BGB Executive Market Analyses Service has purpose to ensure that HRM is fully integrated with the strategy and strategic needs of the firm; HR policies are coherent both across policy areas and across hierarchies; and HR practices are adjusted, accepted and used by line managers and employees as part of their everyday work.
SHRM therefore has many different components, including HR policies, culture, values and practices with strategic business needs, and reflects management’s overall plan for survival, growth, adaptability and profitability. The strategic HR activities form the main components of HR strategy. This approach explains the significance of the HRM activities in achieving the organisation’s strategic needs, and shows the interrelatedness of activities that are often treated separately. This is helpful in understanding the complex interaction between organisational strategy and HRM activities.
This model further shows the influence of internal characteristics (which mainly consists of factors such as organisational culture and the nature of the business) and external characteristics (which consist of the nature and state of economy in which the organisation is existing and critical success factors, i.e. the opportunities and threats provided by the industry) on the strategic business needs of an organisation. This model initially attracted criticism for being over-prescriptive and too hypothetical in nature. It needs a lot of time to gain an understanding of the way strategic business needs are actually defined. The melding of business needs with HR activities is also very challenging, mainly because linkages between human resource activities and business needs tend to be the exception, even during non-turbulent times. In essence, the model raises two important propositions that are core to the strategic HRM debate. These are:
What is the level of integration of BGB HRM into the business strategy?
What level of responsibility for HRM is devolved to line managers?
For clients interested in strengthening their existing management team, or in attracting executives to establish new operational areas or to enter new regions, we offer services to develop a reserve pool of suitable candidates.
Taking the client’s requirements as our starting point, we conduct a comprehensive analysis of the executive market in the relevant sector. This involves research on the candidate market, based on the parameters set by the client for sector, position, organizations in the segment, regions, and others. Following these analyses, we provide the client with information on earmarked candidates who could be attracted to join their company on either a short- or long-term basis. In the case of entering new markets, we also provide the necessary facts and figures to assess the human resources impact on the business.
BGB provides for the Client the following KEYS of Analyses` Audit Service:
Understanding the developments in the field of HRM.
Examine linkages between business strategy and HRM.
Analyses matching of HRM and organizational strategy.
Understand the different perspectives on HRM and organizational performance.
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