Strategic Analysis of Forest Management in the Brazilian Amazon

The provided assignment content includes a selection of academic articles, books, and online resources that focus on various aspects of management, marketing, human resource management, and innovation. The sources cover topics such as environmental marketing strategies, project management information systems, organizational behavior, leadership, quality, and grey relational evaluation. Additionally, the content includes online resources that provide guidance on completing effective HR assessments and defining human resource management.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
1.1 Definition of strategic human resource management ......................................................1
1.2 Importance of human resource management within organization ..................................2
1.3 Analysis framework of strategic human resource management ......................................3
2.1 Analyzing strategic human resource process ..................................................................5
2.2 Roles in strategic human resource management .............................................................6
2.3 Development and implementation of HR strategies ........................................................7
ACTIVITY 2 ...................................................................................................................................8
ACTIVITY 3....................................................................................................................................8
3.1 Identification of various HR strategies ............................................................................8
3.2 Assessment of HR strategies and their application .........................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
ILLUSTRATION INDEX
Illustration 1: Harvard model ..........................................................................................................5

INTRODUCTION
Strategic human resource management focuses on analyzing opportunities and threats
which exists in the environment and also formulate strategies according to organization strength
and weakness. Strategic HR framework aims to align with HR practices to develop critical
capabilities to achieve organizational goals and objectives. This present report focuses on
assessing the strategic human resource process and also analyzes the development and
implementation of human resource strategies. To understand this process better, organization
undertaken for the present study is Cambridge Satchel Company which is a British company that
develops satchels and other leather products. Further, this report focuses on identifying
contemporary issues which is affecting the organization human resource management. This
report also reflects on range of HR activities and also on various HR strategies and their
implications
ACTIVITY 1
1.1 Definition of strategic human resource management
Strategic management is defined as a process of continuous planning, visualizing,
monitoring and analyzing all the necessary activities which are required by an organization to
meet their goals and objectives (Hill and Jones, 2007). It also states proactive management of
employees in an organization. It involves hiring, discipline, and payroll as well as also includes
working with employees in a familiar way. Moreover, HR manager focuses on different actions
which make Cambridge Satchel Company unique from their competitors. HR manager also
focuses on:
 Designing and management of personnel
 Use of planning technique within mentioned company
 Focuses on matching HRM activities and policies in order to improve their business
activities.
 Focuses on gaining and attaining competitive advantage.
Furthermore, strategic HRM within the mentioned company addresses various issues
which emphasis on cultural and structural change, effectiveness of the organization to perform
their services and also matching resources according to the requirements (Heathfield, 2015).
However, strategic HRM deals with major issues like strategic plans which affect the
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organization productivity and revenue. The core fundamental aim of strategic HRM is to develop
strategic capability by securing that Cambridge Satchel Company has skilled, talented,
committed and motivated employees who are performing their best to achieve individual as well
as organizational goals (Godin, 2006). This fundamental aim will further lead corporate to have a
sustained competitive advantage.
Apart from this, strategic HRM also considers the interest of all the stakeholders of
Cambridge Satchel Company. These stakeholders include employees, their management team
and also the potential share owners. Moreover, strategic HRM focusing to achieve a proper and
healthy balance between hard and soft strategic HRM elements. Soft HRM gives more attention
towards human relation aspect as it consider employee’s management, proper communication
between different departments and also focuses on giving security to their workforce. On the
contrary, hard HRM treats employees as only resource of business same as like machines and
buildings (Lee, Kim and Park, 2012). It is traditional kind of approach where there is minimum
communication and little empowerment and delegation.
Conclusively from the above judgment, strategic HRM have to achieve and develop a
proper balance between soft and hard HRM.
1.2 Importance of human resource management within organization
Cambridge Satchel Company cannot develop a healthy and quality functioning team
without having a good and talented human resource. Key function of HRM is to select and
recruit talented personnel, train them, make performance appraisals, motivate employees and
also develop a healthy workplace communication. Importance of HRM within cited company is
as follows:
 Recruitment and selection- Recruiting and selecting means choosing the best and suitable
candidate for the particular job. This is the core and major responsibility of the HR team
of business enterprise. HR manager have to prepare job description and job specification
statement to choose the best talented workforce (Gillam and Siriwardena, 2013).
 Effective utilization of resources- HR manager of the cited company has to utilize both
human and non-human resources to achieve goals and objectives. For effective
utilization, HR is required to develop effective policies and procedures for better
functioning of the organization. Satisfaction of employees- HR manager of Cambridge
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Satchel Company has to maintain superior and subordinate relationship so that,
workforce can achieve high performance and satisfaction levels. Further, employee’s
satisfaction level increases when they are provided with various facilities and
opportunities within the organization.
 Developing human resource- HR manager has a liability to provide their employee a
favorable environment so that employees can work with lot of creativity and innovation.
In order to develop personality of employee, HR manager of cited company can focus on
conducting training and development sessions (Aleprete Jr and Hoffman, 2012).
 Performance appraisals- This method is opted by HR manager to evaluate all the
employee performance within the mentioned company. This process constitutes part of
career development and focuses on giving constant reviews to employees regarding their
performance. Performance appraisals are made by HR manager either by self assessment
or by peer assessments.
 Managing conflicts- Organization at times faces various issues on which disputes arises
between superiors and subordinates. At this time, HR manager within the cited company
acts as a mediator in order to solve out issues in a positive and effective manner. HR
manager further acts a peacemaker and listen to grievance of both parties and develops a
valuable solution which is generally accepted by both the party.
 Strong public relation- Being a manufacturing industry, HR manager of Cambridge
Satchel Company has a responsibility to develop a good interpersonal relation with the
distributors as well with their loyal customer base. In order to increase more of the
productivity and revenue, HR manager conducts seminars, conferences in order to
interact with their customers and render information to them relating to the product (Zhu
and et.al., 2012). Mentioned company also welcomes suggestions and feedback from
their employees.
1.3 Analysis framework of strategic human resource management
With the help of Harvard model, strategic framework of human resource management can
be understood in the Cambridge Satchel Company. Mentioned company's stakeholder’s interest
includes situational factors which frames HRM policy. Organization have their potential
shareholders, different employee’s group, government, community, management etc. on the
other hand, situational factors consists of work force characteristics, business strategy and
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conditions, management philosophy, law and social values etc. (Hollensen, 2015). These 2
segments focus on developing HRM policy for the cited organization and include areas like: Employee’s influence- It includes authority and responsibility to the person working in
the business enterprise. Reward- Reward for the employees based on pay scale, incentives and other motivational
theories and techniques. HR flow- Method where HR manager focuses on recruitment, selection, placement,
promotion, appraisals and termination of employee’s
 Work system- Work system elaborates the design of work which is assigned to the
individual.
Moreover, these HRM policy leads to HR outcomes for the organization which include
commitment, competence, congruence and cost effectiveness (Motro and Smets, 2012). Now
after getting the HR outcomes, cited company long term consequences of human resource is
evaluated at three levels. These levels are: Individual well being- It includes psychological, physiological, economic factors. Organizational effectiveness- It focuses on employee's efficiency, price performance,
short term and their long term results.
 Societal well being- It arises due to societal costs, employee's health problems.
Illustration 1: Harvard model
(Source: Harvard Model. 2012)
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2.1 Analyzing strategic human resource process
Strategic human resource process is a part of human resource management as it links
directly with strategic plan of Cambridge Satchel Company. This process constitutes 4 major
steps which are as follows: Evaluating current HR capacity- Cambridge Satchel has to identify the knowledge, skills
and talent of their current employees to increase corporate efficiency and productivity.
HR manager can do skill inventory for each and every employee in order to evaluate
current HR capacity (Hair and et.al. 2012). Through this skill inventory, HR manager of
Cambridge Satchel Company can determine the responsibility which can be taken by
employee. . Forecasting HR requirements- Next step in HR planning process is to forecast HR
requirement by estimating the demand and supply within the mentioned company. HR
manager need to overlook as how many more employees are needed to achieve
organization aim and objectives. Moreover, while forecasting demand, HR manager have
to access challenges which they will face while recruiting new and talented workforce
from the external environment.
 Analyzing gap- Analyzing gap has a major impact on Cambridge Satchel Company as
HR manager have to determine the gap between where organization requirement in the
future and currently where they are standing (Sheth, 2011). HR manager has to determine
the number of employees which is required in future as compared to the current scenario.
Moreover, HR manager have to focus on improving management practices for future
according to their organizational capacity to move forward.
2.2 Roles in strategic human resource management
Strengthening the workforce and developing strong employer-employee relationship is
the strategic role which a HR manager plays within the Cambridge Satchel Company. Roles of
HR are as follows: Recruitment and selection- HR is having a responsibility to recruit talented workforce to
reduce cost and labor turnover. Moreover, HR manager of mentioned company has a
strategic role to combine elements of employee’s relation in recruitment and selection
strategy as they have to choose best fit for the organization (Gregor and Hevner, 2013).
Further, HR manager has the responsibility to retain their existing employees by various
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recognition programs and also by giving them promotions within same or different
departments. This will act as a motivational technique for satisfying employee. Safety at workplace- HR manager of the mentioned company has to provide an
environment where employees will be safe from all the unnecessary hazards. Moreover,
HR manager should ensure safety at the workplace. Corporate need to avoid all the
potential losses from on the job injuries as it will harm the business enterprise goodwill
as well as their productivity. Compensation and benefits- Cambridge Satchel Company's compensation and benefits
structure shows organization goodwill and their image in the market. Decision of HR
managers regarding employee's pay scale and benefits can impact their satisfaction level.
Further, for making pays and various benefits for workforce, HR manager consider all the
aspects in their mind regarding labor market conditions, employee's shortage, budget of
the corporate etc.
 Superior-subordinate relations- HR manager of the mentioned company have a
responsibility to strengthen employer-employee relations. Employees relations is a major
part of each and every discipline as they get dissatisfied with each and every aspect
which basically consists of salaries, benefits, training and employee development
(Caniëls and Bakens, 2012). Strategic role of HR manager in Cambridge Satchel
Company is to resolve all conflicts and hindrances between employees.
Further, top managers of Cambridge Satchel Company have to implement a better
policies for the employee's development so that they get boosted up and perform their activities
more efficiently and effectively. Moreover, the role of the stakeholders is to provide adequate
fund to the company so that company can perform their business activities without any problem
and consequences. Although, financial stability of the company do matters and cited firm have to
perform well and need to have effective financial reports which can easily attract the
shareholders to invest more in the firm. There are different type of role is being played by
individuals in the strategic human resource management approach. The given approach forms
connection between HR and tactical goal of enterprise. In this context, Top level management of
the cited firm plays the role of strategy communicator. In this regard, they communicate the long
term goal of the enterprise to the HR manager. Here, on the basis of communicated long terms
goal only HR manager will tend to plan its HR activity. For instance, top level officials of
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Cambridge Satchel Company have communicated the objective that they want to expand the
sales of company by 20%. Here, on the basis of given objective varied decision regarding the HR
will be taken such as whether company has sufficient number of employees or not who can assist
enterprise in the process of achieving the given goal.
In addition to this, in the SHRM board of director play the role of recruiter in which they
carry out the recruitment of general manager and CEO as per the strategic goal of the company.
Besides this, stakeholders of the company also plays very important role within organization. In
accordance with the given context, different stakeholders of Cambridge Satchel Company is
identified. It consists of employees and investors etc. In the SHRM, employee play the role of
implementer. In this regard, they implement all the HR tactic which is being framed by the top
level officials of firm. In the similar way, investors fulfills the money related demand of
corporation. Here, with the help of investors only firm will be able to carry out its efforts with
regard to implement strategic HR goals and objectives which is being framed by them.
Furthermore, in the SHRM line manager plays the role of organizer wherein it organizes
different HR activities such as training and development as per the assessed long term goal of
company. Overall, it can be said that all the individuals play crucial role in the SHRM.
2.3 Development and implementation of HR strategies
HR manager of aforesaid company needs to develop an HR strategy and to implement in
effective way to achieve organizational goals and objectives. HR manager has identified that
there is lack of motivation among employees in Cambridge Satchel Company. In order to
overcome this, HR manager has to identify various motivational techniques and have to
implement best of the following. Mentioned organization can use Herzberg theory which focuses
on two major factors which will help the HR manager to develop employee satisfaction level
(Jiang and et.al., 2012). This theory consists of motivational and hygiene factors. Motivational
factor comprises of healthy working condition, recognition, achievement, responsibility etc.
Moreover, hygiene factors are those which motivate employees with the help of basic salary,
various compensations and incentives. Basic pay helps the employees in enhancing good
standard of living which usually motivates them in performing their task and duties with best of
their capability and efficiency.
Furthermore, reward strategy for motivation is considered as a positive strategy in order
to motivate human resource within the business enterprise. Further, rewards to employees should
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not be given for their performance only as it should also include attendance, working and
leadership quality. When manpower within Cambridge Satchel Company will be rewarded then
they will be more motivated and will try to make their performance effective to achieve their
individual goals.
By identifying both the developed HR strategies, HR manager of the cited organization
focuses on implementing Herzberg theory of motivation as it is the best strategy to increase
employee motivational level. Before implementing, HR manager have to consult with the top
management level as they are the one who implement all the plans and policies of the mentioned
company. This motivational strategy is useful as it describes employees in two categories
(Kelliher and Henderson, 2006). The one who works for hygiene factors like incentives,
commissions, and bonus are synchronized in one category and the other who only performs their
work and are eager to get more of the fame, recognition and achievement.
Furthermore, the above mentioned theory and strategy will help the cited firm to motivate
the employee's morale so that employees will work with best of their efficiency and capabilities
to achieve the goals and objectives of the organization.
ACTIVITY 2
Covered in PPT
ACTIVITY 3
3.1 Identification of various HR strategies
HRM strategy is considered as the overall plan which leads towards implementation of
specific HRM functional areas. These strategies help in guiding personnel decisions which
ensure the best and suitable fit for the organization selection process. Various HR strategies have
been implemented on Cambridge Satchel Company which is producing Satchels and other
leather goods for their customers. Different HR strategies are as follows: Leadership strategy- Cambridge Satchel Company has to identify successful people
within the corporate as they will help the employees to achieve their individual as well as
organizational goals and objectives. Moreover, HR manager plays a crucial role in
generating revenue for the cited organization as he/she leads employee to increase
productivity within the corporate (Angelo and et.al. 2014). Further, HR manager have to
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take this leadership role to make important and crucial decisions and also to recommend
new ideas and strategies for different organization leaders. Talent strategies- Manpower is considered as most important resource within the
Cambridge Satchel Company. Moreover, HR manager is responsible for identifying
future employee's requirement and have to create new plans for recruiting and retaining
top talent. These HRM strategies help the HR within mentioned company to identify job
competency such as knowledge, skills, capability and talent to perform different function
within the organization. Training and development of human resource is an additional
HRM strategy which have its own significance within the business enterprise.
 High performance cultural strategy- These strategies has its own significance as it helps
HR manager of Cambridge Satchel Company to measure performance of their skilled
workforce. Top leaders within the cited company influence employees to achieve their
individual as well as organizational goals and objectives (Lee, Kim and Park, 2012).
Furthermore, HR strategies support HR manager in planning different activities to
surrogate organization culture and employees are also recognized with their high
performance level and also with their creative ideas.
3.2 Assessment of HR strategies and their application
HR manger is having a key role in assessing various strategies and application in order to
achieve corporate goals and objectives. Different HR strategies and their applications are
mentioned below: Process- HR manager of Cambridge Satchel Company have to deliberately outline
procedure for the assessment (Godin, 2006). HR manager need punctual as well as alert
members who can look towards different evaluating process as well as speaking to
different members within the cited organization. While framing a particular plan or
policy for Cambridge Satchel Company, HR manger wants all their employees to take
part in the decision making process precisely. Collecting facts- HR manager would feel that collecting the specific data will be the most
time consuming process for assessment. In order to overcome this, HR manager of
Cambridge Satchel Company is required to work with their few employees and have to
provide specific guidelines and deadlines for specific target which cited company have to
achieve (7 Steps to Completing an Effective and Strategic HR Assessment. 2015.).
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 Action plan- Action plan of Cambridge Satchel Company have to be appropriate for their
existing customer base as well as for new ones whom business enterprise need to target
(Craig and Campbell, 2012). Plan which is developed by HR manager is required to be of
relevant standard so that it can handle all the small disputes and hindrances within the
mentioned company.
CONCLUSION
From the above report it is clearly inferred that, HR manager of Cambridge Satchel
Company must opt strategic human resource management for designing management personnel
and also varied planning techniques to achieve organizational goals and objectives. Further, this
report states importance of human resource management within the organization which focuses
on healthy workplace communication a. It also focuses on framework of strategic human
resource management which consists of stakeholder’s interest and HRM policy which lead to
proper functioning of organization operations.
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REFERENCES
Journals and Books
Aleprete Jr, M. E. and Hoffman, A. M., 2012. The Strategic Development of Border Areas:
Explaining Variation in Interaction Opportunity Across Land Borders. International
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Angelo, H. and et.al. 2014. Strategic analysis of forest management in the Brazilian Amazon.
Floresta. 44(3). pp. 341-348.
Baker, W. E. and Sinkula, J. M., 2005. Environmental marketing strategy and firm performance,
effects on new product performance and Market share. Journal of the Academy of
Marketing Science. 33(5). pp. 461– 475.
Caniëls, M. C. and Bakens, R. J., 2012. The effects of Project Management Information Systems
on decision making in a multi project environment. International Journal of Project
Management. 30(2). pp. 162-175.
Craig, T. and Campbell, D., 2012. Organisations and the business environment. Routledge.
DeCenzo, A, D. and Robbins, P. S., 2007. Fundamentals of human resource management. 9th ed.
Wiley.
Gillam, S. and Siriwardena, A. N., 2013. Leadership and management for quality. Quality in
Primary Care. 21(4). pp. 253-259.
Godin, B., 2006. The Linear model of innovation the historical construction of an analytical
framework. Science, Technology & Human Values. 31(6). pp. 639-667.
Gregor, S. and Hevner, A. R., 2013. Positioning and presenting design science research for
maximum impact. MIS quarterly. 37(2). pp. 337-356.
Hair, J. F. and et.al. 2012. An assessment of the use of partial least squares structural equation
modeling in marketing research. Journal of the Academy of Marketing Science. 40(3). pp.
414-433.
Hill, C. and Jones, G., 2007. Strategic Management: An Integrative Approach. Houghton Mifflin
Co.
Hollensen, S., 2015. Marketing management: A relationship approach. Pearson Education.
Jiang, K. and et.al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp. 1264-1294.
Kelliher, F. and Henderson, B. J., 2006. A learning framework for the small business
environment. Journal of European Industrial Training. 30(7). pp. 512-528.
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Lee, H., Kim, M. S. and Park, Y., 2012. An analytic network process approach to
operationalization of five forces model. Applied Mathematical Modelling. 36(4). pp.
1783-1795.
Motro, A. and Smets, P., 2012. Uncertainty management in information systems: from needs to
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Sheth, J. N., 2011. Impact of emerging markets on marketing: Rethinking existing perspectives
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Zhu, Y. and et.al., 2012. Grey relational evaluation of innovation competency in an aviation
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Online
7 Steps to Completing an Effective and Strategic HR Assessment. 2015. [Online]. Available
through: <http://hrdailyadvisor.blr.com/2015/01/07/7-steps-to-completing-an-effective-
and-strategic-hr-assessment-2/#>. [Accessed on 19th October 2015].
Heathfield, M. S., 2015. What is Human Resource Management. [Online]. Available through:
<http://humanresources.about.com/od/glossaryh/f/hr_management.htm> [Accessed on
19th October 2015].
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