Strategic Human Resource Management

This assignment provides detailed information about strategic human resource management, including its importance in contemporary business scenarios. It covers various aspects of SHRM, such as training and skill development, recruitment, performance evaluation, and rewarding frameworks. The answers to each question are provided, along with relevant references from academic sources.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

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Table of Contents
Answer 1:.........................................................................................................................................2
Answer 2:.........................................................................................................................................3
Answer 3:.........................................................................................................................................4
Answer 4:.........................................................................................................................................4
Answer 5:.........................................................................................................................................5
References........................................................................................................................................7

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Answer 1:
In the contemporary period, with the increasingly integrating and cognitive business
environment in the global framework, it becomes mandatory for the commercial organizations to
manage their human resources efficiently, to successfully implement any business strategy and in
order to maintain competitive edge over their rivals (Cascio, 2018). The essential elements of the
human resource strategy, in this context are as follows:
 To design the strategic framework in such a way that the individual expectations and
performances of the employees remain in accordance to the overall organizational goals
 To ensure the presence of an overall productive, healthy and competent work
environment in the company, which can help in encouraging the employees to work
harder
 Enable and empower the employees by providing them provisions of relevant and skill
development training, which by augmenting their capabilities can help in increasing their
individual as well as the organizational productivity (Menon, 2012)
 To identify the points of threats and confusions among the employees regarding the
concerned business strategy and to ensure dissemination of required knowledge and
understanding among the employees regarding their job roles and responsibilities in this
aspect
 To recognize the efforts of the hard working employees and design rewarding policies
accordingly such that the employees remain motivated and focused to increase their
efforts for their own professional betterment, which is expected to benefit the concerned
organization in the long run (Jiang et al., 2012).

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Answer 2:
The evaluation of the success or failure of any business strategy of a commercial
organization requires the assessment of the ability of the employees and their performances in
this aspect, which is one of the primary responsibilities of the human resource management of
the company. The roles, which the HR plays in this aspect, are as follows:
Ensuring training and skill development- The implementation of new business strategies in
any organization in general calls for relevant training for the relevant employees. The
organization and conduction of such training processes efficiently is one of the jobs of the human
resource department. The evaluation of the capabilities of the employees post training also falls
under the responsibilities of the same, which in turn indicates towards the readiness of the
employees (Buller & McEvoy, 2012).
Recruitment- Often implementation of new business plans and strategies requires skills and
capabilities, which are not present in the existing employee base of the organization. For the
purpose of implementation of such plans, new employees are needed to be recruited. The
responsibility of hiring such diverse workforces according to the requirement of the upcoming
plans of the company also falls under the roles of the company.
Managing and Monitoring Capabilities- One of the primary roles of the HR is to continuously
keep on monitoring the level of capabilities and strengths of the employee force in the company
and to design and modify the employee engagement in different roles and sectors in such a way
that the long term organizational goals are achieved (Berman et al., 2012).

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Answer 3:
The process of human resource planning in an organization is a process of continuous
modifications and changes in the planning to use the human resources of the organizations
optimally and cost effectively. The different approaches included in the human resource
development are as follows:
Identifying present capabilities- The first approach is to analyze the strengths and weaknesses
present in the existing organizational structure of the company, in order to understand the
changes and inclusions required in the company, in terms of human resources, such that the
future goals of the same are achieved.
Demand forecasting- The demand of the company, in terms of the human resources, to stay
ahead in competition needs to be analyzed and forecasted based on the long term as well as short
term goals of the organization. This in turn, helps in assessing the qualitative as well as
quantitative labor demands of the company in the coming years (Nankervis et al., 2013).
Integration of plans- Depending upon the needs and current scenario of human resources in the
concerned company, the human resource planning is integrated with the rest of the operational
framework of the company. Subsequently budgeting and implementation aspects of the plans are
designed in collaboration with all the departments of the organization.
Answer 4:
The formulation of corporate strategies, in other words means the process in which the
commercial organizations choose their best strategic framework in order to achieve the pre-
determined goals of the same. The systematic approach of formulation of corporate strategy
includes the following steps:

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a) Defining organization- The first step in the strategy formulation includes defining the
organization, the markers in which it ventures and the demands and requirements of the clientele
precisely.
b) Defining mission- The strategic mission of the company also needs to be defined clearly, as it
helps in providing guidance for execution of any strategic formulation and implementation.
c) Identifying strategic objectives- The third step comprises of defining the long term as well as
short term objectives of the company and of aligning the performance targets according to the
same (Grant, 2016).
d) Finding competitive strategy- In order to reach to the goals of the company the next step
involves identification of the best and most competitive strategy. For the purpose of this the
strength and weaknesses in the company also needs to be analyzed.
e) Strategy implementation- The next step involves proper and efficient implementation of the
selected strategy.
f) Evaluation- The implementation of the selected strategy is followed by evaluation of the
progress of the same in regular intervals so as to keep a close vigilance on the working of the
strategy, which may help in bringing in modifications and inclusions as and when required
(Wheelen et al., 2017).
Answer 5:
The strategic human resource management in the commercial organizations in the
contemporary period comprises of different actions, involving training and skill development of
the workers, strategic and focused recruitment process, development of worker’s evaluation

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framework, monitoring of the performance of the workers, development of rewarding and
recognizing frameworks for the hardworking employees. It is also concerned about the
development of strategic plans in terms of human resources to improve the productivity and
overall efficiency of the concerned organization (Jackson, Schuler & Jiang, 2014).
All these together helps in developing the human resource base of the concerned
organization and in aligning the overall operational framework of the company with that of the
long term as well as short term goals of the same. This in turn helps in increasing the
productivity and performance of the organization in the continuously increasing competitive
commercial framework in the global scenario.

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References
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2012). Human resource
management in public service: Paradoxes, processes, and problems. Sage.
Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review, 22(1), 43-56.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Grant, R. M. (2016). Contemporary strategy analysis: Text and cases edition. John Wiley &
Sons.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), 1-56.
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal, 55(6), 1264-1294.
Menon, S. T. (2012). Human resource practices, supply chain performance, and
wellbeing. International Journal of Manpower, 33(7), 769-785.
Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2013). Human resource management:
strategy and practice.
Wheelen, T. L., Hunger, J. D., Hoffman, A. N., & Bamford, C. E. (2017). Strategic management
and business policy. pearson.