Different Dimensions of Strategic Human Resource Management Coursework

Different Dimensions of Strategic Human Resource Management - Coursework ExampleIf the employees were found positive then they were dismissed from their job. The caller-out was dealing in controversial drugs. We would be focusing on the case of James, a sales team leader in the office. He was found finable when a sudden drug test was conducted on him and results were positive. The company took the decision which was similar for all. He was dismissed. In this aspect the role and reach of the human resource part is analyzed. The legal reach of the HRD, ethical issues that the HRD has to keep in mind and the role of the trade unions in the organization are also discussed. The legal answer that an employee may receive if he/she is unfairly dismissed by the company is also analyzed in the landing field to advice both the parties in the case the neighboring steps that they can take. It is the duty of the HRD to figure out 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 loss that he/she had to bear for sudden unemployment. In this case Ms Davison was the bridge mingled with 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 chance for im fixment with strict respect 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 going to discuss in detail about the different dimensions of strategic human resource management. Strategic human resource management only when means to manage the employees or human resources of the company, by keeping in mind the long-term goals and lucrativeness of the company. Organizations are looking for such human resources who would prove to be unique assets and can provi de sustainability to the company. Due to drastic changes in the business environment, increasing 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 some(prenominal) 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, monitoring performance of the employee for appraisal, ascertaining the remuneration for the particular(a) job position or employee, allotting incentives for good performance, taking care of the employee benefit policies of the company, acting as a communication channel between the employees and the top aim management, developing employee welfare, safety and health care plans, taking care of p romotions, 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