Strategic HRM's Impact on Organizational Performance

This assignment requires a comprehensive analytical review of the article 'The Impact of Strategic Human Resource Management on Organizational Performance' by L. Cania (2014). Additionally, incorporate insights from other relevant articles provided to support your analysis and discussion. The focus is on understanding how strategic HRM influences organizational performance, exploring related theories, examining findings from various studies, and considering practical implications.

Human Resource
Management

Table of Contents
Human Resource Management....................................................................................................1
INTRODUCTION............................................................................................................................2
P1 Functions and purpose of HRM.............................................................................................3
P2 Methods and Approaches of recruitment along with their strength and weaknesses ............5
M1 Use of functions of HRM in order to gain effective talent and skills appropriate to
business objectives:.....................................................................................................................6
M2 Evaluation of strength and weakness of various approaches................................................7
D1................................................................................................................................................8
TASK2 ............................................................................................................................................8
P7 Implementation of HRM activities in the context of organization.........................................8
M5 ............................................................................................................................................10
P3 (a) Difference between training and development...............................................................10
(b) Determination of training needs with various methods of training.....................................11
(c) Benefits for TESCO and the employees in having systematic approach to training and
development..............................................................................................................................12
P4 Effectiveness of various HRM practices in respect of raising profits and productivity......12
M3.............................................................................................................................................13
D2..............................................................................................................................................13
TASK 4..........................................................................................................................................13
P5 Importance of employee relation in context of HRM decision making...............................13
P6 Key elements of employment legislations and its impact on HRM decision making..........14
M4.............................................................................................................................................14
D3..............................................................................................................................................15
CONCLUSION..............................................................................................................................15
REFRENCES ...............................................................................................................................16

INTRODUCTION
Human resource management plays an important role in management operations of
company. Workforce of an association are the vital source in achieving the organisational
objectives of organisation. Therefore HR manager has to formulate all the policies, procedures
after concerning needs, ability and skill of their employees. Their are different functions
performed by Human resource department in order to effectively run the business. Therefore, it is
duty of HR department to select appropriate candidate on the basis of their skill, knowledge and
abilities so that requirement of vacant job position can be fulfilled. There are different method of
recruitment which affect the working of organisation culture. Mostly internal and external source
are pre-freed (Albrech ,2011). Under this project Woodhill College, TESCO and ITV are taken
that give the detail about the different circumstances related to effects HRM recruitment. The
topic discuss under this related to scope, purpose of HRM, importance of training and
development and key elements which give details about employment legislations. Hence, it
define pros cons of all internal external changes and ways to increase productivity (Bloom and
Van Reenen, ,2011).
TASK 1
P1 Functions and purpose of HRM
Human resource management plays significant role for every organisation as they will
direct employees to improve their performance in order to accomplish daily targets. Further, in
order for enhancing future growth company organise various training development programmes
to their workforce for maximum benefits. In this context, team of Woodhill college comprises of
experienced professionals but in recent days there is vacancy of HR manager and organisation
uses single way of recruitment. Although HR department cater more efficient and educate
employees for imparting professional education to their student.
Hence there are various functions which are associated with HR unit stated below: Planning: This is foremost function of organisation which tell about the advance
planning related to organisation upcoming products and services. Further, it contain all
the details related policies formulation, strategy implementation and improvement in
organisation structure according to changing trends. Therefore advance thinking

regarding recruitment selection related to vacant job position must be filled within
specified time period. Staffing and organising: After accomplishment of planning process the next step is to
decide what task assign to different individual. Under this process all the authority
responsibility relationship are clear in the mind of employees so there is no confusion at
the accomplishing daily targets. Therefore optimum utilisation of resources is possible
through organising thing in systematic manner. Employee benefit and compensation Management: Main work of HR manager is to
formulate such type of compensation policy which not create the environment of
discrimination and considered the benefits of employees. The main objective behind it to
maintain the decorum and avoid all the disputes, conflicts arises due to unfair or unethical
business practices (Blume and et. al. ,2010). Training and development: It is vital for organisation in order to remain sustain in
external market for longer period to provide appropriate training development
programmes to their employees in the form of lectures, PPT learning and from various
case study about distinct situations. The main criteria of company is to improve the
personality of employees by emphasising professionalism quality at the time of
interacting with customers. Employee relations: Every organisation touch the path of success only because of team
spirit and harmony among employees. Absence of these mechanism create barrier in
future growth. Therefore it is significant of HR manager to personally interact with every
individuals to know their issue problems faced by them which leads to productivity and
efficiency in working style.
Purpose of workforce planning: HR manager has to make complete planning regarding the
development, career advancement and growth of both company and employees. All the efforts
are put by them in order to enhance the skills, capabilities and knowledge of workforce
management. In context of Woodhill College which comprises of professional staff but although
there is no clarity of organisation structure. Therefore this association conduct their activities in
such a way which leads to low turnover and reduce absenteeism.
Apart from it there are some other purpose of Human resource management which stated below:-

 Employee motivation: Presence of motivation factor is important for every individual. In
context of any organisation if they have to accomplish time specified targets then in such
case leader need to motivate their employees so they put their full efforts in right
direction without any dissatisfaction. Woodhill college, superior has to examine all the
factors like rewards policy, promotion procedures for better working environment. Policies and procedures: In order to maintain goodwill and ethical environment policies
and strategies related to legal matters must be stable according to dynamic business
environment so smooth flow of organisation is possible. Communication: Fundamental principles of Woodhill College is to maintain good
communication and interaction among each department will lead to adequate working
culture of associations.
 Improvement in efficiency and effectiveness of people: For continuous growth and better
personality of employees organisation need to provide systematic training and teach
learning style through their leaders in order to obtained efficiency and effectiveness
among team members (Cania , 2014).
P2 Methods and Approaches of recruitment along with their strength and weaknesses
In present scenario there are different methods through which recruitment selection
process can be executed successfully. For an organisation point of view, it is essential for
strategic level to fix a stabilised method after consulting with their HR team which give
maximum benefit in future projects of business. Woodhill College want to expand their
association so they require professional staff specialised in their respective field. Therefore
company uses distinct kind of methodologies related to recruitment and selection. Various
method along with their merits and demerits are:-
 Internal source: under this method candidates are selected within the premises without
the involvement of any external members. In other word selection process done within
the boundary of company. This method is most effective in case of hiring professional
person for higher position so it is easy for HR manager to select suitable individual
internally that fulfil demand of vacant position. It save time, efforts and money of
organisation because they don't need to publish information in external public.
Advantages
 Optimum utilisation of resources
Disadvantages
 Lack of Fresh and innovative talent

without any wastage increase
productivity.
 Increase employee morale and
satisfaction.
 Less training and induction
programmes are require save funds
which utilised in maintaining quality of
goods and services.
 Easy adaptability of environment.
unable company to grab opportunity
available in market.
 Limited choice does not succeed at the
time of complex circumstances.
 Not able to understand the latest
technology used by competitors to fulfil
needs of customers.
 Chances of jealousy, partiality and
disputes situation increases.
External Source:- Under this method candidates are chosen outside the organisation. It is most
common source used in medium and large scale company. Further, HR manager used various
medium in order to publish the information related to vacant job position. Generally newspaper,
magazine and different social networking sites are utilized for transferring the data related to
empty position to large population (Cox, Arnold and Tomás , 2010).
Merits
 This method used for outside people
bring in new ideas.
 Larger pool of applicants from which
best one is selected.
 People have wider range of experience.
 Ability to handle complex dynamic
environment.
Demerits
 Longer and complex process require
time, efforts and money.
 Selection process is not enough to
know the eligibility of candidates.
 Professional people kill the skill of
existing employees.
 Chances of jealousy, partiality at the
time of promotion increases.
M1 Use of functions of HRM in order to gain effective talent and skills appropriate to business
objectives:
There are numerous types of functions get done by HR manager of a company in order to
select effective and skilled employees so that vision of company can accomplished within the

specified time period. Woodhill HR manager need to understand environment and then work on
the functions properly. Following are description which stated below:- Planning:- under this step Woodhill college HR team has to plan in advance regarding all
the policies related to recruitment selection and also method they used under it which
give benefits to college (Scullion and Collings , 2011). This enable them to fill vacant
position in specified time period.
 Staffing:- Another major function is to divide employee work according to their ability.
HR manager of Woodhill uses the management principle like division of work under
which responsibility given according to specialisation. Employee benefits: HR manager has to take appropriate steps in favour of employee
benefits. For establishing harmony in Woodhill college company must provide suitable
rewards and promotion so management accomplish their goals.
 Training and development: Another function of company is training and development so
that employee ability, personality improved. Systematic training session must be
organised to all the staff so they imparting eduction to their student in efficient way.
M2 Evaluation of strength and weakness of various approaches
Evaluation of approaches can be done through their advantages and disadvantages of
internal external recruitment as mentioned below:
Advantages of internal external recruitment
Internal
 This factor is helpful for business in
order to gain trust worthy employees.
 Morale and efficiency increases.
External
 New and fresh talent can be gain
through this medium.
 Number of options available which
leads to efficient working culture.
Disadvantage of internal and external recruitment
Internal recruitment
 Increase the chances of dispute because
of biasness in promotion policy.
External recruitment
 New employees create the environment
of embarrassment for existing
employees.

 Not able to explore new market
opportunities.
 High cost and complex procedures.
D1
As indicated by recruitment as well selection process is must for each kind of
organisation. Therefore, they will easily assign suitable candidates for the vacant position.
Generally in every organisation internal external recruitment source are used to select appropriate
candidates. The main objective behind evaluation is to strengthening the positioning of
organisation in market place and brings stability among all the internal employees so atmost
satisfaction is given to their client from their products and services (Crook and et. al. ,2011).
TASK2
P7 Implementation of HRM activities in the context of organization
Job advertisement in relationship to management as well as marketing stated below:

JOB VACANCY
Vacant Position( Teaching) 5
Subject: Marketing and Human resource
It is an formal advertisement for all applicants on the behalf of Woodhill College regarding the
post of teacher in United Kingdom. This is big opportunity for all who looking for job in this
profile in such reputed college. Interested candidate can easily apply in official website of
college where they get full detail about eligibility criteria required for participation. One big
chance of enhancing career at large scale.
Essential qualifications:
 Masters in marketing and human resource.
 Must have an knowledge and experience of 3 years.
 Effective Communication skill
Salary: 15,000 to 30,000 pounds per month.
Contact at official website I.e. [e-mail] within 2 days from date of
advertisement.
Job Specification: Statement that give the details regarding essential components of job class
including minimum qualification, responsibilities are known.
Human resource management and marketing employee job description
Occupation description: Know who to communicate with students at the time of lectures.
Fundamentally he or she must be inspiring personality for students.
Staff member is anticipated to:
 Specialisation in Human resource and marketing.
 Expert in field of teaching. Experience of at least 2 years.
Requirements:
 Obtained certificate course in culture and welfare sector.
 Effective interrelation abilities.

M5
As per the scenario company wants the best and suitable candidate of vacant job position
in order to fulfil the targets of company. Their are various HRM practices used by organisation
for better results. In this context Woodhill College must use various social networking sites and
advertisement to communicate information to users and these practices described below:
 Social networking: this is most effective HRM practices in which HR manager can post
the information related to vacant job position through various internet sites which include
Facebook, Instagram and naukri.com where data related to eligibility criteria are also
given.
 Advertisement: It is another and traditional way to giving information to all the
applicants through newspaper, magazines and print media where general public easy
assess data.
TASK 3
P3 (a) Difference between training and development
Training and development is the important part whether from individual or company
point of view. Both are different in nature first training is given and then development process
began. Therefore in order to sustain in dynamic external environment training development both
are essential to improve skill, capability of employees. TESCO HR manager need to understand
the meaning of both term and differentiate them in appropriate manner:

Training
 Under this TESCO employee enhance
their particular job skill.
 Training are compulsory in nature for
changing employee personality
according to organisation culture.
 It is based on short term purpose
focuses on technical and mechanical
operations.
 Staff members do not have a clear ideas
regarding career development and
training programmes.
Development
 it results in personal growth and overall
personality development.
 It is voluntary in nature that means
organisation concern on this according
to the requirements.
 Long term process based on theoretical
conceptual ideas.
 Employees are experienced and know
about the relationship between
development and career success.
(b) Determination of training needs with various methods of training
Training is essential factor that affect the growth and success of organisations. Trainer
has to covers all the topics which give the brief about the organisation objectives and strategies.
In order to enhance profits and productivity of organisation TESCO company uses two famous
methods which stated below:-
On the job training method:- under this approacher TESCO HR manager organise the training
programmes within the premises which include job rotation, lectures ,conferences and
apprenticeship. The main benefits arises from this source save the money, time and space
because all the activities are done internally (Daley , 2012).
Off the job training methods: this training method is for those employees who are not performing
work in the organisation (Ployhart and Moliterno , 2011).
. These programmes held outside the company in order to provide different environment and
experience employees different situation through case study, role playing and distance learning
are the medium of this source. Improve overall productivity.
For analysing the training needs the training needs of employees several methods have to take
into account by business managers which are described below:-

 Annual general meeting: Under this TESCO HR manager has to discuss all the matter
related to problems issue faced by employees in general meeting. This will create
positivity in environment.
 Feedback by employees: Another major things which support in analysing the needs and
requirement of TESCO get done through taking all the review by employees so that their
needs can easily be pretended.
Their are some ways through which employee performance can be appraised: Appraisal: Under this point company appraise the performance of employees when they
completed the work less than time specified for accomplishment of targets. Manpower: They should provide the knowledge to their employees according to the post
they are designated. Systematic training process improve the performance of workforces.
 Organisational analysis: HR manager of TESCO should have to complete all the
information about their system in which they are working or if any deviation arises in
designing of management operation system then try to improve it. It require less cost and
save time.
(c) Benefits for TESCO and the employees in having systematic approach to training and
development
When organisation will lead to adopt systematic approach of training and development
then it lead to higher profitability and more benefits. Every coin has two sides in the same way
training gives benefits to both employer and employee of TESCO company:
Benefits to employer
 If employee get proper training to
employers then TESCO become enable
to enhance their productivity.
 If training provided appropriately to all
employees then it enable company to
improve their brand positioning and
goodwill also.
 Another major benefits to employer by
effective training development
Benefits to employee
 Systematic training and development
also support the employees in
performing complex task by improving
their morale.
 It help in establishing healthier and
strong environment which maintain
good relationship between leader and
subordinate.
 Training and development programmes
enhance skills abilities of employees

programmes is to survive in
competitive internal situation faced by
employer
and prepare them to manage complex
situatiions.
P4 Effectiveness of various HRM practices in respect of raising profits and productivity
HRM practices play significant role in corporate world in order to enhance profits and
productivity of business organisation. In dynamic environment due to sudden effects of internal
external drivers company strategic level need to formulate such standards, policies that increase
their market share and efficiency. Thus, company have to evaluate the effectiveness of various
HRM practices perform by TESCO employee which contributes in business operations: Training and development: HR department formulate strategic policies, procedures
which play an effective role in training and development which improve their skills and
abilities as well. TESCO top management consist of professional staff which deliver
knowledgeable learning theories to their subordinate in various training session which
lead to deliver utmost satisfaction to customer from products and services.
 Conflict management: In big organisation like TESCO where conflicts and disputes
situation arises due to distinct opinion of employees belong from different culture.
Therefore in such cases HR manager establish conflict management department which
handles all matter and emphasis on harmony and cohesiveness among workers (Datta and
et. al. , 2010).
M3
Their are various kind of improvement programmes organised by TESCO which help in
accomplishing all the task, targets along with their goals in effective manner. Counselling and
lectures are organised in building the morale and positivity in the mind of employees due to
changing organisation culture. Management will acquire the feedbacks or review from lower
level related to training session because it help the company in analysing whether their efforts are
workable or not. The main objective is to invest optimum funds for better outcomes and
productivity.
D2
Under this TESCO main focus is given on effective employee relationship and
engagement. Further, training session for employer so they give direction to employees for their

career advancement. It has been noted that with the assistance of development programmes
employer will easily improve skills of their team in effective and efficient manner (Kehoe and
Wright, 2013).
TASK 4
P5 Importance of employee relation in context of HRM decision making
Employees of company has to manage the relations among working employees because
they are considered as important asset of organisation. In this Context ITV is UK based
television broadcasting engaged in providing services related to videos, graphics and various TV
series. Company uses collective bargaining method so employee adjust according to changing
HRM practices so organisation enhance performance and improve market share.
Employee engagement and relationship are two main points company considering and
merits of them are following:-
 If company environment is positive comprises of ethical practices and policies without
discrimination enhance quality standard of goods and services.
 Strategies and plans are made according to the needs of employees which bring loyalty
and trust from employee side which improve retention of skilled individuals and increase
brand image.
 Policies related to rewards, promotion and attractive incentives remove all the risk
associated to conflicts and jealousy factor (Kraaijenbrink, Spender and Groen ,2010).
P6 Key elements of employment legislations and its impact on HRM decision making
Employee relations means maintaining good relations between superior, subordinates and
their whole organisation. The main objectives behind it is to conduct the whole business process
adequately and performed duties in effective manner.
Superior need to establish good relation with subordinate in order to performing task in
good manner. Their are certain legal legislations enforced by government which taken into
account in order to sustain with economy. HRM decision making get impacted if business do not
follow legal laws properly. ITV, HR manager has to concentrate on all employment legislations
properly which affect decision making: Health and safety act, 1974: According to this law if company indulged in hazardous and
those activities which affect directly on the life of person then companies need to make
proper arrangement of all safety measures. In case if any contingencies occur can be

cover through such measures and ignorance give right to other party to sue against
company.
 National minimum wages act, 1999: HR manager have to provide minimum wages to
employees as per their abilities and skills properly. This act put imposition to all large
organisation to formulate rational wage policy without discrimination which remove all
the disputes and conflicts in management (McCauley, 2012).
M4
Employee relations must be controlled in order to maintain goodwill and brand image of
company. Further in order to remove all the clashes and conflicts ITV need to formulate such
policies which bring harmony in organisation. In dynamic external environment choices and
preferences changed so ITV has to establish such marketing strategies that make possible in
fulfilling the satisfaction of customers through their goods and services. All this possible through
team work.
D3
As indicated through all above conditions it has been clearly understood that healthy
relations among employees is important for success of business. ITV HR manager used various
HRM practices which provide opportunities for career advancement which enhance their morale.
After that organising systematic training development procedures which improve employee
personality through group participation and better listening abilities (Pinto, 2015).
CONCLUSION
It has been concluded from the whole assignment that human resource management plays
an important in running a association effectively and efficiently. Further, project discuss about
the scope, function and different methods used in selection recruitment process. It is the
responsibility of HR manager to choose rational source of recruitment which increase
profitability and productivity of organisation. Three company I.e. TESCO, Woodhill College and
ITV communication which expertise in their respective fields but suffer from various problem so
HRM give the directions to adopt viable method that reduce cost and leads to optimum utilisation
of resources. After that various legal legislation enforced by government are discuss which must
be strictly followed by all companies. Compliance of all rules regulation leads to effective HR
decision making.

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Online:
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