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Role of Performance Improvement and Instructional Design in Strategic Human Resource Management
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We call the 21st century the era of strategic human resources. There are so many convoluted HR roles and verbiages in the field of training and development, learning at the workplace, talent management, and compensation. There are abundance of books written on the role of human resources a strategic business partner and strategic HRM (Human Resource Management) theories like universalistic perspective (Dewar&Werbel, 1979), which proposed a framework of best practices under SHRM, contingency theory (Butler, Ferris,&Napier, 1991), which described different HR policies and approaches for different organisational contexts, and the configurational approach, which defines a holistic theory of SHRM. Notwithstanding the burgeoning field of SHRM research, the field has been criticised for lacking a solid theoretical foundation that help strategic HRM to truly define the meaning of being strategic and being a strategic business partner in the firm.
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