| Abstract [eng] |
Strategic human resource management is understood as an integrated process whose main objective is to improve the performance of an organization, but the links between human resource management and organization performance, which are widely discussed in scientific literature, still do not provide a consensus on how human resource management affects organization performance. While strategic human resource management gives an organization a competitive advantage, the ever-changing external environment requires a different approach to human resource management. Another important approach to strategic human resource management is related to the diversity of human resource management practices, as the organization creates human resource management kits, when implementing a business strategy, that provide exclusivity. Therefore, it is important to find out not only what human resource practices an organization must apply in its activities in order to gain a competitive advantage, but also what mutual balance they create. Not only is the choice and consistency of human resource management practices important, but also how they are implemented in the organization. Much uncertainty remains in the assessment of human resource management, as it is common for every organization to measure financial performance, but little attention is paid to the assessment of human resource management. |
