The topic of Human Resources Management is considered one of the most important issues that has captured the attention of many specialists in the field of business administration, given the great importance of the human element, which is regarded as one of the most critical factors of production within an organization.
Through the changes and transformations, the world is witnessing across various aspects of contemporary life, many organizations are now facing problems of either a surplus or a shortage of Human Resources in different areas of work at certain times.
While certain departments or divisions in these organizations complain of having more staff than they actually need, other departments or divisions suffer from work overload and are unable to achieve their goals due to a shortage of human Resources.
This has led to a growing focus on Human Resources in contemporary organizations and its integration into strategic management, whereas previously this focus was limited to a small number of specialists working in a specialized organizational unit known as the “Human Resources Department.” Strategic Human Resources Management, or “people strategy,” centers on creating a coherent, planned framework for recruiting, managing, and developing employees in ways that support the organization’s long-term goals and help ensure that the various aspects of personnel management work together to foster the behavior and culture necessary to create value and achieve performance objectives.
The main objective of strategic Human Resources Management is to address issues related to organizational culture, structure, effectiveness, and the alignment of Resources with performance. It should be noted that the source of competitive advantage lies primarily in the strategic management of human and intellectual capital—represented by talent—through the attraction, development, recruitment, and retention of these human Resources.
By Dr. Samuel Essam Ammanoeeil
Professor of Management and Strategic Planning –At Egyptian Universities