Strategic Human Resource Management

This assignment delves into the realm of Strategic Human Resource Management (SHRM). It examines how firms utilize various HR strategies to achieve organizational goals, particularly focusing on employee motivation. The analysis explores non-monetary rewards like responsibility and promotion as key drivers of job satisfaction. The report emphasizes the role of SHRM in addressing operational challenges and ultimately leading to increased profits and sales.

Human resource management

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................4
ACTIVITY 1....................................................................................................................................4
a) Defining the strategic-human-resource-management .......................................................4
b). Explaining the importance of HRM in firm .....................................................................4
c) Analysing the framework of SHRM .................................................................................5
e) Role of SHRM ...................................................................................................................6
f). Analysing the development and implementation of HR tactics .......................................6
ACTIVITY 3 ...................................................................................................................................6
a) Identifying the number of HR strategy for the Qbic hotel ................................................6
b) Applying the assessed HR strategy upon firm ..................................................................7
CONCLUSION ..............................................................................................................................7
REFERENCES................................................................................................................................8

Illustration Index
Illustration 1: Guest model of SHRM..............................................................................................6

INTRODUCTION
HR has very important role to play in the firm. This is because, with the help of given
function only firm will be able to carry out its efforts to fulfil its need relating to the talented and
skilled employees in an effectual manner. For the present report, Qbic hotel is selected which is a
small enterprise (Kozlowski and Salas, 2009). Here, the study will give description regarding
number of concepts which are related with HR.
ACTIVITY 1
a) Defining the strategic-human-resource-management
Strategic-human-resource-management is regarded as the approach of managing human
resources which basically helps in attaining long term goals and objectives of the enterprise in
an effectual way. In addition to this, it can also be said that SHRM is the parctice of linking the
tactical goal of firm with the HR plan. For example, Qbic hotel’s aim is to deliver the high
quality services to its customers. The given goal of the firm will be met if HR department of the
company will adopt measure in improving necessary skills among its employees (Schuler and
Jackson, 2008). This is because, it is with the help of human resource only framed goal of the
firm will be met. Due to this, benefit will be gained by the enterprise in the form of increased
profits and sales.
b). Explaining the importance of HRM in firm
The HRM have very important role within the enterprise. The HR department of hotel
helps in enhancing the motivation level of the workers. Here, with an aim perform same firm
formulates different types of reward management policies. In addition to this, it also takes
assistance from different motivational technique too. Furthermore, HR department also helps in
fulfilling the hotel need related to the skilled and talented workers in an effectual manner
(Thornton III and Rupp, 2006). In this regard, it takes help from recruitment and selection
process. Hence, it is with the help of given function only firm will be able to direct its efforts in
achieving its tactical goals and objectives in an effectual manner.
Besides this, HR department of Qbic hotel also assists in improving skills and abilities of
its workers and thus through this way only the company tends to guide them in the right
direction. Overall, it can be said that HR have very important role within the enterprise.

c) Analysing the framework of SHRM
The Guest model can be considered as one of the most effective framework for SHRM.
The given model begins with the formation of HR tactic. For example, Qbic hotel has the tactical
goal to enhance the quality of services which is offered by it to the buyers (Nayab, 2013). Here,
with an aim to pursue the given goal, cited firm will take help from the number of HRM
practices such as training and selection of skilled employees etc. Here, by making the
implementation of these given tactics, outcome will be gained by the firm in the form of
delivering high quality services to the buyers. In addition to this, overall benefit will achieved by
the organization firm in the form of increased profits and sales (Ulrich, 2013). Hence, it can be
said that the given SHRM framework is highly effective as it guides the firm in achieving
organizational goal and objective.
Illustration 1: Guest model of SHRM

e) Role of SHRM
The concept such as SHRM have very important role within firm. This is because; the
given concept helps the firm to attain tactical goals and objectives of enterprise in an effective
way. For example, Qbic hotel has an aim to expand its operation in the new market. The given
goal will be met if firm possess team of competent and talented employees who can assist
enterprise in the given direction. Hence, with an aim to fulfil firm's demand related with the
talented employees, HR department plays very important role. Herein, with an aim to fulfil the
given demand of the company, manager of cited firm can take help from its recruitment and
selection function (Choo and Bowley, 2007). In addition to this, SHRM helps hotel to build
unique and distinct image of firm in market which is highly competitive. Thus, it is rightly said
that SHRM plays very significant role in the corporation.
f). Analysing the development and implementation of HR tactics
It is very important for the firm that it should make the development of an effective HR
strategy. This is because, it is through this way only it can retain large number of employees
within the corporation for the longer duration. However, manager of firm should carry out
thorough analysis of the organisation before making the development of any kind of HR strategy.
For example, manager of Qbic hotel has assessed that large number of people are leaving
company due to high work stress. Then, the firm should make the implementation of the
formulated HR tactic as per the assessed problem (Lee Cooke, 2013).
Herein, the manager of cited corporation should make efforts in terms of reducing the
stress of the employees who works within company. This can be done by firm, by employing
more workers within hotel. In addition to this, the firm should use different type of motivational
approach in order to raise the motivation of the workers who live in company. By complying
with the given type of activity manager of cited corporation can gain the benefit in the form of
increased profits and sales.
ACTIVITY 3
a) Identifying the number of HR strategy for the Qbic hotel
There are different type of HR strategy assessed which manager of Qbic hotel can use in
order to carry out its firm's operation in an effective manner:
 Arranging training and development activity for the employees who works within firm.

 Distributing reward to the employees.
b) Applying the assessed HR strategy upon firm
The tactics which are specified above is effective because with the help of these methods,
manager of Qbic hotel can enhance the motivation level of its employees. Thus, it can make
efforts in terms of performing significant improvement in the sales and profits of enterprise in an
effectual way. However, the tactics which are applied above can be implemented in the
following way.
For example, with an aim to assess the training and development need of the employees
manager of cited firm can take help from the tool such as TNA (Training need analysis). With
the help of given method, manager of cited firm can get exact information regarding the skill
which needs to be improves among workers. For instance, if firm has assessed that its employees
wants improvement in the leadership skill, then by arranging necessary programs for the
development of given skill manager of Qbic hotel can enhance the effectiveness of its employees
(Swart, Mann, Brown and Price, 2012).
In the similar way, the firm can take help from the different type of motivational
technique in order to make the selection of appropriate reward tactic. For example, with the use
of Herzberg two factor theory it is being assessed by the manager of firm that its employees tend
to feel highly motivated when fulfils make use of different non monetary reward factors such as
giving high responsibility to employees and making promotion etc. Then, by employing the
given form of distributing reward manager of cited firm can select appropriate reward tactic.
Hence, by making the application of the same, manager of corporation can enhance the
satisfaction level of its workers (Wood, Brewster and Brookes, 2014). Furthermore, it is through
this way only enterprise can guide the efforts of its employees towards the tactical path. Thus,
due to this overall benefit will be gain by the firm in the form of increased profits and sales.
CONCLUSION
From the whole report, it can be concluded that by making use of number of HR
strategies manager of enterprise can attain its goal. In addition to this, with the help of different
HR tactics firm can resolve all kind of issues which is affecting the operation of enterprise in a
negative way.

REFERENCES
Books and Journals
Choo, S. and Bowley, C., 2007. Using training and development to affect job satisfaction within
franchising. Journal of Small Business and Enterprise Development. 14(2). pp.339-352.
Kozlowski, S. W. and Salas, E., 2009. Learning, training, and development in organizations.
Taylor & Francis.
Lee Cooke, F., 2013. Human resource development and innovation in China: State HRD policies,
organizational practices, and research opportunities. Journal of Chinese Human Resource
Management. 4(2). pp.144-150.
Schuler, R. S. and Jackson, S. E., 2008. Strategic human resource management. John Wiley &
Sons.
Swart, J., Mann, C., Brown, S. and Price, A., 2012. Human Resource Development. Routledge.
Thornton III, G. C. and Rupp, D. E., 2006. Assessment centers in human resource management:
Strategies for prediction, diagnosis, and development. Psychology Press.
Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering
results. Harvard Business Press.
Wood, G., Brewster, C. and Brookes, M., 2014. Human resource management and the
institutional perspective. Routledge.
Online
Nayab, N., 2013. Are You an HR Manager or a Personnel Manager? [Online]. Available
through: <http://www.brighthubpm.com/resource-management/75775-personnel-management-
vs-human-resource-management-whats-the-difference/>. [Accessed on 21st May, 2016].