Strategic Human Relationship Management and Employee Relations

SHRM
201
9
System04129
6/28/2019

1
SHRM
Executive summary
This report states that in the growing era of business organizations equal focus should be made on the
human capital resources of the organization. It is observed that the organizations basically emphasize on
maximum utilization of their financial assets or money invested by them. The report gives an idea that
these organizations should also focus on the facilities provided by them to the employees as employees
are the basic unit of an organization .Therefore an organization must ensure that the employees are happy
and satisfied with the working structure of the firm. The inconvenience to the employees or any sought of
imbalance between the employer employees can hamper the productivity.

2
SHRM
Contents
Task 1........................................................................................................................... 3
Introduction................................................................................................................ 3
Association between business strategy and HR strategy..........................................................3
SHRM – Theoretical view............................................................................................... 4
Performance Management and Reward............................................................................... 6
Recommendations for Organizational Development...............................................................7
Conclusion.................................................................................................................. 8
TASK 2......................................................................................................................... 9
Introduction................................................................................................................ 9
Employee relations- Nature and Theoretical Perspective.........................................................9
Actors within the Occupation Relationship........................................................................10
Mechanisms of employee involvement and employee voice...................................................11
Conclusion................................................................................................................ 12
Bibliography................................................................................................................ 13

3
SHRM
Task 1
Introduction
In the following section of the report a discussion is made over the two different concepts strategic human
relationship management and human resource management. . Both concepts go hand in hand and none of
them can survive independently in a 21st century organization where employees at all levels in an
organization are under immense pressure of justifying their salaries. Leaders across the industries are
expected to understand the core meaning and implementation tactics of strategic human relationship
management (SHRM) and be able to synchronize them with the human resource management (HRM)
strategies. The academicians have formulated three models of SHRM, the strategic Universalist also
known the “Best practice model”, the contingency model also recognized as “Best fit” model and the
resource based review (RBV). And then, there are different ways formulated by the academicians for
making these models of SHRM resonate with concepts of SHRM. In addition, this report also examines
the explicit Human Resource strategies in Performance Management and suggests in what way
Performance Management System (PMS) complies with individual as well as the organizational goals.
Association between business strategy and HR strategy
Human resource strategy is actual important for successful implementation of business strategy in an
organization. These organizational strategies play a vital role in the development of a business.
Business strategy is a long-term business proposal by which an organization will achieve its objectives,
goals, customer satisfaction by its products or services and maintain a certain level of competitive
advantage in its operational sphere. A business strategy has been divided into two categories; the first one
is the Generic strategy and another is a competitive strategy (Beer, Spector, Lawrence, Quinn , &
Walton, 2012). Generic strategies mainly focused on Growth that is the expansion of the company by
buying new assets, new businesses and developing new products. A competitive strategy lays stress on
doing things better, than the competitors like lower prices of products than competitors do and best
quality in the market among all other companies (Truss, Mankin, & Kelliher, 2012).
Human Resource (HR) strategy is a management plan for the expansion and application of various
strategies and procedures in an organization for handling its employees and workers with their maximum
efficiency to accomplish the aims and goals of an organization (Wilkinson & Johnstone, 2016).