Relationship between Business Strategy and Human Resource Strategy

Human resource
management

TABLE OF CONTENT
TASK: 1................................................................................................................................................3
INTRODUCTION.....................................................................................................................................3
MAIN BODY...........................................................................................................................................3
Relationship between Business Strategy and Human Resource Strategy...........................................3
Vertical alignment and incorporation of Horizontal..........................................................................4
Models of Strategic Human Resource Management (SHRM)...........................................................5
The resources based view of SHRM..................................................................................................7
Practice in performance management and reward system..................................................................7
RECCOMENDATION...............................................................................................................................8
CONCLUSION.........................................................................................................................................8
REFERENCES..........................................................................................................................................9
TASK : 2.............................................................................................................................................10
INTRODUCTION...................................................................................................................................10
MAIN BODY.........................................................................................................................................10
Nature and theoretical prospective of employment relations...........................................................10
The Main Actors in Industrial Relationship.....................................................................................10
Roles of the actors within the Centre of Expertise (COE)...............................................................11
Main Theories of Employment Relations........................................................................................12
CONCLUSION...................................................................................................................................13
REFERENCES....................................................................................................................................13

TASK: 1
INTRODUCTION
HRM is a feature of a company that focuses mainly on the recruitment, management
and direction of a corporation's employees, and SHRM is concerned with the actions and
concerns of individuals that affect the organization's strategy or are influenced by it. Human
issues, such as ensuring the accessibility, preservation, motivation, and development of these
resources for people (Brewster, 2017). This case study is about the "Centre of Expertise
(COE)" organization, a team, a common capacity, or an association that focuses on best
practices, leadership, science, support and/or training. As this study examines the relationship
between business strategies and human resource policy, vertical alignment and horizontal
integration are discussed throughout the enterprise. And also evaluate the SHRM models and
analyze the resource-based view of HR management and determine performance
management and incentive system HR activities to create organizational changes.
MAIN BODY
Relationship between Business Strategy and Human Resource Strategy
The centre of expertise relates the business strategy and human relation strategy. So,
that the employees can understand the workflow of the firm and also the superior can
recognize a good business plan. The development of human resources is vital to the
sustainability and growth of a company. In the past, workforce management was basically
the handling of payroll and wages. In order to establish compatible human resources and
overall company objectives, the human resources approach involves organizational leadership
teams conferring with human resources experts. The continuity of the relationship between
human resources managers and other managers of the Centre-of-expertise is the true indicator
of a human resources partnership and general business strategy. Sometimes, Executives of
human resources who are refused access to the meeting room claim that the significance of
human capital is not recognized by the Center of Expertise (Delery and Roumpi, 2017).As a
corporate strategy, management's strategic efforts to improve the market position of COE and
overall results are a combination of responses to unexpected developments and new market
circumstances.
The human element of the COE approach refers to members and business
relationships as a critical topic. This asset refers to the anticipated worker estimate for

achieving targets and gaining authoritative accomplishment. In order to achieve the
authoritative targets, the executives of this include complex, use and making steps based on
staff mentalities and activities. A culture of consistent communication and trust within an
association is an integral part of linking business procedures to HRM. It generates more
significant levels of confidence and decency among members and the supervisory community
at the moment when employees are urged to interact with various components of the
company technique. This faith is focused on the exchange of knowledge that encourages
members to engage in the association's vision and goals as well.
As certain business strategies and human resource management are designed by the
Centre of Expertise, proper leadership is carried out so that effective, efficiency is achieved
and the COE can increase market share and also enhance the company's workflow and
productivity and produce good results with proper workflow maintenance. The Centre of
Excellence is a business that provides workplace creativity and also provides employees with
the opportunity to increase their knowledge and skills, and the COE will get benefit from
such training while achieving the efficient productivity of the employees and the company
can achieve its goal in particular time to move towards the growth.
Vertical alignment and incorporation of Horizontal
Vertical alignment is a process in which an individual assumes full responsibility for
the creation of an item in at least one stage. It may also use vertical integration to take
ownership of the products' reins of circulation. Another serious strategy that companies use is
horizontal integration. A scholastic concept is that flat coordination is the assurance of
business practices in comparative or multiple projects that are at a comparable stage of the
value chain (Iqbal, 2019). In simpler terms, the securing of a related enterprise is also
reconciliation: a drive-through eatery chain converging with a comparable corporation in
another nation to gain traction in unknown business sectors. The Centre of Excellence of U.S
adopt a new approach to international trade processing is being announced by Customs and
Border Protection (CBP), which will help foreign-made goods enter the country faster, better
identify dangerous and counterfeit items and use more advanced and efficient processing
methods. The new approaches would begin to process trade through an account-based
approach rather than a transaction-by-transaction strategy. This will help the COE to manage
the resources and produce a suitable product for it.