Strategies of Human Resources Management

Introduction

Strategic Human Resource Management is an organized and coherent approach towards the management of any institution’s most valued asset which is its employees. Its functions involve the recruitment, management and direction of the people in that institution for maximum potential realization and achievement of the institutional objectives and most principally profit making (Cathy Monks and John McMackin, 2001).

Main

My reference organization is the U.S Army. The United States Army is a military organization and supports the National Security and Defense Strategies. It is also the most ancient (1775) branch of the U.S Armed Forces of the seven disciplined forces. The United States stands out as a dedicated super power and plays a very important role of safeguarding world peace and security. This responsibility is undertaken due to the increase in the use and production of weapons of mass destruction by rogue nations and terrorists some of whom harbour sinful intent of military and destructive retaliation of past atrocities and gainful security actions against their states (J.Hoge, 2006).

The U.S Army also undertakes the responsibility of surveillance, investigation and provision of legal immunity to individuals and nations which deserve the same. It also protects its citizens and residents of the United States besides philanthropic assistance in times of disasters and calamities (Richard Brennan).

Top of the U.S National Security Strategy includes the following: Maintaining the U.S preeminence within its area of operation including provision of homeland security, defeating Global terrorism in partnership with the countries of similar security policies and will, Defusing Regional conflicts and ensuring that peace prevails while protecting human rights, Prevention of threats of weapons of mass destruction and development of Cooperative Action with the main Global centres of power (Lynn E.Davis and Jeremy Shapiro).

The U.S Army has a strategic management system called the U.S Army Strategic Management System, developed by the management. Spider Strategies to improve the Army’s enterprise performance and to align the strategic focus across the different organs of the Army for timely decision making and reinforcement of performance, accountability and notable improvement. The U.S Army Strategic Management System makes the performance of Tasks like recruitment,organization,supply,training,equipping,housing,sustaining and administering the capabilities and forces of the Combatant Commanders in support Nation’s security and defense strategies. This is effectively communicated down from the Secretary of the Army to all levels of responsibility. (The U.S Army Strategic Management System, 2006.)The U.S Army also employs the lean six sigma to remove barriers to operations, reduce processes, involve the employees and empower them (Lean Six sigma organization, 2007).

In my perception, the human resources department in this organization has been well organized with commendable military precision. This is because the department identified its role clearly as stipulated in the U.S Army National Security Policy, engaged a reputable institution (Spider Strategies) to develop a workable strategic Management System for the U.S Army. This undertaking led to an exemplary system of management which has made the U.S Army one of the well prepared, trained, equipped, and swift in operation and relief services globally. This Strategic Management system has enabled the U.S Army maintain the U.S preeminence globally, provision of homeland security, fight global terrorism in partnership with the countries advocating for world peace and prosperity, defuse regional conflicts and has as well ensured that global peace prevails by protecting human rights(The War Against Terrorism in Afghanistan, and that against weapons of Mass Destruction in Iraq spanning from 2003), and development of Cooperative Action with the main Global centres of power including The United Kingdom and Germany.

The U.S Army plays a vital strategic role through its strategic Human Resource Management, which are recruitment, management and direction of the people in the institution for maximum potential realization, empowerment and achievement of the institutional objectives. The role played by the Strategic Human Resource Management by the U.S Army has improved the outcome of the U.S Army services (John W.Boudreau, 2003).

The strategic role played by the U.S Army is evident in carrying out its mandate in both at home and in the world. This includes: Provision of security,defusion of regional conflicts especially pre_empted action on weapons of mass destruction and combating global terrorism networks like in Afghanistan and Iran, Relief Aid both at home and away. The U.S Army has successfully integrated talents and skills of its military and civilian members to form a Total Army without any form of noticeable controversy of its functioning g and operations. The Department of U.S Army was ranked one of the top ten Federal work places for 2007 (Leading Change U.S Army Review 2007).

The U.S Army has exhibited an exceptional aerospace control through it’s hi tech, edge cutting technologies which have ensured its military dominance and success in changing despotic and tyrannical regimes globally (Shubhash Kapila, 2004).

Conclusion

In conclusion, the U.S Army Strategic Human Resource Management System has been hugely the precursor to its timely military actions, decisive relief service action, provision of standard security to its citizens and the world respect for the U.S disciplined Forces. Indeed the 21st Century like, the 20th Century is considered in equal measure as the United State’s Century due to it’s capability to handle both internal and global affairs successfully without compromising its Foreign Affairs policy and its principle mandate to the U.S citizens.

References 

  1. Article.2000.Leading Change.
  2. Beer et al. (1984) Managing Human Assets.
  3. Charles J, Fornbrun, Noel M.Tichy, Mercy N.Devanna.Strategic Human Resource Management 1984. Web.
  4. John W.Boudreau, Sustainability and the Talentship Paradigm: Strategic Human Resource
  5. Lynn E.Davis and Jeremy Shapiro.2006. The U.S Army and the New National Security Strategies.
  6. Management beyond the Bottom line, 2003.
  7. Meikah, 2007(posted) Lean Six sigma organization, 2007.
  8. Moore, Michael L, 2007.Beyond HR: The New Science of Human Capital.
  9. Peter M.Ramstad. 2004. Personal Decisions International, 2004
  10. Management beyond the Bottom line, 2003.
  11. The U.S Army Strategic Management System, 2006.
  12. Shubhash Kapila, 2004.