Greenwich University
Strategic Human Resource Report
Introduction Human resource is one of the most important assets in organization; therefore, proper management is very essential. Moreover, organization effectiveness depends on the quality of the workforce and their effectives. Human resources is a term used to describe the individuals who make up the workforce of an organization. Human resource strategies contribute and influence the kind of organization strategies that are used (Armstrong, 2000, p.52). When developing human resource strategies, some factors must be considered namely organization's vision, mission, and goals. Moreover, the strategies should be inclusive of all groups of people in the firm. In developing an HR strategy, the company must analyze the characteristics of its industry, determine its competitive advantage, and identify key processes and key people. HR strategies are essential as they benefit the company, and improve employee satisfaction, further their success is derived from the strategies becoming coherent and consistent practices in the organization (Bamberger and Meshoulam, 2000, p.179). The purpose of strategy is to maintain a position of advantage by capitalizing on the strengths of an organization and minimizing its weaknesses. Some types of strategies are growth, retrenchment, and stability strategies. There is need to develop a more focused and coherent approach to managing people in organizations, since there are rapid changes occurring. In developing these approaches, it will be essential to consider the kind of people in the organization and the programs applicable in developing and retaining the staff. It has been argued that human resource practices lack coherence and consistency, this paper will analyze why design and implementation of strategic human resource lack coherence and consistency. Primarily it will also focus on how lack of understanding of best fit is causing lack of coherence and consistency....