Strategic HRM in Complex Situations

This assignment delves into the significance of Strategic Human Resource Management (SHRM) in addressing the challenges posed by complex work situations. It examines how effective SHRM practices can contribute to a favorable product/service offering, enhanced brand image, increased profitability, improved working environment, and heightened employee knowledge and productivity. The assignment emphasizes the crucial role of HR strategy in successfully managing human capital within intricate organizational settings.

Human Resource Strategies -
Strategic People Plan

Table of Contents
INTRODUCTION...........................................................................................................................1
RATIONALE FOR GAP.................................................................................................................1
STRATEGIC PEOPLE PLAN........................................................................................................3
CONCLUSIONS..............................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Human Resource Strategy is being considered as an approach that helps in meeting long
term goals and objectives in the fields related to human capital management. Away with this,
Strategic People Plan contains a specific or a number of gaps and keep its focus over alterations
which needs to be done in HRM activity (Armstrong and Taylor, 2014). In this report, firm
which has been chosen i.e. Newcrest Mining Limited- Lihir Operation in Papua New Guinea
whose main operations is gold mining. Assignment is going to focus on the gap which is
currently used by Newcrest Mining Limited, competitive strategy and Best Fit only which are a
part of Best Fit approach and have neglected the two other approaches and these are: Life Cycle
Model and Strategic Configuration. Considering both of these approaches as well can be helpful
for Newcrest Mining Limited in bringing up a number of opportunities for employers like ability
to meet strategic organisational objectives considering performance level of workers. Newcrest
Mining Limited is being considered as Australian corporation deals in number of business
sections like they have engaged in exploration, development, mining and gold-copper
concentrate. It's headquartered at 600 St, Kilda Road, Melbourne, Australia. Considering both of
the approaches Life cycle model and Strategic Configuration can be helpful for Newcrest Mining
Limited in reaching to new heights where they can give competition to rivals and can gain ample
number of benefits.
Being as a Support IT officer in Newcrest Mining Limited, I am helping out HR manager
of the company in giving analytical and computerised based information related to how
implication of both of these approaches can be done within the company so that long term goals
of Newcrest Mining Limited can be attained right on time. Finally report will cover importance
of gap and then a proper strategic people plan will be implemented that will cover challenges,
theories and required changes of existing HR strategies through which target of Newcrest Mining
Limited will be achieved.
RATIONALE FOR GAP
Main reason behind choosing this gap is that, using Best Fit approach and not considering
its all the models may not give full benefits to the company and may impact upon employee
engagement. Using best fit approach and implementing all its models can help in enhancing
employer's ability in meeting overall strategic organisational goals through a more effective
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(strategic) utilisation of resources and managing people with a number of policies. Thus, this is
being considered as the rationale motive of selecting this gap. Here, it has been analysed that
using Life cycle model that includes a number of different stages like start up, growth, maturity
and decline of products and services that are provided by Newcrest Mining Limited to the
market. Taking in use of this model, carries a number of benefits here, one of the main benefit is
that life cycle model will help Newcrest Mining Limited in developing and defining strategies
related to set objective considering forecasting, decision - making, competitive advantages and
many more (Bamberger, Meshoulam and Biron, 2014). While strategy of a specific objective or
aim it is essential for Newcrest to keep an eye on one of the most precious resource i.e.
employees.
On the other hand, it has also been analysed that strategic configuration was also not been
used by Newcrest which made them slower to meet strategic organisational objectives and other
specific goals and objectives. Today's business world is filled with high competition. Thus, it is
required for Newcrest to keep on configuring there strategies so that maximum benefits can be
gained. This approach developed, a number of characteristics of different organisations like
Defenders, Prospectors, Analysers, Reactors where Newcrest is coming under analysers. Thus, it
is vital for the company to adopt both of the approaches of best fit that might have helped
company in offering much more high benefits to both its clients and to employees as well at
workstation. Another importance analyser have found for choosing this approach is that, high -
growth role of human resource is to hire the people with a “Can Do” attitude as in this advanced
growing phase it’s time for innovation, development and management at every level of
organization. In this context, HR department of Newcrest Mining Limited needs to develop a
number of policies and focus on practice building. In order to do so, it will be really very
important for employer to make an effective human resource strategy that can help in reaching to
whole new level where performance of employees can be raised much more effectively and
efficiently.
Away with this, an author have also mentioned and suggested that organisations would be
on the effective front if they adopt strategic configuration policy from either market-type system
or internal type system because then only it can be implemented in the company effectively.
Therefore, Newcrest Mining Limited not only needs to adopt the strategy but they have to follow
essential systems as well. Considering and utilising both of the approaches may lead this
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organisation to meet strategic goals of the company. Henceforth, these are some of the reason
which made analyst to adopt this gap in present case. Using both the models within the
organisation can easily help company in meeting desired objectives and targets.
STRATEGIC PEOPLE PLAN
A strategic people plan, is being considered as a process that links the human resource
needs of a company to its strategy that majorly ensures that staffing is sufficient, qualified, and
competent enough to attain goals and objectives of the company (Bratton and Gold, 2017). In
present context, a strategic people plan has been made which will help in understanding the gap
and then changes will be made in existing HR activities along with implementing new ones that
may aid in filling the gap. Through this, desired strategic goals and objectives of Newcrest will
be attained effectively. This Strategic People Plan is majorly focussing on three pillars that is
having direct impact on organizational performance which will help in meeting targets (Shirey,
2013). These pillars are : Lead, Engage and Enable with keeping an aim on the vision to improve
employee engagement at workplace that will help in reaching to new heights.
Strategic People Plan :
Lead
Strategic Priority 1 : Connect People to the Mission and Vision : This is being
considered as the first step which will help Newcrest Mining Limited in making employees
familiar with the vision and mission that will aid in filling the gap. Here, the mission is to start
using both life cycle model and strategic configuration through which many benefits can be
gained right on time.
Strategic Priority 2 : Develop World-Class Leaders : Near future is filled with full of
challenges in mining industries which may impact on the company. Here, it is required for the
employers to lead the company with distinctive strategies (Buller and McEvoy, 2012). Through
this, employees can be leaded to a whole new level where they can meet goals and objectives of
Newcrest Mining Limited like implementation of the two models to fill the gap at workplace.
Strategic Priority 3 : Maximize the Leadership Bench Strength : It is critical to select and
develop future leaders as a succession management best practice, as the failure to help top talent
realize a career path with upward quality can influence effectiveness of a whole new strategy
(Dul and et. al., 2012). In this context, Newcrest Mining Limited have already carried out right
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competencies and proper motivation among employees with the help of Hertzberg's motivational
theory to succeed in leadership roles at workstation.
Engage
Strategic Priority 1 : Model, and Reinforce Cultural Values : Newcrest Mining Limited’s
cultural values play a critical role in enhancing employee commitment and increasing all the
efforts of the company. This has helped company in focusing on cultural differences which has
been followed by the employees at workplace. Reinforcing cultural values considering a number
of religions, colour and race may lead firm to hit its targets (Friedma, 2017).
Strategic Priority 2 : Enhance Relations with Labour Unions and Anity Groups : This is
one of the most effective strategic priority which is needed to be followed by the HR manager of
Newcrest Mining Limited because this may lead company to meet its goals and objectives in
shorter period of time. Failure into developing relations with labour union might take company
to face number of losses and will impact upon its image if the goals are not being attained in
specific time frame.
Strategic Priority 3 : Manage a Virtual Workforce : Newcrest Mining Limited is doing
business around Australia, Philippines and Indonesia. Thus in this era, it is vital for company to
develop virtual workforce because it is dealing in a number of countries. This may lead plan to
be executed more effectively and might aid in reaching to a whole new level. Away with this,
considering this approach may easily help organisation in hitting targets related to them (Hill,
2017).
Enable
Strategic Priority 1 : Attract, Hire, Develop and Empower : Business of Newcrest
Mining Limited is very complex and here it has been analysed that working in mining field may
create issues for the company. Thus, it is required to keep focus on attracting, hiring, developing
and empowering a number of employees that are much capable in nature at workplace. On the
other hand, it has also been found that Newcrest if wants to enable or implement both the models
of Best Fit approach. Then it is required for HR manager of Newcrest to empower, motivate and
hire skilled workers at workstation. On the other hand, if this company needs to compete head-
to-head for top talent in the private sector, then training is an another approach which will aid in
reaching to a whole new level (Jackson, Schuler and Jiang, 2014).
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Strategic Priority 2 : Cultivate a Culture of Continuous Improvement : This is being
considered as the last stage where strategic implementation takes place (Kramar, 2014). In order
to do so, it is vital for Newcrest to keep its focus on a number continuous improvement of the
plan which has been developed so that application of both the models can be done effectively.
Here, it is responsibility of HR manager that monitor the overall plan and through this only many
benefits can be easily gained right on time like execution and removal of number of problems
faced while implementing the new approaches (Stredwick, 2013).
In this context, Newcrest Mining Limited is already following a number of existing HR
activities like equal employment opportunities (EEO), Training and development (Shields and et.
al., 2015). Here, it is required for company to make changes as per the requirements because they
have already decided to implement both the models at workplace which will aid them in making
product/service of Newcrest Mining Limited more powerful and aid in reaching to new heights
as well.
Away with this, basic schedule through which implementation of the strategic people
plan is going to be implemented are given below:
 First and the vital step that is going to be taken by HR manager of Newcrest in
implementing both the models is to collect the resources related to the plan so that
execution process can take place.
 Secondly, motivating employees with the help of Hertzberg's motivational theory that
may aid Newcrest in executing the plan in much more effective manner.
Challenges that majorly faced by Newcrest Mining Limited is that, company was not
getting reliable sources related to adoption of both theories of Best Fit and these are: Life Cycle
Model and strategic configuration. On the other hand, another problem which was faced by HR
manager of Newcrest Mining Limited is that they were not been able to motivate employees
because they were already scared of changes that organisation was making (Liebowitz, 2012).
Away with this, Newcrest Mining Limited is a gold mining organisation. Which makes it
difficult to understand the concept of life cycle model because, gold is not a depreciative asset
and people purchase, keep it with themselves over the years. This is being considered as one of
the major challenge that was faced by the company (Renz, 2016). For an example: Hiring the
individual who is an electrical engineer but as per the requirements, Newcrest needed civil
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engineer. Thus, this wrong choice of recruitment and selection process might take company to
faced a number of losses at workplace.
Away with this, another problem which has been carried out is that to apply new HRM
activities when they were following traditional approaches of doing business in all over world.
This made hard for the organisation to implement new strategy at workplace. Henceforth, these
are some of the issues that can be faced by the Newcrest Mining Limited while filling the gap.
Therefore, it is required for the company to keep its focus over these areas that may help in
reaching to a specific goal i.e. implementation of Life Cycle Model and Strategic Configuration
of best fit approach. Through this, organisation can improve both productivity and profitability
as well at the same time (Nankervis and et. al., 2016).
Henceforth, including both the models of Best Fit approach can take organisation to
improve number of chances of reaching to a whole new level where they can hit the desired
strategical goals and objectives. It is vital for HR manager to keep its focus on number of areas
like challenges faced by the company to meet its goals.
CONCLUSIONS
From above mentioned report, it has been concluded that human resource strategies can
help an organisation in meeting its strategical goals and objectives. Away with this, Life Cycle
model and strategic configuration which are two different models of Best fit approach that can
help an organisation in meeting overall strategic organisational goals. Using both of the
approaches might help company in reaching to new heights and gaining many competitive
advantages. Gap which has been discussed in present report can easily be filled if, Newcrest will
start using both of models in effectively. Along with this, strategic people plan can help in
making required changes and aid in developing whole new HRM activities for the company.
It also helps in implementing the overall strategy at workstation that can help staff in
improving performance level much more effectively. Implementation of human resource strategy
at workplace gets done in effective and efficient manner then it may lead company to maintain
employer's ability to perform well in competitive world. Utilising both of the approaches of Best
Fit can take organisation to maintain employee retention, work smoothly in complex situations.
This can develop a product/service of company to become much more favourable as per the
requirements of consumers with the help of HR strategy. With the help of this, organisation can
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easily enhance brand image, profitability, working environment, productivity and knowledge of
people that are working in complex situations at workstation.
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REFERENCES
Books and Journals
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P. A., Meshoulam, I., & Biron, M. (2014). Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
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.
Dul, J. and et. al., (2012). A strategy for human factors/ergonomics: developing the discipline
and profession. Ergonomics. 55(4). 377-395.
Friedman, S. D. (2017). Succession systems in large corporations: Characteristics and correlates
of performance. In Leadership succession (pp. 15-38). Routledge.
Hill, T. (2017). Manufacturing strategy: the strategic management of the manufacturing
function. Macmillan International Higher Education.
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.
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human
resource management the next approach?. The International Journal of Human
Resource Management. 25(8). 1069-1089.
Liebowitz, J. (2012). Addressing the human capital crisis in the Federal Government. Routledge.
Nankervis, A. R. and et. al., (2016). Human resource management: strategy and practice.
Cengage AU.
Renz, D. O. (2016). The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Shields, J. and et. al., (2015). Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Shirey, M. R. (2013). Lewin’s theory of planned change as a strategic resource. Journal of
Nursing Administration. 43(2). 69-72.
Stredwick, J. (2013). An introduction to human resource management. Routledge.
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