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

Human resource guidance (Case study) - Essay ExampleIt defines the organisations behaviour and how it tries to cope with its environment. More precisely, the MBA Tutorials (2010) defines SHRM as the linking of tender resources with strategical goals and objectives in order to improve business performance and develop transcriptional culture that foster transmutation 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 mutu bothy supportive (2) a great amount of responsibility is transferred vote 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 hurt of manifesting the presence of strategies that show emphasis on peopl e that has seen HR issues ascend the corporate agenda, with the money boxs declared goal of measurably increasing its leadership capacity by 2011 (Case facts, 2). ... .to introduce real spheric 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 mount in the light of the recent 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 strength 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 measured 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 Management 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 assess 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 strength sufficient. HR departments must be able to demonstrate the value of their strategic contributions (2003, 3) which are most relevant 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