Strategic Human Resource Management

This assignment delves into the concept of Strategic Human Resource Management (SHRM), specifically examining the Guest model as a framework for understanding its effectiveness. It highlights the crucial role HR plays in organizational success by recruiting, training, and developing skilled employees to achieve company goals. The analysis also explores how SHRM contributes to knowledge management within organizations.

STRATEGIC
HUMAN
RESOURCE
MANAGEMENT
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EXECUTIVE SUMMARY
Strategic human resource management consist of various component in organization such
as recruiting, selecting, discipline and payroll which help Tesco employees in boosting up of
their quality and work experience by considering as mutual benefits of both employee and
employers. In this report, tesco is applying guest model because through this they may get actual
outcomes of organization and moreover, they also help in retaining of employees within firm.
Through this skilled workforce are retained in organization for their future development. In
addition to this, they reduces gap between employee and employer because by taking many
practices into consideration.
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TABLE OF CONTENTS
EXECUTIVE summary...................................................................................................................2
Introduction......................................................................................................................................4
Methodology....................................................................................................................................4
Findings ..........................................................................................................................................4
Key models, structure and priorities ...........................................................................................4
Assess the role, structure and priorities of the HR functions ......................................................5
ANALYSES THE DIFFERENT INTERNAL AND EXTERNAL INFLUENCES WHICH
HAVE BROUGHT THESE ABOUT .........................................................................................7
Conclusion ......................................................................................................................................9
References......................................................................................................................................11
Appendix........................................................................................................................................13
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INTRODUCTION
Strategic human resources management is a practice of developing, rewarding , attracting
a employee for their own benefits as well as for organization benefits. It develop a plan for for
the training and selection of employee which are based on organizational goal. The present
report is based on Tesco company, which is a multinational grocery retailer in a UK. Tesco's UK
operations is divided into six formats, which are differentiated by size and various range of
products. Present report covers, key models relating to HR role, structure and priorities is
reviewed. Along with this, the different internal and external influences is analyzed. Apart form
that, the changes envisage of this organization in a next three years is discussed.
METHODOLOGY
The current research is based on all secondary information which is collected from a
books, online articles and journals. Role structure and priorities of the HR function for the Tesco
company is assessed. Here, example is quoted and information is gathered form a valid
outcomes.
FINDINGS
Key models, structure and priorities
In HRM there are several models in all of them the Guest model is one of the best key
model. In this model all the information is related to the HR practices. This model have a six
dimension of GRM strategy that covers financial outcomes. This guest model help in delivering
a high quality services to all the customers. Guest argued that in HRM the UK need to design a
best polices and procedure for achieving a four outcomes that is strategic implement ion, high
employee commitment to the company, high quality workforce, high workforce flexibility.
Further in a strategic integration it make sure that organization all plan are implemented through
a HR polices and practices. It focus this four outcomes which lead to desirable outcomes that is
high job performance, problem solving of employees (Scully. and et.al., 2013). It help in
reducing a absence and employee turnover. However guest model suggest that this outcome can
be only achieved if company followed this coherent strategy of HRM polices. This model is used
for the benefits and development of workers. In a behavioral outcomes is have following
function that is providing reward to the employee on their best performance. While in a
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performance outcomes this model focus on retaining a worker in a organization for longer period
of time. In a company if employee work for longer time then it reduce the cost of recruitment
and selection. Further they are skilled so no need to put cost on training and development
facility. Structure of organization structure is that it new employee are provided training and
mentoring so that they feel comfortable and understand the work easily. It can be analyzed that
priorities are kept in mind so that overall performance of business can be improved. For example
in Tesco company employee are facing issues related to their work. By using a HRM guest
model company provide them a training facility so that worker can work easily and not face
problem. Moreover, employees are provided training so that they work hard for the organization.
Along with this, Human resources department implemented a strategies which help retaining a
employee for a longer period of time. By involving a employee in a decision making process so
that feel like a part of organizations and work with full effort. Apart form this new technology is
implemented which affect the work of employee (Dubost. and et.al., 2014). Many existing
employee face problem related to the new technology so HR need to provide them a training and
development facility. All the new employee hired need to be closely supervised so that they their
weakness can be know and according to it training facility is provided to employee. Therefore
employee performance need to monitored so that they promotion can be done on the basis of
employee performance. HR play a great role in a organization so that it can achieve a company
objective on time further it also have a various responsibility which need to be fulfilled on time.
It make many strategies policy.
Assess the role, structure and priorities of the HR functions
Guest model of HRM came into existence from 1987 by David Guest. HRM in Tesco need to
design policies and practices for achieving goals by determining of four outcomes that are
strategic planning, employmee commitment is high in firm, high flexibility in workforce and
quality of workforce is also high in organization for meeting out goals easily. This model include
of some assumption that HRM is identifiable differently from traditional personnel management
because modern management involves of industry and employee too for their development
(Mukherjee. and et.al., 2013). Moreover, it is idealistic and implicit which belief on different
elements of HRM through this, they can maintained direct relationship with management.
However, Tesco involves Guest's model because it maintained balance in commitment and high
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performance and also help in designing outcomes within organization. Guest model consist of 6
dimension that are described under:
 HRM Strategy
 HRM Practices
 HRM Outcomes
 Behavior outcomes
 Performance outcomes
 Financial outcomes
HRM Strategy: In Tesco first dimension in human resource management strategy because
they need some innovation in there which results in differentiated product from their
competitors. Thus it outcomes can be seen through rising in sales and increasing in sales volume.
Moreover, they also need to focus on quality of product which they are offering to loyal
customers. Through this, they need to involve of upgraded technology which will lead to
reduction in there cost and production of product and services rises.
HRM practices: Tesco consist of different practices which results in positive outcome for
organization. HRM practices in organization includes of different procedures that are selection,
motivation, training and development, recruitment and performance appraisal (Kelly. and
O'Connell, 2013). Through this, employees in organization can reached out goals easily.
Therefore, it help organization to place employee on right job, on right time and on right place so
that employee does not faces any problem related to work. This results in that outcome where
employees feel comfortable over there.
HRM outcomes: In Tesco human resource management includes of three stages that are
commitment, quality and flexibility. Through this, if they commit to employees that organization
will provide healthy working atmosphere then there rise in quality of performance will take
place. Moreover through this, flexibility in working of employees take place.
Behavior outcomes: In organization behavioral outcomes consist of motivation,
cooperation and involvement of employees. In Tesco through this, workforce can meet out all
goals easily and effortlessly. Worker working in team will results in building of cooperation
between them and moreover, through this, they reduces in increasing of conflicts and problem
between them (Daspit. and et.al., 2013). Thus, it results in motivation of employees at workplace
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and their involvement in organization also rises because they are reaching out ultimate goals.
Through identifying of behavioral outcomes organization can meet customer demand properly
because customer are main assets of business.
Performance outcomes: In tesco, performance outcome can be measured on two basis
that are high and low because from this they can satisfy customer need and demand easily. In
addition to this high performance in outcomes of tesco consist of productivity, quality and
innovation so that they may reach out goals efficiently. However low performance outcomes
include of absence, conflict and labor turnover. Thus, this will impact on working style of every
organization (Su, Wright. and Ulrich, 2015). In addition to this, performance outcomes help
TESCO in evaluating of employee performance correctly because at end of every financial
organization provide some benefits, rewards and incentive for their achievement.
Financial outcomes: By generating of all outcomes in Tesco, organization will able to
identify their profits and return on investment properly because from this, they will able to came
know about actual performance and through this, they can implement new technology in
organization for reducing more cost and rising in profits for business.
ANALYSES THE DIFFERENT INTERNAL AND EXTERNAL INFLUENCES WHICH
HAVE BROUGHT THESE ABOUT
HR functions are getting affected in Tesco organization due to diverse range of factors and it is
vital that influence of these elements should be considered while making policies and action
plans for corporation. Tesco deals in retail market industry and intense competition is faced in it
due to increasing number of rival firms in market. External elements that gives impact on
operational activities of the company includes legal factors in which laws and regulatory
framework formed by government are considered while making policies for the enterprise.
Moreover it is required that all the functions of company should be executed in legal and lawful
manner. In addition to this technical factors also has influenced the working of HR functions of
the enterprise. New innovations happening in technical sector has affected the working of HR
department (Chadwick, Super. and Kwon, 2015).
Various activities of human resource department such as recruitment, selection, training
and development and record keeping has changed. New modern methods have changed the
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traditional methods that were being used in past for carrying out the business activities.
Furthermore political changes in country also gives impact on the working of Tesco group and
policies and guidelines that are being made by government are mandatory to follow for all the
companies that are working across the nation. In addition to that economic condition of nation
such as inflation, deflation, taxation policies made by government and GDP growth rate also
gives impact on the diverse HR functions of Tesco company.
Similarly Aldi company also deals in retail sector and various Human Resource functions
that are being performed in the enterprise gets affected due to it. Some internal factors also gives
influence on working of HR functions and it includes support given by staff members in
implementing the HR strategies that are formed by top management of the firm. Directions and
instructions given by top management also influences the decisions taken in human resource
department. Organizational structure and culture of the enterprise also a significant factor that
affects the working of Tesco firm. Executing HR functions like conducting recruitment and
selection process for hiring new employees, providing training to staff members and providing
wages and compensation to staff members requires funding (Willoughby. and et.al., 2015). It is
assertive that budget allocation should be done for carrying out desired functions of HR
department. In addition to this skill level, experience and employee relation at work place are
some other important elements that affect the activities of human resource department of Tesco
group.
changes evisge for the Tesco over a the next three years and impact over the next three years
and impact these will have for structure of the HR function.
As from internal and external factor is can be make sure that overall functioning of the
organization and different department of Tesco is affected by it. External business environment
is not under the control of organization and this factor have a great impact on the HR Functions.
There is nor proper planning is done by the Tesco company for handling the negative impact of
external and internal factor. Technology are chaining with a changing in a time it affect the
overall business activity. Competitor are using a new technology which give a tough competition
to Tesco company. It need to implement a new technology so that it can gave a competitive
advantage (Wesseling. and et.al., 2013). There are many new challenge is faced by a company
such as chaining lifestyle of customer they demand always new prod cut and service. The
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organization need to research and implement strategy which help in analyzing the demand of the
customer. There is a traditional methods which company used to for recruiting and selecting a
employee which affects the organization. After some period of time candidates will be selected
thorough a video calling. It reduce the cost of recruitment and selection process. On the other
hand internal factor are employee reward and performance appraisal method also affected so it
need to improve by the Tesco company. It need to provide a reward to employee on the basis of
performance. At performance appraisal method used by a company should be changes . The
method which they are using should be fair so that no employee feel that is is a discriminated in
a organization. All the records of employee are performance should be kept securely so that in a
future it can be useful for promoting a employee. In organization employee performance need to
be measured. CCTV camera and other new technology need to implemented so that all the
employee activity can be captured. It improve punctuality of employees because their all
activities are captured in a CCTV camera. Decision support system need to used so that all
record of employee can be kept securely it also help in forecasting stability of company. This all
HR function is affected by the new technology (ÇALIŞKAN, 2010). Apart form that, customer
demand is changes with the changes of time so employee nee to be trained so that they can
deliver a high quality of services to employee on time. Further employee are involved in
decision making process so that they can share their ideas and view to with a management. Their
ideas and views of employee are beneficial for the organization. So internal and external factor
also affect the organization and it have some positive and negative impact on the Tesco
company.
CONCLUSION
From above it has been conclude that organization need to consider all challenges and
issues which are taking place in organization so that they may work in organization effectively.
Moreover, they also need to consider various application of strategic models, theories and
practices by Tesco through this they can plan effectively without considering any huddle into it.
Therefore, management of firm has review on roles, priorities and structure of business from
they can identify gap and try to fill those gap in appropriate manner. In addition to this,
management also involves of Guest model and there 6 dimension so that they can identify all
outcomes in appropriate manner and in effective way. Organization also need to consider
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external and internal factors because through this they can establish there product in corrective
way. For determining of external factors Tesco involves of Pestel and for internal they can
evaluate SWOT because through this, they can establish their product and service for earning
more profits.
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REFERENCES
Books and journals
Ballester, P., 2012. Experimental Quantification of Anion− π Interactions in Solution Using
Neutral Host–Guest Model Systems. Accounts of chemical research. 46(4). pp. 874-884.
Chadwick, C., Super, J.F. and Kwon, K., 2015. Resource orchestration in practice: CEO
emphasis on SHRM, commitment‐based HR systems, and firm performance. Strategic
Management Journal. 36(3). pp. 360-376.
Daspit, J. and et.al., 2013. Cross-functional team effectiveness: An examination of internal team
environment, shared leadership, and cohesion influences. Team Performance Management:
An International Journal. 19(1/2). pp.34-56.
Dubost, E. and et.al., 2014. Understanding a Host–Guest Model System through 129Xe NMR
Spectroscopic Experiments and Theoretical Studies. Angewandte Chemie International
Edition. 53(37). pp. 9837-9840.
Jóhannsdóttir, G. and Jónasson, J.T., 2014. External and internal influences on the development
of Icelandic higher education. Nordic Studies in Education. (03). pp. 153-171.
Kelly, S.P. and O'Connell, R.G., 2013. Internal and external influences on the rate of sensory
evidence accumulation in the human brain. The Journal of Neuroscience. 33(50). pp. 19434-
19441.
Mukherjee, D. and et.al., 2013. External and internal influences on R&D alliance formation:
Evidence from German SMEs.Journal of Business Research. 66(11). pp. 2178-2185.
Scully, J.W. and et.al., 2013. The role of SHRM in turning tacit knowledge into explicit
knowledge: a cross-national study of the UK and Malta. The International Journal of Human
Resource Management. 24(12). pp. 2299-2320.
Su, Z.X., Wright, P.M. and Ulrich, M.D., 2015. Going Beyond the SHRM Paradigm Examining
Four Approaches to Governing Employees. Journal of Management. p.0149206315618011.
Wesseling, H. and et.al., 2013. A combined metabonomic and proteomic approach identifies
frontal cortex changes in a chronic phencyclidine rat model in relation to human
schizophrenia brain pathology. Neuropsychopharmacology. 38(12). pp. 2532-2544.
Willoughby, A. and et.al., 2015. The Association of Subretinal Hyper-Reflective Material
(SHRM) and Visual Acuity in the Comparison of Age-related Macular Degeneration
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Treatments Trials (CATT). Investigative Ophthalmology & Visual Science. 56(7). pp. 3781-
3781.
Online
ÇALIŞKAN, E.N., 2010. THE IMPACT OF STRATEGIC HUMAN RESOURCE
MANAGEMENT ON ORGANIZATIONAL PERFORMANCE. [Online]. Accessed
Through:<https://www.google.co.uk/url?
sa=t&rct=j&q=&esrc=s&source=web&cd=10&cad=rja&uact=8&sqi=2&ved=0ahUKEwiSu
f2p0OTQAhXGP48KHUMlCIEQFghlMAk&url=https%3A%2F%2Fwww.dho.edu.tr
%2Fsayfalar%2F02_Akademik%2FEgitim_Programlari%2FDeniz_Bilimleri_Enstitusu
%2FDergi
%2F066_Esra_Nemli1.pdf&usg=AFQjCNHA4vBGGmNRLi5fvCq2qX5Jjcch5Q&bvm=bv
.140915558,d.c2I>: [Accessed on 8th December 2016].
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APPENDIX
Self reflection
From the above assignment of SHRM I have understood that Guest model of HRM is
very effective for the organization. This model help in developing highly strategic function for
the company so that it can gain a competitive advantage. I also understand that their HR play a
great role in organization. They are recruiting and selecting a skilled employee and provide them
a training facility so that company goal and objective can be achieved on time. Thus research
help in understanding HR models and framework.
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