Human Resource Management: HR Strategies, Environmental Factors, Job Design Strategies, and Hiring and Firing Strategies of Deloitte

Human Resource Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
Drawing on HRM Models and Concepts, discuss the ways in which HR Strategies had been
modified or changed in response to crisis...................................................................................3
Impact of Environmental Factors on culture and HR Plan.........................................................4
Implement HR Model and state how value is created by Organisation......................................5
Use of Storey's 27 points of difference between HRM and Personnel Management.................6
Analyse the Job Design Strategies of Iceland.............................................................................7
State the hiring and firing strategies of Iceland..........................................................................8
Use Corporate Examples of Firms using good HR Practices.....................................................9
Recommendation.........................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
COVID 19 is a disease that has created a great consequence on economic activity, way of
working and employment. The pandemic has bring a drastic change in functioning and business
activities of organisation due to which the HR has changed the policies and practices of working
(Mao and et. al., 2020). This project is all about human resources management in which the
application of different models and concepts are discussed including the ways in which HR
Strategies are modified. It also covers the impact of environmental factors on cultures and HR
Plan, implementation of HR models and use of storey’s 27 points of difference between HRM
and Personnel management. The project includes the job design strategies, hiring and firing
strategies and some example of corporate firms that has implemented good HR Practices. For
accomplishing this project, the chosen organisation is Deloitte. It is a multinational professional
services network which deals in different services such as audit, management consulting,
financial advisory, risk advisory, legal and tax. Company has changed its HR Policies in order to
survive in competitive environment at the time of pandemic.
Drawing on HRM Models and Concepts, discuss the ways in which HR Strategies had been
modified or changed in response to crisis
The model which must be implemented by Deloitte in order to modify their HR Strategies
is Ulrich Model. The model was developed in 1997 by focusing on categorising each and every
influencer of organisation’s HR Policy into four elements such as strategic partner, agent of
change, administrative expert and employee champion. For implementing the model, CEO and
senior leadership plays an important role. The Ulrich model is also known as business partner
model. It depicts that employees must have voice rather than few organisation influencers and
champions. In the time of COVID 19, it is important for the employees to raise their voice and
share their opinion while working in pandemic situation (Wegmann and Schärrer, 2020). The HR
of Deloitte is focusing on HR Policies and practices in order to run the business in smooth and
effective manner. Ulrich model is helpful to think about HR in terms of employees rather than
focusing on algorithms and process. According to this model, Deloitte must focus on
implementing this model in effective manner as it helps employees to raise their voice and share
their feedback. There are few ways in which strategies had been modified or changes in response
to crisis they are as follows:
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Implement remote work strategies is one of the way through which Deloitte can modify
their HR strategies in response to crisis. In order to prevent employees from COVID 19 disease,
HR of Deloitte must modify their practices and provide remote working facility so that
employees can work comfortably at their home.
Reinforce new requirements for workplace health and safety is another HR strategy
which must be modified. It is necessary for HR to reinforce the new requirements for workplace
health and safety in order to make their employees feel safe while working in Organisation. HR
must develop health and safety policies for staff in order to prevent them from disease (Shipton
and et. al., 2016). They must provide factual information about the vaccination and also share the
guidelines for preventing employees though COVID 19.
Training and development opportunity is also a HR strategy which must be modified by
Organisation. Deloitte must change the way of providing training and development benefits to
employees, they must provide training through online mechanism so that manager can improve
their skills and knowledge virtually.
Impact of Environmental Factors on culture and HR Plan
The environmental factor plays a great role in influencing the profitability and growth of
business. It also affects the culture and HR plan of Deloitte, due to which the performance and
productivity of business gets changed. Environmental factors generally include the issues which
influences the health and wellness of employees (van der Laken, 2018). It mainly includes
climate change, lack of access to health care, poor water quality and poor infrastructure. In
COVID 19, the environmental factors create an impact on culture and HR plan of Deloitte. The
environmental factors also affect the HR plan of Deloitte by changing in technology, actions of
competitors, legislations and labour market. It also affects the culture of Deloitte by influencing
attitude and value of customers towards the goods and services, level of education and shape the
perception of employees (Hamid, Muzamil and Shah, 2020). HR plan is generally developed for
accomplishing the goals and objectives of business.
Change in Technology is one of the environmental factors that influences the culture and
HR plan of Deloitte. Due to the emergence of new technologies, HR has to make changes in their
plan in order to provide services to customers with advance technology. The new technology
also affects the culture of Deloitte, as the manager has to organise training and development
program for their employees in order to make them aware about the new technology. In COVID
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