HRM Strategic Human Resource Management - Assignment

Running head: HRM
Strategic Human Resource Management
Name of the Student:
Name of the University:
Author Note:

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Table of Contents
Part 1: Human Resource Plan..........................................................................................................1
Part 2:...............................................................................................................................................4
1. Impact of Different Management and Leadership Theories on Organizational Strategy and
Structure...........................................................................................................................................4
2. Describe Impact of Organizational Strategies, Structures and Culture on the Management of
HR....................................................................................................................................................6
3. Effectiveness of Current Club HRM, Through Critical Discussion of the link Between
Leadership & Management and HRM.............................................................................................8
4. Analysis of How Existing Culture and Structure of Club Impact on Success of Club Project
and Staff Motivation........................................................................................................................9
5. Explain How You Would Develop, Monitor and Evaluate a Leadership Strategy That Supports
Revision of the Club’s Mission, Vision, Values and Objectives.....................................................9
References:....................................................................................................................................11

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Part 1: Human Resource Plan
The Human Resource Plan with help in determining and analyzing the elements in
relation to the human resource policies of a firm for upcoming year (Tyson 2014). This might
vary from the staff structure, dimension, working condition, process of hiring and the onboarding
of the new employees. The steps includes:
1. Determination of Needs of Human Resource:
The European Club that has been established in the year 1990 represented a nonprofit
making body that offered scholarships to the gifted students from poor countries the facilities of
studying in the United Kingdom. But recently, there has been a steady fall in the club
membership in the last five years which now stood at 50 percent of the original membership.
Recent survey showed significant complaints regarding conditions of facilities particularly the
bar and restaurant that the members use for the purpose of entertainment. In addition to this,
there has been complaints about the drop in the customer service and a lack of organization. The
club looked forward towards adopting a modernization and renovation program. The human
resource plan was needed for addressing the issues around modernization of restaurant and bar
facilities of the club. The plan also provides an insight into the training and development of all
the staffs on new process that remains connected to dining room, bar and the function rooms.
2. Determination of the Recruitment Strategy:
The key trait for successful restaurant and bar facilities lies in its stronger staffs who
works tirelessly towards delivering higher quality service to the customers (Durrani and
Rajagopal 2016). Customers who are visiting the restaurant are not doing it for food but more so
for the service and experiences created by right staff. The immense competition within the

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restaurant and bar industry along with higher rentals, rising cost, hiring the appropriate staff and
the creation of correct human resource structure for bar and restaurant facilities has been the
biggest challenge for the restaurant owner. This industry is highly notorious for higher rates of
attrition and therefore requires an effective system of management (Madera et al. 2017).
The Club had ‘old fashioned’ restaurant and bar facilities comprising that was in need for
managerial staff, floor staff, bartenders and the delivery staff. The requirement of staffs varies
depending on the format of the restaurant. The plan for human resource will remain unique to the
restaurant formats and the various departments. The club house comprises of a 50-seater
restaurant and a traditional cocktail bar with unused waiter service. The count of the employees
will depend on the size and requirement of the restaurant and the responsibilities of the HR will
also vary depending on employees and the job description.
In this case, the human resource manager should determine the number of people to be
hired, skills they needed to possess and undertake thoughtful decision that would help in reviving
the bar and the restaurant service. The waiter service still remains to be decided as it largely
remained unused in the past. Hiring individuals who are not ideal for the job either in terms of
personality, attitude and fit happens to be one of the biggest challenge in this case.
3. Selection of Employees:
The selection process of the employees comprise of hiring and interviewing process for
reviving the restaurant and bar facilities of Clubhouse. Therefore, after reviewing the resume for
the required position the human resource manager should select the right person. Those resumes
with a closer match to the skills are mostly selected for the interviews. The interviews can also
be conducted over the phone so that they are able to further narrow down the field. The HR