Human resource management (Case study) Essay Example | Topics and Well Written Essays - 1750 words

Human resource management (Case study) - Essay ExampleIt defines the organisations demeanor and how it tries to cope with its milieu. More precisely, the MBA Tutorials (2010) defines SHRM as the linking of human resources with strategic goals and objectives in order to improve business performance and develop faceal culture that foster aim and competitive advantage (par. 1). The key features of SHRM were identified as (1) some organizing strategies or schemes link individual human resource interventions so that they are mutually corroborative (2) a great amount of responsibility is transferred down the line for the management of HR and (3) there is a precise link between overall organization strategy, organization environment, HR policies and practices (MBA Tutorials, 2010, par. 3) In this regard, the Talent Management at Standard Chartered Bank displays features of SHRM in terms of manifesting the presence of strategies that show emphasis on people that has seen HR issues ascen d the corporate agenda, with the banks declared goal of measurably increasing its leadership capacity by 2011 (Case facts, 2). ... .to introduce certain(prenominal) global standards and tools, (and) to give managers some freedom to decide locally how best to use them (Case facts, 3). 1.2 Comment on the relevance of this approach in the light of the juvenile banking crisis? The Talent Management program that is consistent with the SHRM approach is appropriately significant in the light of the recent banking crisis due to its ability to gauge performance of forcefulness and bank branches regardless of their assigned locations it has the ability to generate and integrate performance of employees on a global scale. In this regard, the effect of changes in the external environment could immediately be banknoted in terms of repercussive effects on bank branches worldwide and on how creative managers and respective personnel are in responding to the external pressures. The Talent Manag ement Program of Standard Chartered manifests acknowledged the important roles and functions of HRM opting to implement SHRM in adapting to diverse factors from the external environment and adjusting to the demands of the times. Its ability to prise its effectiveness evolves into encompassing areas of employee development (employee behavior, attitudes and skills), competencies, performance, as these attributes all contribute to the achievement of organizational goals. As Cabrera & Cabrera averred, no longer are operational measures of internal cleverness sufficient. HR departments must be able to demonstrate the value of their strategic contributions (2003, 3) which are most applicable especially during the financial crisis. 1.3 Why is it important to measure the impact of SHRM? What might be included in an evaluation strategy to measure the impact of SHRM in