Strategic Human Resource Management

This assignment delves into the realm of Strategic Human Resource Management (SHRM). It examines the impact of various HR practices on crucial organizational aspects such as employee performance, knowledge sharing, innovation, and overall success. The task requires a thorough understanding of SHRM concepts, frameworks, and their practical applications. Students are expected to analyze scholarly articles and research findings to support their arguments.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
P1 (a) Purpose of workforce planning and role of HR manager.................................................1
(b) Strength and weaknesses of different approaches of recruitment and selection...................2
P2 (a) Write a job advertisement ................................................................................................5
(b) Suitable platforms for advertisement ....................................................................................5
(c) Job specification and person specification............................................................................6
PART 2............................................................................................................................................7
P3 a) Difference between training and development .................................................................7
b) Affect of training and development customers' expectations ................................................7
c) List of training methods..........................................................................................................8
d) Identify training needs ...........................................................................................................9
e) Benefits of training programmes for employees and employers............................................9
f) Accomplishment return on investment .................................................................................10
g) Approaches of business expansion ......................................................................................10
PART 3..........................................................................................................................................10
a) Importance to manage good employee relationships............................................................10
b) Key elements of employment legislation .............................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management plays an eminent role in growth and success of every
business organisation. The key function of HRM is to recruit people, training, development,
performance appraisals, motivating workers, workplace safety etc. Along with this, it also
provides, build, utilise as well as encouraging employees in order to accomplish organisational
goals and objectives. HR manager of the company focuses on rendering maximum satisfaction
level to employees and stimulate them to realise their potentials (Zhang, 2012). Human resource
management also maintain high morale of people and develop ethical policies within the
organisation. Apart from this, the report will be defined HRM functions and its purpose. There
will be defined different approaches of recruitment and selection. Readers will also come to
know significance of training and development and how it can affect customers expectations.
Furthermore, it is fundamental for companies to manage good public relations in order to
perform in target market.
PART 1
P1 (a) Purpose of workforce planning and role of HR manager
Workforce planning is an imperative part of human resource management. It helps
managers to improve the production and performance level of staff members as firm can achieve
high competitive advantage. Apart from this, Woodhill college is high focused on work
planning; in this context it provides training and development assistance to employees in order to
improving their skills and knowledge in a particular field. Human resources are the valuable
assets of corporate association; they are known as their strengths (Aswathappa, 2013).
Effective human resource team is assistive in sustaining workers for long time of span. In
this context, firms have to focuses on optimum utilisation of available resources.
Role of HR manager Recruitment and selection – It is the foremost role of HR manager of an organisation. It
is essential for the person to prepare recruitment and selection strategies and guidelines
for hiring suitable candidates for required job description. In this perspective, the human
resource department can hire different candidates from job portals and different sites. Develop employee relations – Another major role of HR manager is to improve
employee relationship by providing healthy and positive environment to them. In
addition, if employees' behaved politely with their staff members then they can easily

share their ideas and thoughts with each other (Camelo-Ordaz and et. al., 2011). It helps
in building healthy employee relationship' at workplace.
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 Professional training and development – Training and development is required for new
employees as well as existing once in order to improvise their current skills and
knowledge in particular area. It is also accessible for Woodhill college to achieve high
competitive advantage in a certain time period. The firm can provide training through two
methods- on the job training and off the job training methods.
(b) Strength and weaknesses of different approaches of recruitment and selection
In every business organisation, there is required an effective recruitment and selection
approach in order to ascertain qualitative and well skilled staff members.
Recruitment – It is the process of finding and hiring best candidates towards a job
opening. Recruitment involves examining the current as well as future job requirements that
attracts employees' to a job. It helps in enhancing the pool of job applicants at a minimal cost.
With this assistance of recruitment process, managers can identify different candidates in an
effective manner. Through which, business organisations, i.e. Woodhill college can easily meet
with its legal and social obligations towards the composition of workforce.
Selection – Selection is the process of identifying the most appropriate suitable people
out of all the applicants. In this, candidates qualifications are matched with job requirements of
the company. The main purpose behind selection is to weeding out unappropriated (Jackson,
Schuler and Jiang, 2014). Therefore, selection is negative process as it rejects a large number of
several unsuitable candidates.
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(Source: Sources of Recruitment: External and Internal Sources of Recruitment, 2017)
There are different types of approaches of recruitment and selection, such as stated as under: -
Internal sources – It is the most common approach that is used by organisations when
they are seeking for candidates in order to fulfil higher position. With this assistance of internal
sources, management recruit employees within organisation. Below mentioned are the different
sources of internal sources: - Promotions – In this method, employees are promoted from their existing position of
higher position. Promotion carrying out high status, pay, roles and responsibilities. It
diminishes the requirement of job training because staff members are already aware with
organisational cultural and policies. However, Woodhill College can get well qualified
and skilled candidates.
 Transfers – Transfer states with shifting an employee from one place to another without
making any changes in his or her post, pay and responsibilities. It is required when
employees felt unable to reach out job location and sometimes promotions are essentials
for getting promotion. Along with this, job rotation includes transfer of staff members
from one job to another.
Strength and weaknesses of internal sources
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Illustration 1: Sources of recruitment and selection

Strength Weaknesses
Candidates are familiar with organisation's
policies, cultural and procedure.
Business already knows strength and
weaknesses of staff members.
Increases employees' morale and confidence by
offering opportunities for upward mobility.
Limits number of potential applicants
Prevents high quality and skilled employees
within organisation
No new ideas can be introduced from outside
Time and cost effective method. Generate another profit that must be fulfilled.
External sources - It refers to hiring employees from outside of the business
organisation. In external environment, there are various people who are seeking for a job. Thus,
firms can hire these candidates through job portals or websites. External sources are also a
beneficial method of that is widely used at corporate level. It helps management to find out new
and innovative workforce. Below described the various sources of external recruitment: - Employment agencies – There are government and private agencies which register
candidates for employment. These agencies furnish a list of suitable and qualified
candidates from data bank. It provides human personal for supervisory as well as higher
levels. Business organisations can connect themselves to these employment agencies and
select the best one candidate as per its needs and requirements. Advertisements – Several companies gives advertisement regarding vacant profiles in
newspapers so as to fulfil them in a certain time period. Advertisements can be used for
technical, clerical as well as managerial posts (Bedwell and et. al., 2012). Business
organisations, like Woodhill College also gives advertisements in social media channels
so as to attain large pool of applicants. Campus recruitment – It is a common phenomenon which is mostly used in UK
organisations. Many multinational organisations visits educational or training institutes in
order to recruit people. Companies are linked with these institutes for placement purpose
of their students. It is the process of giving chance to new generation as they can explore
themselves.
Strength and weaknesses of external sources: -
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Strength Weaknesses
Influx of new ideas May cause moral problems for internals.
Facilitates recruitment of people with diverse
skills, expertise and vast experience.
Required high costs and time.
New hiring also bring new industry highlights
and expertise
Chances of creeping in false positive or
negative error.
No group of political supporters in company Adaptability problems and wrong selection.
P2 (a) Write a job advertisement
ADVERTISEMENT FOR HR MANAGER
Woodhill college is looking for HR manager who can directly oversee all aspects of human
resources, including recruitment, selection, training, developing, motivating, payroll,
administration, legal compliance etc.
Qualification
 Bachelor Degree in Human resource or any related field.
 Master degree in human resources or any related field.
Functional area – HR/ Administration, IR.
Desired candidate profile -
 MBA in HR
 5+ year experience as a HR Good communication skills, presentation skills, problem skills skills, networking system
knowledge etc.
Responsibilities -
 Handle staff queries
 Write new job descriptions
 Schedule on-site interviews
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 Performance management
(b) Suitable platforms for advertisement
 Social networking sites
 Job portals, i.e. Naukri.com, LinkedIn, indeed etc.
 Online websites
 Newspapers
 Bill boards
(c) Job specification and person specification
Job Specification of HR
Job Title – HR manager
Reporting to – Sr. HR officer
Job purpose – Provide administrative and office support in Human resource functions; to
ensure that company is employing right balance between staff members. '
Timings – 10 AM to 7 PM
Duties and responsibilities: -
 Initiate new hire checklist and process in a timely manner.
 Promote equality and diversity Arranging all activities and tasks among employees.
Payroll system – No salary bar for deserving candidates.
Person specification of HR
Attitude  Be honest
 Be sociable
 Be will to do activities with us
 Be confident to challenge on our behalf and persistent
Skills  Be good good at understanding person and sorting out arguments
 Be able communicate with every one
 Be presentable and take fast decisions
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Experience 5+ year experience in HR field.
PART 2
P3 a) Difference between training and development
The term training and development relates with enhancing the knowledge base of staff
members. Many business organisations are conducted several training programmes in order to
increases the production and performance level of employees' as firm can achieve its goals and
objectives in an effective manner (Kehoe and Wright, 2013). Development events can reduces
the weak links for people; it also helps employees as they can work independently with taking
help as well as supervise from others. But there is a huge difference between training and
development which is described as under: -
Training Development
It is an activity of improving skills and
competencies of an individual.
Development is a process of growth and
learning.
It is a short term and job oriented activity. It is long term and career oriented activity.
Training helps a workers to perform better at
workplace.
It ensure the whole development or growth of
employees.
It emphasis on technical skills. It focuses on conceptual ideas.
b) Affect of training and development customers' expectations
In TESCO, training and development programmes are regulated with an aim of providing
effective products and services to customers and gaining high competitive advantage. Behind
this, the main focused is to perform all activities and tasks perfectly. Induction and orientation
events also lead growth and vitality of the company. It helps in producing new, innovative and
qualitative products which are enable to fulfil customers' needs and wants. In other words, a well
trained employee is capable to generate unique products which are liked by customers. If Tesco
is providing higher satisfaction level to its buyers then it can easily increases firm's sales and
profitability (Daley, 2012). Furthermore, customers are the market king, they have ability to
change overall business strategy of a company. Therefore, consumers likes, dislikes, choices,
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interest, values can also effect organisation. In order to fulfil these demands, it is fundamental for
business entities to have trained staff and gain high business growth. The prime objective of
training and development programmes is not only to train employees but also to achieve its goals
and objectives.
c) List of training methods
There are two types of training methods, such as- on the job training and off the job
training. Brief description of these methods is defined as under: -
On the job training methods
Understudy Job rotation Mentoring Coaching
In this methods,
employees are guided
or trained by their
senior manager. The
trainees are detached
with their supervisors
; the process is called
understudy. For
example- the future
manager of TESCO is
working with present
manager.
It is a process of
providing training to
employees' through
rotating them with a
related job. This
method prevents
trainees in order to
reduces costs. The job
rotation method is
used as preliminary
tool.
The method relates
with developing
employees' attitude.
Basically, mentoring is
used for managerial
posts; it is done with
one to one interaction.
It aids in determining
the weak sections and
emphasis on reducing
them in an effective
manner.
Off the job training methods
Lectures and conferences Vestibule training Simulation exercise
It is the traditional method of
training and development. In
Tesco, training programmes
starts with a lecture; it is
known as a verbal presentation
for large group of people.
It is the term of near the job
training. Vestibule training
offers to learn something new
or unique (Scullion and
Collings, 2011). In this,
employees are guided or
It means to creates an artificial
environment which is related
with real situation. There are
different parts of simulation
exercise, such as- management
games, case study, role
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directed in a prototype
environment.
playing, in basket training.
d) Identify training needs
In business organisations, training needs are determined after setting goals and objectives
of the company. In this, employees skills are analysed whether it is enable to company's targets.
Business expansion and diversification are the two main objectives behind any training in
TESCO. It focuses on putting right employee at right place; it is needed in order accomplish all
these objectives in a certain time period. Training and development assistance is also necessary
in order to perform all crucial activities. Staff members are having effective skills are able to
produce more and more for company's advancement. It is also essential in order to provide well
qualitative and value added for customers (Jiang and et. al., 2012). Training process also
beneficial for employees as they can perform their job roles and responsibilities by recognising
customers' behaviour and demands. But management have to ensure the gap between employees'
knowledge before regulating any training programme.
e) Benefits of training programmes for employees and employers
Training and development are beneficial for employees as well as employers.
Benefits for employers Benefits for employees
If managers of the company will provide
training to their employees; then it can build
their interrelationship. Through which, both
parties can share any workplace problem and
find out appropriate solution for the same.
In relation to employees, training programmes
aids in spreading positive behaviour of
employees which creates healthy and friendly
working environment. Happy workforce is able
to produce in better and efficient manner.
Training programmes helps in providing a well
trained staff members to management. If
TESCO regularly gives training to its
employees then they will be sustain for long
term period within organisation (Morgeson and
et. al., 2013). Business organisations can keep
their workforces through rewarding and
It can also boost up personal and professional
skills of workers as they always tries to
generate something new that is able to achieve
goals and objectives of the company. This can
provides an opportunity in boost up the
decision making process of the firm.
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appreciating them.
Another benefit of training program is; it
increases flexibility and adaptability of an
organisation. In other words, well skilled
workforces can easily adapt all environment
changes as well as face challenges in an
effective manner.
The last benefit is, training programmes can
extend motivation level of employees, as they
become more confident and able to take any
risk.
f) Accomplishment return on investment
Training programmes are really assistive and useful for business growth. It renders
excellent customer services in professional manner to customers. The firm always creates a
structured training program that can raise the quality of services and train employees as they can
carrying out all activities or tasks in a pervasive manner. The net profit of TESCO is around 3
billion pounds and the overall stores are approximately 2300. On the basic of this development,
an well structured training can accomplish return on investment and the sales volume of the firm
is also increasing rapidly.
g) Approaches of business expansion
There are various types of approaches, such as- merger and acquisition, franchising,
strategic alliances, limited market growth strategy etc. Through which any business organisation
can easily expand its business in international market. It helps in raising market share and
proficiency of companies at global level. As TESCO is operated in different nations therefore,
the firm is focusing on strategic alliance with other retail companies so that customers can easily
know about it.
PART 3
a) Importance to manage good employee relationships
Managing healthy and positive relationship at workplace is the the fundamental role of
human resource manager of a company. Human beings are required to talk with each other in
order to discuss ideas, thoughts and further workplace problems. An isolated working
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environment can evolves negativity over the organisation. Therefore, managers of ITV have to
create certain strategies and policies so as to maintain good relationship with their employees. It
is seemed that happy employees are productive and sustain long term growth for the company
(Kim, 2012).
In order manage this prosperity, employees have to be involved in decision making
process of ITV. It also generate coordination and cooperation within staff members as they can
work together for accomplishment of particular goal and objectives of the company. Healthy and
strong employee relationship can also create employee loyalty as they can sustain for long term
period within organisation. Well experienced and skilled employees are able to grab all future
opportunities which can affect firm's decisions and make them more imperative that relates with
goals and objectives of the company.
b) Key elements of employment legislation
Employment legislation consists with all laws and regulations that are implemented
within workplace in order to managed overall workforce. It forces employees and employers to
work in an ethical manner so as to maintain the decorum of the company. In UK, British
government has been developed certain imperative laws and legislation which must follow by all
corporate associations. Below mentioned are the main key elements of employment legislation: - Race and religion act (2006) – The laws was created by British parliament with an aim
to reduce the discrimination on the basis of colour, race, religion, cast, background of an
individual (Buller and McEvoy, 2012). Administration needs to judge its employees on
the basis of their performance level and skills; they have to provide treated all workers in
an equivalent manner. Health and safety act (1974) – The prime objective of this act is to provide healthy, safe
and secure working environment to all employees as they can perform in an effective
manner. Managers need to take responsibility to analyse risk area properly and make it
risk free. Along with HSA ensure practical compliance and help company to understand
as well as implement 'organisation intent' in order to support health and safety.
 Minimum wages act (1948) – This law was regulated to provide minimum wages to
workers as they can work effectively in an organised sector. It focuses on stop any kind
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of exploitation and to empower the organisation to take step for fixing minimum wages
for all employees and revising it in a timely manner.
CONCLUSION
As per the above discussion, it has been summarised that human resource management is
the key factor every commercial entity. The main purpose of workforce planning is to manager
overall employees and their activities in an effective manner. Managers needs to continuously
provide training and development assistance to its staff members so as to fulfil customers needs
and wants. Apart from this, organisations have to follow all legal laws and legislations for
working in an ethical manner. Healthy and positive employee relationship can put a huge impact
on decision making process of the company in pervasive manner.
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REFERENCES
Books and Journal
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Bedwell, W. L. and et. al., 2012. Collaboration at work: An integrative multilevel
conceptualization. Human Resource Management Review. 22(2). pp.128-145.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Camelo-Ordaz, C. and et. al., 2011. The influence of human resource management on knowledge
sharing and innovation in Spain: the mediating role of affective commitment. The
International Journal of Human Resource Management. 22(07). pp.1442-1463.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. Academy of Management Annals. 8(1). pp.1-56.
Jiang, K. and et. al., 2012. Clarifying the construct of human resource systems: Relating human
resource management to employee performance. Human Resource Management
Review. 22(2). pp.73-85.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp.257-279.
Morgeson, F. P. and et. al., 2013. Extending corporate social responsibility research to the
human resource management and organizational behavior domains: A look to the
future. Personnel Psychology. 66(4). pp.805-824.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Zhang, M., 2012. The development of human resource management in China: An overview.
Online
Sources of Recruitment: External and Internal Sources of Recruitment, 2017. Available through:
<http://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-external-and-
internal-sources-of-recruitment/35267>.
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