The focus of much strategic human resource management (SHRM) research has been on large firms and there are questions as to the applicability existing SHRM models in small that have different modes operation, particularly where owner managers dominate (HR) specialists largely absent. There is nevertheless growing evidence can be effective firms. To develop understanding, this study uses qualita...

In spite of the designation, research in strategic human resource management (SHRM) has largely focused on tactical rather than issues. These studies have attempted to explain whether fir...

In looking at Iranian healthcare organizations, one major problem is evident: “lack of strategic human resource management”. There may live several factors that result this lack of interest or know-how practice of Strategic Human Resource Management (SHRM). Lack of SHRM in Iran might be the result of management definitions and methodologies that have been developed and used in Iran by delay bec...

Designing and implementing an approach to managing employees that ensures they are a source of sustainable competitive advantage is the objective of "strategic human resource management". A strategic human resource management system reflects the concerns of multiple stakeholders, is linked to the organization's specific business strategy, represents an integrated and coherent set of HR practice...

Strategic human resource management implications in different part of the worlds have been investigated in different research papers. The depth of implementation of SHRM, results in the productivity of the organizations. The current paper is a conceptual overview on the SHRM implementation in Iran. The circumstances and the elements that contribute to the SHRM implementation in this country nee...