Human Resources and Organizational Strategy Essay -- Business, Organiz

Human Resources and Organizational strategyIntroductionOrganizational success or failure is dependent on a myriad of variables that can be challenging to measure and interpret. conquest or failure can simply be luck and time or an orchestrated and deliberate effort. As new technologies allow organizations the efficacy to rapidly measure and assess its internal and external environmental factors, much efficient strategies can be quickly implemented. The focus of this literature refresh is specifically on one of these mentioned variables. The paper will detail the consanguinity that Human Resources (HR) practices have with an organizations strategic goals and vision. HR is be by the Society for Human Resource Management as, The function dealing with the oversight of people employed within the organization. (SHRM, 2011). The primary functions of administrative, development and management. administrative functions include those tasks that are often considered overhead, s uch as benefits and payroll management. Development, or HRD, is defined by Swanson (2001) as, Human resource development is a routine of developing and/or unleashing expertise through organization development (OD) and military unit 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 department and with the overarching organisational strategies. This paper will attempt to give a broad overview from the addressable 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 current practices and trends. Lastly,... ...an come near of partnership is critical for organizations that want to gain competitive advantages. Butler, Ferris & Napier (1991) state this as, the more management believes that HRM contributes to corporate success, th e more its role will be structured into the firms strategic planning process. (as cited by Rose & Kumar, 2006, pg. 3). Additionally, organizations that apply energy and resources to HRD benefit from an increase in human capital. Lpez-Cabrales, literal & Valle (2011) state the benefits of building human capital as, If the company adopts appropriate procedures of personnel office management, human capital can be orientated to the achievement of sustainable competitive advantages (pg. 5).In conclusion, it is recommended that further literature reviews be completed to explore study results that supplement or add to information already reviewed.