1. STRATEGIC  HUMAN  RESOURCE  MANA

1. STRATEGIC
 HUMAN
 RESOURCE
 MANAGEMENT
  (SHRM)
 
Human
 resource
 management
 (HRM)
 has
 gradually
  begun
  to
  be
  seen
  as
  an
  integrated
  process
  of
  strategic
  management,
 after
 the
 development
 of
 a
 new
 discipline
  referred
 to
 as
 Strategic
 Human
 Resource
 Management
 [8].
  This
 shift
 in
 the
 perception
 of
 HRM
 is
 based
 on
 the
 idea
 that
  HRM
 should
 be
 seen
 as
 a
 strategic
 factor,
 not
 only
 for
 its
  role
 in
 improving
 the
 efficiency
 of
 business
 strategy,
 but
  also
 as
 a
 potential
 source
 of
 sustainable
 competitive
  advantage.
 Therefore
 a
 belief
 that
 HRM
 strategy
 can
  significantly
 affect
 the
 performance
 of
 the
 entire
  organization
 has
 been
 adopted
 gradually.
 
Wright
 and
 McMahan
 define
 strategic
 human
 resource
  management
 (SHRM)
 as
 "the
 pattern
 of
 planned
 human
  resource
 deployments
 and
 activities
 intended
 to
 enable
 an
  organization
 to
 achieve
 its
 goals"
 [8].
 Armstrong
 sees
 SHRM
  as
 an
 integrated
 process
 that
 aims
 to
 achieve
 strategic
  coherence
 [1].
 Olexová
 defines
 SHRM
 as
 an
 approach
 to
  decision-­‐making
 about
 the
 intentions
 and
 plans
 of
 the
  organization
 related
 to
 human
 resources
 –
 the
 nature
 of
  their
 employment,
 recruitment
 and
 selection
 practices,
 staff
  training
 and
 development,
 performance
 management,
  compensation
 and
 labor
 relations
 [4].
 Since
 1980
 HRM
  strategy
 has
 become
 an
 increasingly
 important
 topic
 in
 the
  field
 of
 HRM,
 since
 it
 provides
 resources
 that
 companies
 can
  use
 to
 increase
 their
 competitiveness
 and
 promote
  management
 efficiency
 [6].
 An
 effective
 HRM
 strategy
  systematically
 coordinates
 all
 of
 the
 various
 HRM
 measures
  and
 implements
 them
 to
 directly
 influence
 the
 attitudes
 and
  behavior
 of
 employees
 in
 a
 manner
 that
 will
 help
 the
  company
 achieve
 its
 specific
 objectives
 [3].
 Organizations
  should
 be
 aware
 that
 SHRM
 involves
 active
 management
 of
  people.
 Simply
 put,
 it
 is
 designed
 to
 help
 organizations
 
which
  aim
  to
  meet
  the
  needs
  of
  their
  employees,
  while
  promoting
 the
 goals
 of
 the
 company.
 
In
 the
 formulation
 of
 HRM
 strategy
 there
 are
 three
  possible
 cases
 [5]:
 
 
1. HRM
  strategy
  and
  business
  strategy
  are
  two
  mutually
  unrelated
 documents.
 
2. HRM
 strategy
 is
 superior
 to
 business
 strategy.
 
3. Business
 strategy
 is
 superior
 to
 HRM
 strategy
 and
 HRM
  strategy
 is
 an
 integral
 part
 of
 business
 strategy.
  In
 practice,
 the
 third
 case
 is
 the
 most
 commonly
 used
  and
 the
 most
 preferred.
 If
 the
 business
 strategy
 is
 not
  supported
 by
 the
 HRM
 strategy,
 it
 is
 not
 possible
 to
 achieve
  long-­‐term
 success
 [2].
 
Dowling
 and
 Schuler
 distinguish
 three
 types
 of
 HRM
  strategies
 [3]:
 
 
-­‐ Utilization
 strategy.
 
-­‐ Facilitation
 strategy.
 
 
-­‐ Accumulation
 strategy.
 
Companies
 that
 adopt
 the
 accumulation
 strategy
 usually
  fill
 their
 vacancies
 from
 internal
 resources
 and
 provide
  career
 opportunities
 to
 their
 employees
 abroad.
 These
  companies
 pay
 close
 attention
 to
 the
 training
 and
  development
 of
 employees,
 they
 emphasize
 fair
 internal
  salary
 and
 provide
 many
 kinds
 of
 motivation.
 Conversely,
  firms
 using
 utilization
 strategy
 are
 characterized
 by
 their
  tendency
 to
 assess
 the
 performance
 in
 the
 short
 term
 and
  on
 an
 individual
 basis,
 while
 ensuring
 a
 lower
 basic
 salary
  and
 worse
 job
 security.
 In
 regards
 to
 the
 companies
  applying
 facilitation
 strategy,
 their
 HRM
 practices
 are
  usually
 somewhere
 between
 companies
 that
 have
 adopted
  the
 utilization
 strategy
 and
 those
 that
 use
 the
 accumulation
  strategy.
 

ผลลัพธ์ (ไทย) 2:

1 HRM   กลยุทธ์  และ  ธุรกิจ  กลยุทธ์  เป็น  สอง  ร่วมกัน  ที่ไม่เกี่ยวข้องกับ เอกสาร. 2 HRM  กลยุทธ์ เป็น ที่เหนือกว่า ให้กับ ธุรกิจ กลยุทธ์. 3 การใช้ กลยุทธ์. - อำนวยความสะดวก กลยุทธ์. -