HRM CHOICES FOR BUSINESS STRATEGY SUPPORT: HOW TO RESOLVE THE MOST IMPORTANT HRM STRATEGIC DILEMMAS?

Human ability, knowledge, creativity, motivation is the most valuable strategical tool, so human power can achieve business excellence and competitiveness. To accomplish this aim it is very important to define business strategy and implement such HRM praxis which are the maximal support to the business strategy. The purpose of this paper is to resolve the conceptual and implementation problems of HRM praxis, and so to achieve optimal business strategy support, i.e. by means of HR achieve organizational competitivenes. The aim of this paper is to answer on the question:, What should be done in every HRM praxis to make HR the engine of business strategy i.e. organizational competitiveness and how to resolve most important HRM dilemmas? In this paper this is achieved through explication of basic strategic HRM area and through the explication of basic dilemmas which arise in the frame of mentioned functional/praxis HRM areas such as: a) SHRM in employment; b) SHRM in training, education & development; c) SHRM in motivation & compensations (material rewarding system); d) SHRM in employer-employee's relationships & e) SHRM in work safey & improvement of living& working life. This paper deals with basic strategical choices and dilemmas on mentioned HRM functional areas, so enable short and clear insight in rational personal politics, which than can be operationalized by means of concreate HR praxis. The practical value of this paper is dichotomous: a) advanced level of thinking from operative/technical thinking about HRM functions, as jobs who should be done but are mainly of administrative, time consuming nature, in the same time activities with unknown/unclear value added - to the strategical thinking about HRM functions as crucial support to value adding business strategy. b) clear insight what can be done to achieve maximal benefits from HRM functions in the business, and how can be resolved the most dubious strategical dilemmas in each of 5 basic explicated HRM functions.