nnel and the industry will be influential. The ethical management of human resources is also dependent upon an appropriate fit between HRM and the organisations strategy. Essentially, "human resource management cannot be ethical unless it is strategic" (Miller, 1996: p. 16). A fundamental division within strategic HRM is recruitment, the requirements of which are determined by the overall staffing requirements and strategies of the company. Developing a strategic approach to recruitment processes is therefore necessary to create a pool of appropriately qualified and experienced people so that selection can be initiated. A strategic examination of the organisations needs by the HR management group will identify the type of person required for that type of job (Nankervis, Compton and McCarthy, 1993: p. 170).Choosing the right individual for each specific position is of immense importance in fulfilling the overall strategic plan of the organisation. The failure to select the most effective person will "typically constrain a firms performance and lead, sooner or later, to its demise" (Boxall, 1996: p. 61). Strategy must be translated into selection requirements, and this is most effectively done by job analysis. This analysis will assess the consequence of any strategic change upon what people will do in their job and how they will do it. The job description will identify any modifications to the person specifications, and will renumerate the various qualities needed in the employee (Evenden and Anderson, 1992, cited in Harrison, 1993: p. 228). Training and development is another area of HRM that can contribute to the corporate strategy. To keep up with the changing HR requirements, training is needed to ensure that the skills and knowledge of the employees is at the required level. Reformation in the external and internal environments influence strategic change, such that a static set of employee skills will often be inadequate (Butler, Fe...
