In today’s rapidly changing globalised business environment, human capital has become one of the keys to competitive advantage. Consequently, any good business strategy must fully utilise the inimitable assets of people through their knowledge, skills and abilities. This highlights the need for strategic human resource management (SHRM). The key assumption of SHRM is that organisational performance is affected by employees through a set of human resource (HR) practices (Pan et al 2006).
A review of the literature linking HR practices to business strategy shows two conflicting perspectives in SHRM. The universalistic perspective suggests that there is a universal set of best practices that any business can adopt to improve organisational performance. Conversely, the contingency perspective suggests that business performance will improve when there is consistency or fit between business strategy and HR policies. This essay will discuss the theory and models behind each perspective......

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Title: Critically Discuss The Various Existing Models Linking Organizational/ Business Strategy With Hrm Strategy
Approximate Word Count: 1912
Approximate Pages: 8 (250 words per double-spaced page)

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