The common use of generic strategy typologies in strategic human resource management (SHRM), such as the typology proposed by Michael Porter (1980), is inaccurate and probably obsolete. SHRM research that examines the performance effects of human resource (HR) systems does not need to invoke the strategy construct in order to fulfill its goals. SHRM research that uses organizations' strategies ...

introduction: today, human resources are the most important competitive advantage of organizations. therefore, university administrators should be aware of how to effectively use this strategic factor and advantage. however, innovation is also a valuable tool in confronting uncertainty, and responding to and impacting the external environment. the aim of the present study was to determine the s...

The aim of this study is to explore the adoption of Strategic Human Resources Management (SHRM) approach in banking organizations that operates in Abha city Sauid Arabia. It aims also to examine the relationship between Human Resource Management (HRM) and organizational performance, in addition, it aims to explore the main problems and challenges that may face (HRM) in the targeted banks. A sur...

Intellectual capital has emerged as a key component in a firms‟ future success in innovation and knowledge building. This review paper investigates whether the recruitment and selection process is regarded as a strategic function in SMEs. The current debate is on the extent of Strategic Human Resource Management (SHRM) effectiveness on management practices. It is to ascertain which of the HR ar...

In looking at Iranian healthcare organizations, one major problem is evident: “lack of strategic human resource management”. There may live several factors that result this lack of interest or know-how practice of Strategic Human Resource Management (SHRM). Lack of SHRM in Iran might be the result of management definitions and methodologies that have been developed and used in Iran by delay bec...

abstract the purpose of this study was to investigate the simple and multiple relationships between the practices of the strategic human resources management and technical innovation in the public universities of isfahan. through classified random sampling, a sample of 480 faculty members from those universities in isfahan was selected. to collect data, strategic human resource management pract...

abstract. different groups of employees are managed differently and may require different leadership styles based on human resource characteristics, including uniqueness and strategic value of human capital. choosing concurrent leadership styles is one of the most important phases of the strategic human resource management (shrm), which attracts increasing attentions of many researchers. litera...

The authors identify the key challenges facing strategic human resource management (SHRM) going forward and discuss several new directions in both the scholarship and practice of SHRM. They focus on a clearer articulation of the “black box” between HR and firm performance, emphasizing the integration of strategy implementation as the central mediating variable in this relationship. There are di...

Early in the history of Strategic Human Resource Management (SHRM) literature, writers frequently discussed stakeholders to organization that were relevant Resources (HR) function. However, over years field narrowed its focus be primarily, if not solely, on one stakeholder: shareholders. While many authors have paid lip-service fact other exist, little attention was devoted what these meant for...

In this article, we extend strategic human resource management (SHRM) thinking to theory and research on high reliability organizations (HROs) using a behavioral approach. After considering the viability of reliability as an organizational performance indicator, we identify a set of eight reliability-oriented employee behaviors (ROEBs) likely to foster organizational reliability and suggest tha...