Strategic Human Resource Management

STRATEGIC HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
TASK 1............................................................................................................................................3
Relationship between business strategy and human resource strategy........................................3
Theoretical basis and model of SHRM........................................................................................5
Strategic perspective of best fit/contingency, best practice/universalist and resource based
view..............................................................................................................................................6
HR practices of performance management and reward. .............................................................7
Recommendation.............................................................................................................................8
TASK 2............................................................................................................................................8
Nature and theoretical perspective of employment relations.......................................................8
Role of actors within the employment relationship...................................................................10
REFERENCES..............................................................................................................................13

INTRODUCTION
According to Armstrong, M (2016) Strategic management human resource is the act of
linking the human resources with organization's strategic goals and objectives to improve
business performance and boosting development, organizational culture, innovation and to gain
competitive advantage. Asda is a supermarket chain in Britain which was founded by Peter and
Fred Asquith in 1949. it has its headquarters in Leeds, West Yorkshire, England. They have a
product line of groceries, general mechanize and financial services. In the further report light will
be put on relationship between business strategy and human resource strategy. Comparing the
theoretical basis and models of SHRM. Informing about strategic perspective of best fit,
contingency, best practice, universalist and resource based view to the clients. It will also include
specific HR practices of performance management and reward. Lastly making the
recommendation of designing and redesigning a performance management system to support
organizational development and change.
MAIN BODY
TASK 1
Relationship between business strategy and human resource strategy.
Globalization, technological advancement and changing work culture influence the
human resource of the organization and forcing them to be more strategic and business oriented.
Business strategies are the set of competitive moves and actions that the company takes to
achieve their business goals and gain a competitive edge. Human resource strategy is the
business's overall plan for managing the HR activities of hiring, performance appraisals.
Training, development etc. A good HR strategy requires analysis of the organization and the
external environment. The Relationship between Asda business strategy and human resource
strategy is that on the basis of business strategies, HR strategies will be formulated as business
strategy have a broader perspective than HR strategy. And if HR strategies of hiring, training,
developing skills, fairly compensating is appropriate and properly formulated and implemented
then it will lead to achievement of business strategies of accomplishment of sales targets,
improving customer service, innovation etc. As good employees will help in achieving the
business objective and a successful owner realizes the strong connection between these two
strategies (Shrouf. and et.al., 2020).