Human resource strategies aim to establish corporate values, shape corporate culture and provide frameworks to promote consistent and equitable decisions on the management of employees. According to Burke and barrel ratr (2005), traditional views on competitive advantage focused on barriers to entry as economies of scale, patent protection, feeler to capital, and regulated competition (p.3). More recent perspectives have emphasized a d ifferent source of competitive advantage, a companys human resources and human capital. Organizations are confronted with new demands arising from increased competition, globalization, and technological advances. These phenomena make creativity, innovation, speed and flexibility vital for organizational efficiency. These assets are abstract, do not appear on a balance sheet, but exist in people and management systems. The role of human resource dodging to optimize organizational performance is being reconsidered. Rather than seeing the HR function as a cost, it should instead be seen as an investment, a strategic lever for the organization in creating value (Burke & Cooper, 2005, p.3). Thus, on that point is an increasing trend for human resources to be considered as the main differentiating factors contributing to a companys competitive advantage. This underscores the belief that the knowledge and skills of employees is much more difficult to imitate, as compared to other resourc es. Thus, Human Resource Management believes employees to be valued assets, with the potential to ensure competitive advantage based on their commitment, adaptability and high quality skills. A study