Different Dimensions of Strategic Human Resource Management Coursework

Different Dimensions of Strategic piece Resource Management - Coursework ExampleIf the employees were found positive then they were dismissed from their job. The company was dealing in controversial drugs. We would be focusing on the case of James, a sales team leader in the office. He was found guilty when a sudden drug test was conducted on him and results were positive. The company took the decisiveness which was similar for all. He was dismissed. In this aspect the role and reach of the kind being election department is analyzed. The legitimate reach of the HRD, ethical issues that the HRD has to keep in mind and the role of the trade couplings in the organization argon also discussed. The legal help that an employee may receive if he/she is unfairly dismissed by the company is also analyzed in the study to advice both the parties in the case the next steps that they stop take. It is the duty of the HRD to solve issues within the company, so that they would not have to sp end unnecessary money in legal cases. Generally companies solve issues through mutual talk with trade unions or compensate the employee for the bolshy that he/she had to bear for sudden unemployment. In this case Ms Davison was the bridge between the trade union and the management of the company. She was supposed to solve issues and settle the matter. It was recommended that the personnel should be given a second line up for improvement with strict notice of warning. Termination is a final and drastic step, which could be only taken after few oral or written warnings. Introduction In this study we are spill to discuss in detail about the different dimensions of strategic human resource management. Strategic human resource management simply means to manage the employees or human resources of the company, by keeping in mind the long-term goals and profitability of the company. Organizations are looking for such human resources who would prove to be singular assets and can provide sustainability to the company. Due to drastic changes in the business environment, increase diversity in the workforce, increasing focus on profitability and technology, the importance of managing the workforce efficiently has increased. The basic function of the human resource department is to ensure that the company has competent, willing and efficient workforce. There are several other functions that the human resource department of the company has to monitor along with recruitment and selection of the employees. These functions includes job analysis, training the employees, monitor performance of the employee for appraisal, ascertaining the remuneration for the particular job position or employee, allotting incentives for good performance, taking care of the employee expediency policies of the company, acting as a communication channel between the employees and the top level management, developing employee welfare, pencil eraser and health care plans, taking care of promotion s, transfers, maintaining industrial relationships, handling the issues of the Trade Union, solving disputes within the employees or departments, assessing the ethical issues in the department or