CORPORATE AND HR STRATEGY

In this essay the core targeted issues are the description the main terms: corporate strategy, strategic human resource management, human resources, human resource management. 

Human resource management (HRM) is universal in terms of strategies, policies and processes. The term has gradually replaced personnel management. Managing and developing human resources in the international(global) setting is increasingly recognized as a central challenge, particularlyto multinational enterprises (MNEs). Human resource management is bothacademic theory and a business practice that addresses the theoretical and practice techniques of managing a workforce. While the theoretical aspectsof the discipline may also be universal, the same cannot be said of its practice. The paper defines human resource management, the theoretical basis of the discipline, business practice and global or international humanresource management. Thereafter, the paper concentrates on global perspective or issues in international human resource management practice.

First of all let’s define the meaning of Human Resource management as one of the functional area of management and is commonly referred to as HR department.

Human resource management is the strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms “human resource management” (HRM)and “human resources” (HR) have largely replaced the term “personnel management” as a description of the processes involved in managing people in organizations. Human resource management can also be defined as the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. As a change agent, it is concerned with the nature of and regulation of the employmentrelationship at the level of the workplace and broader society. 

• The need to search for new ways of working

• The central role of managing in promoting change

• The treatment of workers as individuals rather than part of a collectiveworkforce

• The encouragement of workers to consider management as ‘partners’ rather than as opponents – ‘us and us’, rather than ‘us and them’[4].

At the same time, the meaning of corporate strategy is the following: it is the overall scope and direction of a corporation and the way in which its various business operations work together to achieve particular goals [1].

The second meaning of strategic human resource management is proactive management of the employees of a company or organization. Strategic human resource management includes typical human resource components such as hiring, discipline, and payroll, and also involves working with employees in a collaborative manner to boost retention, improve the quality of the work experience, and maximize the mutual benefit of employment for both the employee and the employer [1].

Corporate strategy helps to formalize organizational actions and approaches to management. 

With regard to the role and place of HR-units in the organization, it have to be told about positive trends and about expansion functional responsibilities of HR strategy. They are required flexibility and magnitude of thinking. Their activities should change in compliance with rapidly changing business conditions. Employees HR departments play a primary role in attracting, developing and keeping the right talent.