Strategic human resource management has been defined as ‘the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation and flexibility’ (Hussain, 2010). It is for certain that when a company decides to change directions in it strategy the HRM practices needs to change to support the new strategy. In order to effectively gain competitive advantages though HRM practices; the HRM practices needs to change in three major areas: knowledge workers, employee empowerment, and teamwork. Knowledge workers are employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, pr a profession (Noe et al, 2009). Employee empowerment means giving employees responsibility and authority to make decisions regarding all aspects of product development and customer service (Noe et al, 2009). Teamwork is the assignment of work to groups of employees with various skills who interact to assemble a product or provide a service (Noe et al, 2009). Redmond Minerals gained a great competitive advantage by utilizing their understandings of how important the HRM practices are to it company. The company’s HRM practices allowed his company to maximize its productivity of the organization by optimizing the effectiveness of its employees.
Technology/Internet
Advances in computer-related technology have had a major impact on the use of information for managing human resources (Noe et al, 2009). Internal working of Redmond Minerals HR department can be optimized far beyond the owner’s initial vision with the use of technology. The three ways the use of the internet can improve Redmond’s HRM functions are human resource information system (HRIS), electronic human resource management (e-HRM), and sharing of human resource