Management of Human Resource with Effective HR Practice

This study material provides insights into the management of human resource with effective HR practice. It covers topics such as the relationship between business strategy and human resource strategy, performance management, reward systems, and employment relations. Theoretical perspectives and models of SHRM are critically evaluated, and the roles of different actors in employment relationships are discussed. Recommendations are provided for mechanisms of employee participation and employee voice to contribute to improved employment relations.

MANAGEMENT HUMAN
RESOURCE

EXECUTIVE SUMMARY-
This report is divided in two tasks which gives information on management of human resource
with effective HR practice and methods that are undertaken for performance management and
reward system. These things are necessary so that they can retain employees and make them feel
valued. Even employees need to take necessary actions and participate more so that they can turn
out to be better ones for the company.

Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
Explain the relationship between business strategy and the human resource strategy with
further Explanation of vertical alignment and horizontal integration across the organization....4
Critically evaluate, compare and contrast, the theoretical basis and models of SHRM..............5
Strategic perspectives of Best fit/Contingency, Best Practice/Universalist and Resource Based
View.............................................................................................................................................6
Critically evaluate the specific HR practices of Performance Management and Reward
Systems........................................................................................................................................6
Recommendations........................................................................................................................7
TASK 2............................................................................................................................................8
Explain and critically discuss the nature and theoretical perspectives of Employment Relations
.....................................................................................................................................................8
Identify and critically evaluate the roles of the actors within the Employment Relationship
with analysis of the changing nature of employment relations...................................................9
Recommendations of how mechanisms of employee participation and employee voice can
contribute to improved employment relations...........................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management, or HRM, is the practice of managing people to achieve better
performance. For example, if you hire people into a business, you are looking for people who fit
the company culture as they will be happier, stay longer, and be more productive than people
who won't fit into the company culture. Marks and Spencer Group plc is a major British
multinational retailer with headquarters in London, England, that specializes in selling clothing,
home products and food products, mostly of its own label. This report highlights issues such as
Explain the relationship between business strategy and the human resource strategy. Explanation
of vertical alignment and horizontal integration. The theoretical basis and models of SHRM.
Strategic perspective and approaches of HR which are used in management to work with better
decisions. HR practices of Performance Management and Reward Systems. Nature and
theoretical perspectives of Employment Relations. The roles of the actors within the
Employment Relationship with analysis of the changing nature of employment relations (Kianto,
Sáenz and Aramburu, 2017).
TASK 1
Explain the relationship between business strategy and the human resource strategy with further
Explanation of vertical alignment and horizontal integration across the organization
By maintaining the relationship between strategy of HR and business it highlights and
enrolls that it assess communication on a clear level and trust is maintained between employees
and higher level of management. This is done by increasing the involvement of employees
through which they can maintain higher levels of trust as this way it will assess the respect
between employees and team of management. The reason behind formation of trust is as the
management shares knowledge with each other which helps them to understand their vision and
that is how they understand the importance of achieving goals of company. It is important that
they have used the right form of strategy as that way they will be able to retain them and develop
their skills and abilities to make them highly competent. In order to maintain relationship
between HR and strategy of business it is necessary that leaders of companies such as Marks &
Spencer are committed to their work. It is because they have to go through many barriers which
vary and require support in finances so that practices of HR can be implemented. Other than that

they have to face constant pressure in order to survive in market such as instable condition of
economy. At this stage they find it difficult to find the required talent as per their work. There is
an impact left by trade unions and threats that are of industrial action and overall it relates with
implementation of management of HR and that helps in maintaining the requirements of business
strategy. In order to increase their margins companies have to focus on low cost economies but
they are facing difficulty in that measure due to the aspect of globalization and it affects both
strategy of business as well as HRM. Due to advancement in area of communication they have
been able to sustain their workforce on a global level. Companies such as Marks & Spencer
needs to make sure that in order to be successful they need to reduce their cost of operations and
work with skillful employees (Stone and Rosopa, 2017).
On the other hand horizontal integration is a strategy to expand their business which is
undertaken by company by acquiring business of another company who operates in same line of
business. Vertical integration refers to strategy of expansion where one company has to take
control over stages be it one or more so that they can set channels for its production and its
distribution.
Critically evaluate, compare and contrast, the theoretical basis and models of SHRM
SHRM is linked with resource based view of the company and with the help of this
company is able to make substantial amount of development in their processes. This way they
are able to assess the relation between practices of HR and competitive advantage. If this is used
in an effective manner then they will be able to sustain their operations (Siyambalapitiya, Zhang
and Liu, 2018).
It is necessary to do work with research and for that they have to involve different
theories such as behavioral theories, research based theories, interactive theories that are based or
linked on open systems theory. Perspective of behavioral theory states that in order to realize
strategy of business they need to assess behavior of employees. If the business model of
company ensures that their model of testing is made for developmental basis then the focus must
be on increasing its efficiency. Other theories such as universal or contingency approach are used
for different purposes. For instance company uses universal approach when they have direct
relation between resources that are particular and rely on its performance. On the other hand
contingency approach states that all the measures and its rate of success relies on the strategic

purpose and posture of company if it is not static then it will affect the performance of HR
(Trullen, Bos‐Nehles and Valverde, 2020).
Strategic perspectives of Best fit/Contingency, Best Practice/Universalist and Resource Based
View
Both of the approaches best fit and best practices are well used in management of HR.
approach of best fit states that it becomes more efficient for them when it has to be linked with
environment of business. It helps in exploring the relationship between department of HR and
strategic management by analyzing the aspects through which they are able to meet up vertical
integration so that they can make the best use of their policies and practices. On the other hand
best practice claims that certain best practices of HR will help them to improve their
performance of organization. Best practice looks after areas which help to evolve attitude of
employees, lower or decreased rate of absenteeism. Apart from that they have to aim for high
skills, more productivity, improved quality and efficiency. This is why another name of this
model is high commitment model (Onik, Miraz and Kim, 2018).
Both of these theories work for achieving the same aim that is to improve high centered
performance. They can be referred to as matching models because their aim matches with their
perspective. The best fit approach works on aligning the path closely with strategy of
organizations and other systems. If it starts with the right path then they will be able to assess
right kind and right level of performance. Marks & Spencer needs to make sure that in order to
be successful they have to assess that it requires employees for both the approaches. There is
another aspect which is referred as resource based view and that states that it is a framework
which helps to manage strategic resources a firm can exploit so that they can achieve sustainable
competitive gains. In order to work with this theory of management they need to make sure that
resources owned or possessed by them needs to be of valuable and rare collection so that they
can attain competitive advantage (Roumpi, Magrizos and Nicolopoulou, 2020).
Critically evaluate the specific HR practices of Performance Management and Reward Systems.
Identify goals of performance and reward management initiatives-
It is important for HR of company to assess the priority so that they can serve the purpose
of this initiative with successful outcomes. It is necessary that they have the insight to make

progress at each area which can be either to increase productivity or retaining the employees,
development of leaders etc. so that they can achieve their goals and objectives.
Pair goals with a performance plan-
It is important to form a performance plan while setting up the goals of business. Other
than that they need to make sure that goals set by them are formed in a timely manner so that
employees do not feel stuck when they start working on them. Also with this they will be able to
visualize their path which will give them confidence to meet their goals (Harrison and Bazzy
2017).
Monitor progress towards performance targets-
It is important to note that initiatives that are concerned with reward management are
only taken up for those who are worthy of that so that resources of company do not get wasted.
For that they have to monitor or keep a track on their activities so that if there is anything wrong
happening in the workspace it can be worked up and they do not have to face any issues (Tung
and Punnett, 2017).
Recommendations
In order to make changes that are more concerned with development it will be required
that company works up with measures which involves constant coaching and guidance over
them. This is because if they do not keep it on a continuous basis then they will not be able to
assess change in their performance. A performance management structure must be designed in
such a way which is aligned with their culture. It must involve sharing values, beliefs and
expectations so that they are able to form up a workplace that is pleasant. They must involve a
feedback program so that everything can be judged up in a constructive manner and necessary
actions can be taken in order to improve their performance. They need to guide their employees
and make them understand about the importance of success in the company.

TASK 2
Explain and critically discuss the nature and theoretical perspectives of Employment Relations
There are four theories in the aspect and approach of employment relations. These theories help
to make a difference and dismiss the functions that are a part of industrial relations. The elements
depend on standards and values so that they can achieve their goals and objectives (Zaid, Jaaron,
and Bon, 2018).
Unitarist Theory-
This theory focuses on highlighting the dependency of employees and employers on each
level. To these people companies such as Marks & Spencer are friendly, integrated and
collaborative and other than that they make sure that less and less people are a part of trade
unions. Their belief and mindset is different which makes them believe that loyalty of company
will detract them from loyalty of employees.
Pluralist Theory-
This theory of employment relations states that functions and processes which are
enrolled by trade unions, management. Other focus of this aspect is on increasing the strength of
legitimate value so that they can improve their skills of bargaining when they are together.
Employees who are part of this theory or work as per this theory believes that company that have
unions and management are legitimate. It states that primary functions of management involves
interacting with each other, communicate, discuss and persuade instead of enforcing demand and
control (Delery and Roumpi, 2017).
Radical Theory-
This theory highlights relations of employees which are part of industrial relations that
helps them to safeguard their business from corporate and large sector houses. Radicals believes
that organizations such as Marks & Spencer whose main objective is to earn profits have no
concern for their employees they just keep on fulfilling their legal aspirations.
Marxist Theory-

This theory highlights the measures with the help of socio economic analysis through
which they can assess relations on a social level and reduce the conflicts between them. This
concept claims that institutions can be better if they manage to perform better as a state
organization (Cooke and Kim, 2017).
Identify and critically evaluate the roles of the actors within the Employment Relationship with
analysis of the changing nature of employment relations
There are different actors which concern the relationship between employees such as workers
and trade unions, employers and their associations and agencies and their government. Different
entities have different role in this aspect such as role of workers and their union is to pass on
their skills which help to improve the productive cycle of business whereas role of employers the
provision of raw materials which requires workforce or HR and support from finances. Role that
is played by government in this area is to offer them an environment that is better for production
of goods and services. For instance workers and trade unions demands that they get a decent
package or a workable environment which is necessary as they put a lot of efforts in their work.
Aim of worker is to get decent packages and more employment opportunities while employers
believe that their profits must keep on growing. On the other hand actors have different aim for
these activities as government want taxes for the environment they have provided and if all of the
things are maintained in the right manner then relationship between employees will be
maintained (Collings, Wood and Szamosi, 2018).
The relationship maintained between employees have been changed due to several factors
as they get no benefits for working as full time other than this many of them do not get security
of job, paid leave, healthcare facilities etc. even after this many of people are getting on per
project basis. This is breaking the expectation of employees as they do not have anywhere to go
which is changing the whole nature of employee relationship. Apart from that due to different
measures companies and employees have seen a rise in remote working which keeps less contact
between employees instead of only conversing on work basis which is affecting their relations
and the whole nature of employee relationship (Armstrong and Taylor 2020).

Recommendations of how mechanisms of employee participation and employee voice can
contribute to improved employment relations
With the help of employee voice it will be easy for the company to form a partnership
that is positive and meet all the social aspects in forming up the management. it increases mutual
trust and help them to find ways through which they can be resolve their disputes in professional
manner instead of leading to only working with potential industry. Other than this it will also
help them to enable engagement between employees and this will qualify them to get more
benefits from employers. There are other factors which gets benefits through this aspect such as
engagement between employees, increasing the space between them, channeling their
productivity, form creativity, retain them and be more effective. By raising their voice employee
can handle many different situations that is by forming an meaningful argument they may be
able to support or help to make changes in internal programs or pressures that are external so that
they can work more effectively. It is the employee who has the perfect knowledge of customers
and suppliers. This way company can take the help of knowledge of employees so that they can
predict and assess the failures in department or changes that are happening in behavior of
suppliers or customers. This way senior management can take the necessary action in order to
constantly deal with them in future.
There are different ways to work with this approach such as by meeting their needs
directly as they can use suggestion box which must be read by senior management as this way
they will be able to identify the issues that are affecting their productivity and sooner they are
able to solve that issue better it will be for them to sustain the forces of market. Employees need
to use effective devices or strategies to make their messages deliver to their audience such as
listening exercises or writing on board. It is important that management listens to their voice
because if not any of the decision taken by them won’t turn out to be effective in forming or
maintaining relationship between them. Other than these employees will have to participate more
in other areas so that they can break the traditional norms of communication barriers and work as
per their approach which can turn out to be very innovative for company. By improving the
chain and channel of communication they will be able to accept changes that are new and
improve their relation with each other. Participation has their own benefit as they will be able to
form and develop themselves as a community which will help them to take the necessary actions
towards the leaders or seniors in the business. This way they can deliver their opinion in a more

respectful manner and their opinion will be valued which will help them to create a base and
maintain their relationship on that.
CONCLUSION
From the above studies it has been assessed that it is important that employees participate in
other activities rather than only completion of task. They need to raise their voice in situations
that are affecting their work and situations in which it will help company tp gain benefit from
their suggestions. There are different factors which companies such as Marks & Spencer needs to
analyze such as role of different entities in work such as government, finances etc. this report
gives a brief analysis on practices of performance and reward management. With the help of
assessing the difference between best fit, best approach and resource view employees in
company can take better decisions for their work which will help them save their resources and
time and make their impression better in the eyes of company.

REFERENCES
Books and Journal
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Collings, D.G., Wood, G.T. and Szamosi, L.T. eds., 2018. Human resource management: A
critical approach. Routledge.
Cooke, F.L. and Kim, S. eds., 2017. Routledge Handbook of Human ResouRce management in
asia. Routledge.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), pp.1-21.
Harrison, T. and Bazzy, J.D., 2017. Aligning organizational culture and strategic human resource
management. Journal of Management Development.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research, 81, pp.11-20.
Onik, M.H., Miraz, M.H. and Kim, C.S., 2018. A recruitment and human resource management
technique using blockchain technology for industry 4.0.
Roumpi, D., Magrizos, S. and Nicolopoulou, K., 2020. Virtuous circle: Human capital and
human resource management in social enterprises. Human Resource Management, 59(5),
pp.401-421.
Siyambalapitiya, J., Zhang, X. and Liu, X., 2018. Green human resource management: A
proposed model in the context of Sri Lanka’s tourism industry. Journal of Cleaner
Production, 201, pp.542-555.
Stone, D.L. and Rosopa, P.J., 2017. The advantages and limitations of using meta-analysis in
human resource management research.
Trullen, J., Bos‐Nehles, A. and Valverde, M., 2020. From intended to actual and beyond: A
cross‐disciplinary view of (human resource management) implementation. International
journal of management reviews, 22(2), pp.150-176.
Tung, R. and Punnett, B.J., 2017. 5. Research in International Human Resource Management. In
International Management Research (pp. 35-54). de Gruyter.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An empirical
study. Journal of cleaner production, 204, pp.965-979.