After reading Strategic Human Resource Management by John Bratton, I came to the conclusion that, from a "constituency-based" standpoint, HR practitioners and scholars have embraced SHRM in order to increase the status of HRM as a field of study and, in the case of HR managers, to appear more "strategic," thereby elevating their position within organizations. Google is a fantastic illustration of a strategic approach to HRM.
In 2006, Google co-founders Sergey Brin and Larry Page made the decision to handle HR empirically, relying on employee data and input. One example of this is Project Oxygen, an ongoing management practices study that both identifies and measures essential management behaviors and assists in their development.
It gets technical, but in essence, Google engaged some astute people to perform a comprehensive statistical analysis of what their staff members consider to be effective managers. They taught the rest of the team how to imitate the eight traits that the top-performing managers had in common.
As a result, over time, Google's team KPIs and people management have improved, including turnover, satisfaction, and performance.
Why have academics and HR professionals embraced SHRM?
Number of replies: 3
In reply to NAJMO ABDULKADIR SHARIF .
Re: Why have academics and HR professionals embraced SHRM?
Great
In reply to NAJMO ABDULKADIR SHARIF .
Re: Why have academics and HR professionals embraced SHRM?
Good answer
In reply to NAJMO ABDULKADIR SHARIF .
Re: Why have academics and HR professionals embraced SHRM?
by NDANJI MUPETA . -
great answer