Connecting Strategy and HRM

This essay explores the importance of Human Resource Management for Organisational performance by drawing upon empirical studies from diverse organisational settings. It discusses the role of HRM in managing employees, formulating strategies, implementing technology, job design, mergers and acquisitions, recruitment, job evaluation, and more. The essay concludes that effective HRM practices are crucial for organisational performance and the achievement of higher goals.

Running Head: CONNECTING STRATEGY AND HRM
Connecting Strategy and HRM
Student’s Name
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Author’s Note

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Introduction
Human resources are a significant part of the organisation and considering the dynamic business
world of Modern Times, they are the most valuable asset in organisation. Achievement of
organisational goals depends on the individual as well as collective effort that is put in by the
workforce of the organisation. Human resource management is a coherent policy for strategically
maximizing the output from the human capital in a company which helps in getting considerable
return on investment from the human capital sector.
Thesis statement: The aim of this essay is to you reflect the importance of Human Resource
Management for Organisational performance by drawing upon the evidenced by empirical
studies from diverse organisational settings to substantiate the arguments of this essay.
Discussion
HRM is the organisational department which works in close quarters with the line management
in any company. Management of employees in an organisation will ensure that direction, loyalty,
high profile calibre as well as preservation of the best in class employees of organisation will
help in delivering a competitive advantage organisation in the industrial sector where it operates.
Goodwill of an organisation is also developed on how well they can formulate Strategies for the
management of the human resources. The human resource management need to assume specific
roles in order to manage the employees properly (Glaister et al. 2018). Firstly the demand of the
human capital has to be understood by the HR managers. The economy in which a company
operate is very dynamic. As opined by Sheehan et al. (2016), qualitative and quantitative
measurements are needed in a company to enact the above mentioned procedures. The practices
like retrenchments, hiring, early retirement as well as contract renewal for experienced implies

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structured adjusting that needs to be done in the light of the economic changes that affect the
company.
HRM in modern topper Institute also be technology-based. They have to implement
technological means for hiring appropriate candidates and specifically training the existing
employees for or complimenting the technological change that affects the business. Again, as per
Tian, Cordery and Gamble (2016), change in technological assets can also result in obsolescence
of a certain part of the work force that is not able to actively meet the organisational goals
assigned to them. For evidence in Healthcare, the oncologists of many of the leading nursing
care units are the “Watson Computer”, a disruptive technology of health care innovated by IBM.
This device provides chronic care as well as diagnosis for cancer treatment. Utilising dat from
over 600000 medical reports, 2 million pages of medical journal articles as well as 1.5 million
patient records to make the most accurate comparison of person’s genetics, symptoms as well as
family medication history of the individual in order to come up with the most appropriate
treatment plan (Cohn, 2013). Human Resource Management always involved differentially
training the existing employees or hiring new candidates so that the workforce can keep pace
with alternating culture of the organisation. Normally, it could take many employees to analyse
all this data in order to provide a near-accurate diagnosis and treatment prescription. The fact that
all these can be executed by a single machine renders many hospital employees jobless (Walker,
2014).
Naturally organisations should also take care of the employee welfare within a company. That is
why, Analoui (2017), feels that they are also liable to manage the job design in organisation that
can help the employees to overcome job dissatisfaction as well as alienation. HRM implements
various strategies like job enlargement, job simplification, job rotation as well as job enrichment

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exercises in order to ensure a proper job design that can create a vibrant atmosphere for the
human resources of the organisation Yen, Wang and Kao (2016), argues that all these human
resource management activities are primarily aimed at raising the level of productivity of the
employees, so that the ultimate goals of the organisation can be easily met. The office of HRM
plays the most crucial role during mergers and acquisitions with any other company. HR
department plays the role of Nationalised in, orienting as well as a harmonizing the human
capital in the involved companies. During mergers and acquisitions, the employees of the
fundamental company of exhibits and undesirable as well as an unwelcome atmosphere for the
employees of the acquired company (Jyoti & Rani, 2017). In this case also, please the crucial
role in mitigating the unpleasant issue.
There are three intelligent phases of Human Resource Management. These are recruiting of
qualified candidates, management of the employees and lastly preparation and enforcement of
exit of employees from the company. In terms of recruitment, Srivastava and Dhar (2016) feels
that the nature and needs to properly place a vacancy advertisement common policy for selecting
the most potential candidates, interviewing and setting of their contract. This process is very
crucial because none of the organisations with less experienced employees to get signed in into
the process. The task of absorption of newly joined candidates in to the organisational culture
also rests in the hands of the human resource management, who conducts necessary activities
like induction and training of the employees. Besides, as stated by Muduli (2015), HRM also
needs to look after other factors like employee motivation, appropriate compensation, and
enforcement of disciplinary actions within the company former counselling of confused
employees and lastly talent management as well as facility management of the organisation.

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The corporate general consensus in almost all companies needs the human resource management
to relate Pay with performance for maximum organisational effectiveness. As per the
information provided by Tufail, Muneer and Ishtiaq (2016), in sectors like agro based
companies, where performance outcomes of the organisation are beyond the scope of the
organisation and employees, relating pay with performance becomes a very tricky deal for the
HR department.
After successful recruiting of an employee for the organisation, the HR department also have the
liability of conducting proper job evaluation of the individual candidates for assessing the place
of value for him or her in the company. Based on the assessment of the HR department, the
future job appraisals would be aligned (Chang, 2015). HR department should also successfully
review the non financial compensation that are accepted by the employees
In this context HR managers should ensure that the employees are not taking any undue
advantage in terms of paid vacation, retirement planning or other applied facilities provided by
the company. In this context the HR approach of Toyota Motor Corporation can be highlighted.
The workers had set out to lockout the factory at Toyota at Bidadi, Karnataka. However, the
court finally decided that the lockout was unjustified. This implies that it is not always the lack
of management body that causes labour unrest. It is often the case of excessive expectation that
evokes them. After the court’s decision, Toyota HR department declared that they would absorb
back the employees who were on strike, only if they signed a good conduct declaration which
implied that henceforth the workers will ensure maximum discipline and full production in the
company. This action from the end of the HR manager will prevent the workers from taking any
undue advantage in terms of paid vacation, retirement planning or other applied facilities
provided by the company (Economictimes.indiatimes.com, 2014).

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In modern days, the role of HRM is constantly deviating from traditional administration of
employee personnel in to a much more transactional role. The company now it is depends on the
HR managers for strategic utilisation of the employees and create maximum impact on the
business in positive and measurable ways (Marchington, 2015). The HR department of advanced
multinational organisations do not work under the direction of the executive members regarding
the organisational priorities and needs. Nowadays, it is an enclosing job role of HR managers to
who detect the short term and long term organisational needs and based on that recommend
process, business solution and operational approaches that help the company to effectively
achieve their goals.
Nowadays, most of the workplace is a diverse in culture. This is why the chances of water
disputes and conflicts are also high. In this scenario, the Human Resource Department acts in the
role of a consultant as well as mediator to the concerned employees or concerned employees and
managers to resolve the issue in a most effective manner.
Another crucial role of HRM in modern companies is development of public relations. As stated
by Yen, Wang and Kao (2016), the HR officers and managers are responsible for organisation of
business meetings, official gatherings as well as seminars on behalf of the organisation so that
they can develop significant relation with other major market players of the business sector. In
fact, HR managers often play a crucial role in preparation of the business plan as well as
marketing plan of the company also.
Conclusion
The above analysis conducted throughout the essay can be utilised to conclude that effective
management of human resources needs both scientific as well as human relations approach. The

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activities emphasised by the HR department is both goal oriented as well as welfare oriented.
Any successful company makes significant investment behind the Human Resource Department.
If not anything else, human resource managers plays the most crucial role in development and
setting up of the proper organisational culture which helps employees to thrive in agreement with
the hierarchy in the effective human resource management has helped modern companies to
institute more humane organisational policies, more attractive job packages, regular performance
appraisal, development of a motivation based organisational culture and probably establish more
open channels of communication that helps in participative management procedures.
Consequently, which can be concluded that HR practices are very crucial for the general
performance of the organisation and their by drive the company towards achievement of higher
goals ought to be premised on the attainable HR strategic goals. As evidenced in the essay, the
strategic policies craft a decisive goals’ path for the benefit of the farm while developing
effective workforce team.

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Reference List
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Cohn, J. (2013). The robot will see you now. The Atlantic, 20 February.
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from https://economictimes.indiatimes.com/karnataka-government-may-step-in-
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