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澳洲留学人力资源管理论文范文

时间:2015-06-22 15:32来源:www.ukthesis.org 作者:英国论文网 点击联系客服: 客服:Damien

Strategic Human Resource Management

这是一篇澳洲留学论文,是有关人力资源管理类的文章。在现代企业发展过程中,人力资源管理是极为重要的一个组成部分,本文以严格的格式要求,严谨的治学态度为大家详细示范了澳洲留学论文的写作技巧和方法,以期帮助大家提高对澳洲留学论文的认识,提高大家的论文写作水平。
 

IS STRATEGIC HUMAN RESOURCE MANAGEMENT AN EFFECTIVE TOOL FOR MERGER AND ACQUISITION PROCESS, IN TERMS OF KNOWLEDGE, SKILLS AND EFFICIENCY?
 

Introduction
 

First chapter of my dissertation will talk about the back ground of the proposed dissertation topic. This back ground discussion will lead our focus to the actual problem area. As the main actors of my discussion are human so the related topic's back ground, like HRM, strategic HRM, and integration of SHRM with overall business strategy and the new role of SHRM especially in the process of mergers and acquisitions, will be focused. Later discussion will focus on aims and objectives of my research and will also explain the dissertation structure.
 

Background
 

Business world is so dynamic especially in current era when organizations face lot more complicated challenges and strict competitions. To cope with new challenges, organizations employee new management tools, methods and philosophies. These tools and philosophies help management in gaining competitive advantage to survive in the business world. Among these philosophies, strategic HRM is one, which helps businesses to survive and gain competitive advantage in current dynamic environments.
 

To learn more about the role of Strategic HRM, first we need to know what strategic human resource management actually means, as we know till that point that this a management philosophy helping organizations in facing new challenges in ever changing environment. The concept of Human resource management is not new. It is on the business horizon from last 100 years discussed and debated in different forms, shapes and names but the actual human resource management can actually be traced back in 1960's when the importance of employer and employee relationship was more focused. Improved education and skills actually developed the concept of Human resource management over the years. This development took a new turn when in 1980's HRM became the integral part of business strategy and was named as strategic human resource management. That field of business management is actively involved in all business decision and plans related to relations of employee and organization.
 

The involvement of SHRM in restructuring and developing organization can be seen in the shape of different tools and methods adopted by organization like decentralize decision making, flattened hierarchies, training etc. This involvement is much needed during Merger and acquisitions process where SHRM can help this process in terms of knowledge, skills and efficiency. To allocate resources accurately ,like employing right people with right skills and knowledge, organizations need to bring in the SHRM at the time of strategy development not at middle or later stages. Introducing SHRM at start of strategy making will help organizations to achieve their goals and objectives of proposed merger or acquisition.
 

Organizations need to manage their human resources very systematically and strategically to gain competitive advantage. SHRM provides organizations an opportunity to align and integrate people's resources with strategic management. This integration and alignment will ensure that right people, working on right places with right tool, implementing right policies to gain overall goals and objectives of the organization.
 

The popularity of SHRM is growing day by day as an effective tool to do effective business. In this growing popularity human resources are treated as "the available talents and energies of people who are available to an organization as potential contributors to the creation and realization of the organization's mission, vision, strategy, goals and objectives which helps organizations in order to improve the business performance". Jackson and Schuler (2000)
 

My research dissertation will try to establish a link between SHRM being an effective tool in M&As process in terms of a knowledge, skills and efficiency contributor. This link can be seen in the statement given by Narasimha,S. (2000) as "Strategic HRM take a different colour when we view them as contributing to organizational knowledge stocks". So it is apparent that SHRM is capable of doing much more than the traditional HR in achieving business goals and objectives.
 

Reason to Choose This Dissertation Topic
 

As my dissertation revolves around SHRM so the main reason of choosing this topic is to establish a link in between organizational development and the role of SHRM. My focus would be the areas where SHRM can play a critical role in developing organizations especially when organizations decide to acquire or merge with some other organizations for number of reasons like to increase the share holders value, expansions , strategic alliances, access to new markets, elimination of competition etc.
 

Usually organizations face swerve problems when they go through these M&As processes, so my main aim is to focus on what should have been done in advance of this process, during and after the process to make such deals successful. Top management plans, middle level management execute the plans and general employees do what they asked to do, to ensure the success of business plans. In my dissertation I will focus on how SHRM approaches and models can be effectively implemented and executed and how these models maintain the consistency in achieving business goals and objective not only today but in future as well.
 

Another area of my focus would be provision of knowledge and skills by SHRM to the organizations, efficiently. These are new tools and techniques that can have a great effect in the times of mergers and acquisitions and require active involvement of both sides to achieve set goals.
 

Another field in which I would be looking into to establish my research is performance management. My research will try to identify the Importance and criticalness of implementation of this system into the organization as this implementation is not easy as claimed by Elaine, D. P. (2009, Pg.3) "Performance management is known as the "Achilles' Heel" of human capital management, and it is the most difficult HR system to implement in organization." This system is all about defining, assessing and refining the work outcomes and attitude of employees. This effective system of performance management should give organization a leading edge as compare to their rivals.(责任编辑:BUG)



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