A.3.1.

Strategic HRM Strategic HRM is focused to achieve the fit between the organization and HR strategy through organization polices and people in order to gain the competitive advantage (Boxall, 2007) Strategic HRM is not only a concept but a technique that has been practiced by the organization that leads to better decisions towards the strategic choice or options for the organization leading towards the strategic fit. In this regards the role of HR managers are to works with their managers and ensure that organization goals are achieved. The 3 main crucks of SHRM defined by Schulder (1992)are: SHRM is more about integration of HR and strategy HR polices reinforced in the organization hierarchy HR practices should be adopted by employees in daily routine work. A.3.2. Critical Analysisof Muscat Municipalitys Strategic HRM The critical analysis of strategic approach of Muscat Municipality is discussed below: Human resource and Muscat Municipality Objectives: The overall objective of the Muscatmunicipality is to provide the public a better place to live involving certain projects for the welfare of the people. The companys objectives are aligned with the overall human resource policies. The company is more focused on decentralised structure of the management. The purpose of the decentralised structure is to provide a better and up to mark services to the public. There are several directorates have been formed in order to ensure the quality of work at several location. The purpose of strategic alignment is to ensure that the organization and the employee needs should be collective towards the organizational goals. The organization is providing time to time training to their employees so that they enhance their skills according to the current and future needs of the organization A.3.2.1. Employees efficiency: The municipality are working on reengineering their overall process in order to better perform their services. The municipality functions have been divided in the form of several directorates and have a decentralized organisation structure. For that purpose several expertises have been required by the employees in order to perform their work. The MM is providing their employees

with certain trainings. Few of the trainings that MM has provided to their employees are as follow: Computer training programme. Basic skills Summer programs Cloud computing Also the other services for the employees have been restructured for the employees with the name of Self service for employees. Through this the employees can remain in touch with the company through the intranet, they can take information and also communicate with the key employees. This service is not only for the current employees but also for the potential employees who wants to apply for the job. The purpose of doing so is to provide the best experience to their employees and also to retain their employees by providing them with extra benefits. A.3.3. Integration of HR with the organizations planning process: In Muscat municipality the HR is playing a vital role in overall planning and development. The committees have been formed for these purposes which are working on several tasks. Also some consultants have been hired for this purpose like Arabian town organizations etc that with the top management discussthe strategic issues and also guide with regards to current and future needs. A.3.3.1. The best fit approach: Strategic human resource focuses on the overall fit between the organization with the internal and external context. Internal fit: The internal context is related to fit between the organization overall values, history with the organization objective. The MM is keenly working on these issues. One of the employees of the MM has said that the MM is not providing the employees with the objective of the organization but also linked it with the overall organization values and ethics. Also the MM is beneficial in terms of the employees that they can shift their resources either they are the employeesor any other from one shift to another. This has proven to be very effective. External fit: The external fit refers to the company strategy with the changing environment context. The company is also doing it by providing the employee with the certain trainings and benefits which are required by the organization to cope with the contextual needs.

A.3.4. New function at MM aligned with the organization strategy: Barney (1995)has stated that the best fit is achieved through the people working in the organization, the employees are the assets of the organization and this gives the competitive edge to the organization. He said that the employees are very much skilled and are not easily imitable by the other organization. The MM in this regards have a competent employees who have been given time to time trainings. Major changes have been taken place at municipality that ensure the effectiveness of the companys goal. The information system manager Khalid bin Dawood al Zadjali of Muscat municipality has said that the committee has been formed that ensures that the employees are doing well and also to assist employees in case of any hurdle in works.(Muscatdaily, 2011) Another data base has been established for the employees to see the various issues like environmental, labour workforce, social and economic issues (Muscat Municipality, 2011)

Conclusion: From the above discussion it has been analysed that the overall system at the Muscatmunicipality shows the strategic alignment of the HR strategies with the organization goals. The company is paying due attention to the needs of the employees in order to achieve the organization and individual needs. The company has good resources in terms of the labour and also with the technology. It has been suggested to the senior level managers to give time to the junior level or line managers in order to communicate with them and also to assist them in their work. The senior level employees should give enough time to employees to resolve their issues and solve their problems. The employees have faced certain issues regarding the compensation and benefits this issue must also be resolved.

References: Analoui et al., 2010. Parameters of managerial effectiveness: The case of senior managers in the Muscat Municipality, Oman. Emerald Group Publishing Limited,[ejournal] 29(1).Abstract only. Barney. J.B (1995) Looking inside for competitive advantage, journal of management Studies, 17(1), pp 99-120 Boxall, P., Purcell, J. and wright, p.m. (eds) (2007) The Oxford Handbook of Human Resource Management. Oxford:Oxford University press Gov,2011.MuscatMunicipality.[online]Availableat:http://www.mm.gov.om/tabid/316/Default.as px [accessed at 14 February 2013] Gov,2011.MuscatMunicipality.[Online]Availableathttp://www.mm.gov.om/es/e/selfService.html [accessed at 14 February 2013] Muscatdaily,2011.Muscatdailystaffwriter.[online]Availableat:http://www.muscatdaily.com/Arch ive/Oman/Municipality-launches-e-awareness-drive-for-staff[Accessed 14 February 2013]. Schulder, R.S (1992) Strategic human resource management: linking people with the strategic needs of the business, Organizational Dynamics, 21(1), pp 207-19