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SHRM is a learning module that scrutinizes compensational elements as well as non-compensational elements which make an organizational total rewarding system. Compensational elements may include variable pays or benefits whereas non-compensational elements of the learning module may include; job satisfaction. However, this module outlines a plan overview of a fictional company and factors that should put into consideration when developing a benefit-based system which is equitable in all perspectives and responsible for fiscal issues such as salary estimates and job assessment. This system markets benefits; should indicate its components to all prospective employees of the company. This plan focusses on potential employee communication, the applicants and the importance of federal laws that govern the benefits system as per the US labor policies. It is worth to note these rules are US based and may not necessarily apply to other parts of the world.

2.1 Perspectives on Strategic Human Resource Management (SHRM)

This plan is meant to inculcate and prepare all prospective employees and managers with useful business understanding. Decisions made from the available resources consequently affect the performance of the business in one way or the other. (Byars & Rue, 2006)Lack of solid theoretical foundation in SHRM over the last decade has resulted led to a dramatic shift which has continuously widened in attempts of researching this field from microanalysis levels to more advanced perspective. Through research, the strategic view of human resources has been appreciated as the approaches to SHRM. These strategies are meant to improve the gains and overall productivity of any given corporate or company. Consequently, this will be one of the ways of marketing rewards and sharing of benefits.

2.2 HM Practices and Theories in the Plan

Universalistic, eventuality and configurative perspectives are the three original arrangements that theorize this model. These provisions argue that use of HR practices while approaching SHRM are better than other methods and should be adopted globally. Empowerment or promotion in jobs, giving of incentives and providing health security cover improves the productivity of any given company by generating more profit. (Gomez, 2013) Likewise, encouraging rotation in the post having same circles and teamwork. Will result to gain in overall productivity in the enterprise.

Universal arguments are simple statements that are used in the literature of SHRM. They employ the use of dependent and independent variables across the