integration between organisational and human resource strategy was influenced by its philosophy towards people.Organisational Environment Organisations that operate in a stable predictable environment face little pressure to change whereas a turbulent environment will demand the organisation strives to find new ways of doing a range of things. It is when operating in this latter scenario that organisations are more likely to have the Human Resource function involved in strategy and planning.LeadershipAny organisation is made up of groups of people. An essential part of management is co-ordinating the activities of groups and directing the efforts of their members towards the goals and objectives of the organisation. This involves the process of leadership and the choice of an appropriate form of behaviour. The manager must understand the nature of leadership and the factors which determine the effectiveness of the leadership process (6). There is no substitute for leadership. But management cannot create leaders. It can only create the conditions under which potential leadership qualities become effective, or it can stifle potential leaders (7).Strategic HRM ensures that the right conditions are created by enabling the human resource functions the chance to have a say in the development of the business and the objectives its sets. Without an effective Human Relations approach the necessary environment for leaders to develop does not exist. Much research has been performed on the need for a participative approach to leadership. The earliest definitive proof came with research carried out at the relay assembly test room at the Hawthorne plant of the Western Electric Company of America (8). Subsequent to these discoveries was a distinct rise in the attention given to theories of individual motivation and therefore a more psychological approach to the strategies of an organisation. This elevated the HRM function in the company and altho...
