امروزه سازمانها به طور فزاینده ای بر اهمیت مدیریت استراتژیک منابع انسانی (SHRM) تمرکز دارند. مدیریت استراتژیک منابع انسانی SHRM نقش حیاتی در عملکرد سازمانها و رضایت شغلی ایفا میکند. مردم، به عنوان عنصر اصلی در توسعه سازمانی هستند. این تصمیمات استراتژیک، نیاز به مهارت و منابع انسانی را مشخص می کند.

بی کفایتی و عدم تعادل: تامین منابع، آموزش، توسعه، پاداش و روشهای ارزیابی منجر به عملکرد ضعیف منجر شده اند که موجب عدم رضایت شغلی می شود. اگرچه مبانی نظری گسترده ای درباره اثربخشی SHRM وجود دارد، ولی میزان اثربخشی شیوه های SHRM بر رضایت شغلی و عملکرد سازمانی به طور موثر بررسی نشده است. بنابراین، برای پر کردن این شکاف ها، هدف از این مطالعه بررسی رابطه بین شیوه های مدیریت استراتژیک منابع انسانی و رضایت شغلی می باشد. نتایج نشان داد که شیوه های SHRM (استخدام و انتخاب، آموزش و توسعه، ارزیابی عملکرد و جبران خسارت و پاداش) به طور مستقیم با رضایت شغلی ارتباط دارند. استراتژی مدیریت منابع انسانی اثربخش به طور سیستماتیک به سازماندهی تمام اقدامات مدیریت منابع انسانی فردی می پردازد تا تاثیر مستقیمی بر عملکرد کارکنان و رفتار آنها داشته باشد به گونه ای که کسب و کار به موفقیت سازمانی خود دست یابد. نهایتا مقاله از روش تحقیق کیفی برای بررسی رابطه بین مدیریت استراتژیک منابع انسانی و رضایت شغلی، عوامل موثر بر رابطه بین این دو و متغیرهای میانجی و نحوه تاثیر آنها استفاده می کند. سپس این مقاله چارچوب مفهومی ارائه می دهد که به تبیین رابطه بین مدیریت استراتژیک منابع انسانی و رضایت شغلی می پردازد.

عنوان انگلیسی:

Relationship Between Strategic Human Resource Management And Job Satisfaction

Abstract

Organizations today have increasingly focusing on the importance of Strategic Human Resource Management (SHRM). Strategic human resource management (SHRM) plays a vital role to organizations performance and job satisfaction. People become an essential element to organizations development. These strategic decisions determine the demand for skills and human resource. Incompetent and unbalanced: resourcing, training, development, reward, and appraisal methods have led to poor performance which causes job dissatisfaction.

Although, extensive literature is available on the SHRM effectiveness, but what SHRM practices can influence job satisfaction and organizational performance is not effectively studied. Thus, to fill this gap, this study aims to examine the relationship between SHRM practices and job satisfaction. Results indicated that SHRM practices (recruitment and selection, training and development, performance appraisal and compensation and rewards) are directly linked with job satisfaction. Effective human resource management strategy systematically organizes all individual human resource management measures to directly influence employee performance and behavior in a way that leads business to achieve its organization success. At last, the paper takes the qualitative research method to study on the relationship between strategic human resource management and job satisfaction, what factors influence on the relationship between the two, and the mediating variables and how to influence the process. Finally, this article develops a conceptual framework that explains the relationship between strategic human resource management and job satisfaction.

INTRODUCTION

Strategic Human Resource Management (SHRM)

The concept of SHRM developed during the late 1980s and early 1990s that stressed on integrative, proactive and value driven methodology to HRM. This new paradigm views the HRM as a strategic rather than responsive, rigid and managerial as it considers human resources as an asset for the organization (Zeeshan and Sarwar, 2014). The term strategic human resource management is better understand by making its comparison with human resources management. The focus of Human resource management (HRM) is on recruiting and hiring the best employees and providing them with the compensation, benefits, training, and development they need to be successful within an organization.

However, strategic human resource management takes these responsibilities one step further by aligning them with the goals of other departments and overall organizational goals. HR departments that practice strategic management also ensure that all of their objectives are aligned with the mission, vision, values, and goals of the organization of which they are a part. Strategic human resource management is the practice of attracting, developing, rewarding, and retaining employees for the benefit of both the employees as individuals and the organization as a whole. HR departments that practice strategic human resource management work with required coordination and team work. They interact with other departments within an organization in order to understand their goals and then create strategies that align with those objectives, as well as those of the organization.