HR Presentation: Strategies, Factors, and Alignment

HR PRESENTATION
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1: Definition of HRM strategy.............................................................................................3
TASK 2: Analyse the external factors that may affect HRM strategy with consideration on short
term impending issues.....................................................................................................................4
TASK 3: Outlining of internal factors that has an influence on HRM strategies of an organisation
.........................................................................................................................................................5
TASK 4: Describing an approach and considerations that are taken in the formulation of an
HRM strategy:.................................................................................................................................7
TASK 5: HRM strategies for accommodating the emergent situations:.........................................7
TASK 6: Meaning of vertical alignment in context to strategy:.....................................................7
TASK 7: Meaning of horizontal alignment in context to strategy:.................................................8
TASK 8: Outlining the concept of workforce planning that has a link to HRM strategy:..............8
TASK 9: Outlining the key HRM strategies considered for achievement of the organisational
objective...........................................................................................................................................8
TASK 10: Measures considered in supporting business for its long term skills shortages.............8
TASK 11: Outlining the further HRM considerations that enable people and team to re-engage
and restart the working relationships post pandemic.......................................................................9
TASK 12: Outlining the innovative approaches to recruitment and retention:...............................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11
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INTRODUCTION
The term human resource refers to a function of a business organisation which performs
several roles such as recruiting, hiring, selecting, retaining, motivation, training and several other
activities which is related to human resource of business. The department allots competent
personnel’s to each other department which is indulged in the process of operations or other.
Human resources strategy or HR strategies refers to some practices or schemes that is used by
the human resource department within an organisation in order to have effective performance of
business (Artun and et. al., 2020). The present report comprises of discussion on HR strategies,
analysis of some external factors that can have effect on business issues, some internal factors
that influences HRM strategies. It also comprises certain approaches or considerations along
with a discussion on vertical as well as horizontal alignment. Further the workforce planning in
relation to TESCO with a combination of some key strategies that supports organisation in
achieving strategies, summary of measures that are used in support of long term skills along with
post pandemic considerations in innovative approaches are mentioned. TESCO is a global
retailer company that offers wide range of services to the globe having more than 4,23,092
employees.
TASK 1: Definition of HRM strategy
The term HRM or human resource management refers to is an essential department of
any organisation which takes business to achieve its heights or success. They are the one who
hires candidates for business in order to support organisation with their hard work and
contribution (Edgar, 2020). HRM strategies refer to some practices which every human resource
department applies within their organisation in order to have flawless and smooth conduct of
their operations. These strategies develop a linkage between company's human resource and
various strategies, goals as well as objectives. The main aim of HRM strategies is to bring
innovation, flexibility and the competitive advantage to the firm. Along with this it focuses on
development of organisational culture into effect that can be followed by the employees so that
can have ethical and enhanced performance of such concern.
In relation to TESCO, the company develops its human resource strategies in order to
have effectiveness in management of employees as the organisation is working with huge
number of workforce. Hence, it becomes tough to manage them without having proper strategies.
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On the other hand the company follows such HRM strategies in order to keep its employees
highly motivated as well as well-trained so that can perform their best and maintains
organisational brand image across the globe.
TASK 2: Analyse the external factors that may affect HRM strategy with
consideration on short term impending issues.
External factors refers to all those factors or forces which creates an impact on the
business organisation form outside the boundaries of firm which are not in controllable by the
management and allows them to modify their policies and workings (Gheidar and ShamiZanjani,
2020). This comprises of political, economic, social, technological, legal and environmental
factors that can affect HRM strategies with consideration on short term impending issues of
TESCO.
 Political factor: With an implication of new compliances for workplace which has new
standards that are being required to execute within organisation by the department of
human resource. This creates a heavy pressure on firm to comply all the laws related to
its which influences the department to have each process such as recruiting, training ,
providing adequate remuneration and various other tasks.
TESCO complies with all political or governmental laws to have hurdle free operations at global
level because maintaining people at global level is not an easy task. It requires following rules
from each country with which employees are being associated.
 Economical factor: This comprises of all such factors that has an influence on the
strategies or practices of human resources within an organisation such as company's
competitors, globalisation, suppliers or even customers (Greasley and Thomas, 2020).
Suppliers for HR involve some hiring agencies, universities or any consultancy firm that
provides candidates to businesses. Customers are taken as king of the market so has a
great influence on businesses and their products or services. In context to globalisation
the human resource department is require facing some challenges and develops
competitive advantage at global level.
In relation to TESCO being a global company has an impact and influence on its
organisation as well as its performances along with huge customer and competitors. Company
being a big multinational retailer organisation has a great influence form its customers as they
are from across globe.
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