Human Resource Management | Report-1

Human Resource
Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
1.1 Significant of SHRM.............................................................................................................3
1.3 How SHRM assist in achievement of business objectives....................................................5
LO 2.................................................................................................................................................6
2.3 Development of human resource plan...................................................................................6
LO 4.................................................................................................................................................8
4.1 Ways in which culture will affect HRM................................................................................8
4.2 How HR activities are evaluated by using model..................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
Human Resource Management is defined as procedure of managing people in an
organisation which includes firing, hiring, motivating and training employees (Abu-Hussein
Sweis and et. al., 2016). It is the important part of organisation that helps in selecting suitable
employees for business to conduct activities and operations in an effective manner for positive
outcomes. The given report is based on three scenarios which includes HRM strategy, HR
planning and reviewing HRM which has four outcomes.
LO 1
Being the newly HR manager in Marks and Spencer which is retail sector established in
1884 at United Kingdom (Andresen, Biemann and Pattie, 2015). This deals in providing different
of products such as food, clothing and luxury and so on. This section covers importance of
strategic human resource management and help of SHRM in achieving business objectives.
1.1 Significant of SHRM
Strategic Human Resource Management (SHRM) is defined as practice of retaining,
developing, rewarding and attracting employees to provide benefits to organisation as well as
workforce. This mainly focuses on solving and addressing problem about what effect people
management issue in long term aspect. Some of the importance of SHRM in context of Marks
and Spencer are as follows:
Motivating Employees- It is very important for M&S to boost level of motivation among
employees in most effective manner (Why You Need A Strategic Human Resource Management,
2020). The appreciation, employee of mouth, annual increment, bonus, incentives and so on
leads towards motivating employees at workplace. These helps in building strong relationship
and motivating for better work performance.
Development of Flexible Workforce- SHRM plans should possess activities which makes
flexible workforce development. This includes plans and policies for converting work into
flexible one. Respective organisation focus on development of flexibility where they allow
employee to work as per their location, shifts according to their requirement. Such benefits will
produce more quality in performance as well as work.
Employees’ Empowerment- SHRM helps in creating more enthusiasm in behaviour of
employees in proper way. Development of employees includes training sessions, short course
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and short lectures which will change them towards high skills and development. Such set skills
will lead towards bright future against competitors. In case of M&S, they should allows include
employee’s empowerment in their business for attainment of positive outcomes.
Positive Working Environment- SHRM encourage positive work environment at Marks
and Spencer (Aryanto, Fontana and Afiff, 2015). Such environment will focus on bringing
progressive and productive employees at workplace. In addition to this, positive work
environment leads towards benefits to business.
In current scenario, there is change in approach adopted to manage people from HRM to
SHRM. In case of HRM, there is management of people and activities related to them like
training, development, hiring, retention, selecting and so on. On other hand, SHRM focus on
conducting need assessment for industry, labour market, economic supply and demand trends.
This also address about issues which impact employees working in organisation. There is
difference both aspects as HRM focus on managing people and SHMR focus on making strategic
to manage people or workforce of organisation in an effective manner.
The difference between SHRM and Traditional HR are described below:
Basis of Differences SHRM Traditional HR
Meaning It is defined as managerial
functions that apply HR
strategies in proper way so
that employees are directed
towards achievement of goal
(Aviso and et. al., 2019).
It is defined as personnel
functions of HR such as
performance appraisals,
recruitment, payroll
administration, motivation and
so on.
Objective Objectives are advancing
flexibility, competitive
advantages and innovation.
Main objective is assisting to
achieve goals of organisation
(Bratton and Gold, 2017).
The benefits of adopting SHRM for Marks and Spencer are mentioned below:
 It allow for prioritisation, identification and exploitation of opportunities
 This minimises effects of adverse changes as well as conditions
 It provide benefits in creating framework for internal communication among personnel
 This provide encouragement for forward thinking
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