Human Capital and Strategic Leadership

This assignment provides a comprehensive review of research on human capital and strategic leadership. It includes articles from various journals that discuss the role of human capital in achieving competitive advantage, managing employee performance, and integrating discovery and creation perspectives of entrepreneurial action.

MANAGING HUMAN
CAPITAL AND
LEADERSHIP

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Models, analysis the approach of company to management in human resource........................1
TASK 2............................................................................................................................................3
Recruitment and selection in relation to strategic human resource initiatives............................3
TASK 3............................................................................................................................................5
HRD and explain how it could be improved...............................................................................5
TASK 4............................................................................................................................................8
Classical theories of motivation and purpose of hybrid theory which combine meaningful
characteristic from range of theories...........................................................................................8
TASK 5............................................................................................................................................9
Characteristic of effective leaders with drawn relevant model...................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource consider most powerful capital that help to develop more significant
advantages in the world. In this regard, different characteristic and valuable resources develop
successfully that assists to make more advantages and attain desired results as well. Managing
people is critical perspective that help to develop systematic work performances at workplace.
Furthermore, leadership is also important perspective that help to lead whole team and maintain
successful results in the market (Leroy, Van Dierendonck and Den Hartog, 2018). Along with
this, successful program will be develop that assists to meet with objectives and aims that are
considered to focus on systematic review. In order to focus on present report, it is based on
Sainsbury which is retail sector business and develop different kinds of products and services in
the market. For gaining insight information of the present report, it covers models and
approaches of management in human resource. Furthermore, it includes recruitment and
selection in respect to strategic human resource initiatives. In addition to this, HRD process
consider that improve systematic work performances in business. Classical theories are also
explained that help to combine meaningful characteristic from different range of theories.
TASK 1
Models, analysis the approach of company to management in human resource
In order to focus on management of human resource, there are different approaches exist
that assists to focus on desired results outcomes. In this consideration, following models
explained that help to make innovative functions and operations for human resource.
 Harvard model: Harvard model consider six basic elements which includes human
resource policies, situational factors, long term consequences, stakeholders interest and
feedback loop. This model generally consider pattern of decision making process in
which policies and practices of human resource used by management. Therefore, it helps
to accomplish desired results and outcomes from workers help. In this model,
stakeholders includes in which strategic partner, employees, shareholders, vendors and
public included (Leroy, Van Dierendonck and Den Hartog, 2018). Therefore, it includes
4c's of outcomes such as congruence, commitment, competence and cost effectiveness.
Commitment includes workers feeling towards Sainsbury in certain extent. Therefore, it
includes loyalty, dignity, involvement, participation, better performance, etc. of
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employees. Beside this, it includes turnover, absence and grievances, etc. In this
consideration, different level of congruence in policies towards human resource
management develop. It started with workers, community, family members, management,
etc. (Tam, Chan and Pow, 2018). Hence, it assists to create individual welfare, safety,
security, effectiveness at business environment. Social well-being also implemented that
assists to include human resource policies that combine two different aspects. In this way,
first is price performance which include short term results and long term results.
Secondly, it includes efficiency, adaptability and service performances. Policy considers
certain areas which develop HR system, reward, etc. (Shields, Brown and Plimmer,
2015). Furthermore, it also assists to focus on design collaboration of people through
implement placements, recruitment, appraisal, promotion, etc. Rewards in the company
also provided to all customers that based on pay systems, motivation, incentives, etc.
Employees need to focus that influence through power authority and responsibilities.
 Michigan model: This model consider by HR system and structure in the business. It
assists to manage and organised work performances in systematic manner so that
development consider in positive way. On the basis of existence of human resource, it
can be stated that it is usually belongs to different four types of generic functions that
performed in the business (Chatterji and Patro, 2014). In Sainsbury, this model carry with
generic process that includes selection, appraisal, reward, punishment, etc. Furthermore,
it develops with sociological factors in which party attachment usually develop with
influence and involve family members. As results, spectrum also included that assists to
maintain creative work performances at workplace. On the basis of humanistic edge, it
can be stated that, this model assists to maintain more creative work performances at
workplace. In this aspect, strategies requires which fit into the whole business to perform
several functions and responsibilities as well (Arena and Uhl-Bien, 2016).
Basic understanding in the models is very important that require and manage several
changes in human resource in particular organisation. Therefore, it assists to demonstrate
different approaches of management that needed to attain desired level objectives. On the basis
of special consideration, it can be stated that organisational operating at global level so that there
are mainly 2 theories must be included in consideration of Harvard and Michigan (Boon, Eckardt
and Boselie, 2018). In the present business Sainsbury, Harvard theory referred in efficient terms
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to manage policy in the area of organisation with 6 elements constituents. There are different
perspective included such as situational factors, interest of shareholders, HRM policies, HR
outcomes, etc. Long term goals and objectives also included in human resource which flows for
looking after procedures of hiring, terminating and promoting. These areas cover to identify
existence of reward system at workplace (Haynes, Hitt and Campbell, 2015). Therefore, it is
important to look for pay system and motivation that assists to implement important aspects at
workplace. Employee influence also included in category that could be reflect related aspects in
the company. It delegated levels of authority with togetherness and identify power and
responsibilities of particular individual. At last, it can be stated that evaluation of work system
consider proper alignment of work and design tasks that are suitable to assign job and duties.
With the help of sequential approach, it can be depict that it help to attain 4 vital C's in HR
policies. Therefore, it considers commitment, congruence, competence and cost effectiveness.
This theory pretend to apply systematic results in the chosen enterprise (Hmieleski, Carr and
Baron, 2015).
TASK 2
Recruitment and selection in relation to strategic human resource initiatives
Strategic management is an utmost requirement of today’s progressing businesses that
assists them in an efficient handling of their extended work procedures. It is with a foremost
consideration of the organisations that are operating at a worldwide level and needs an effective
management of their undertaken business related activities. Human resources being one of the
most significant part of the organisation plays a very essential role in the process of recruitment
and selection (Arena and Uhl-Bien, 2016). A strategic approach is hereby required to assist the
business in attaining optimal success and incomes. Also, recruitment and selection is important
to position suitable candidates at suitable position that can also result in reducing the operational
costs of the enterprise by enhancing their bottom line. It is hereby to understand the process of
recruitment and selection in context to the initiatives taken up by the strategic human resources.
This necessitates to acquire a primary understanding of strategic human resource management
with a specific reference to Sainsbury.
Extensive investigations carried out to ascertain the existence of strategic human resource
management also termed as SHRM has been found to be an approach through which, Sainsbury
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can determine ways in which the undertaken goals of the organisation can be achieved in a
defined manner. This however requires them to consider applying some potential strategies by
the HR and integrate the organisations policies into the accepted work practices (Boon, Eckardt
and Boselie, 2018). Basically, it defines the integration of HR policies with that to the practices
undertaken by Sainsbury where it also offers a chance of linking their human, social as well as
intellectual capital of the organisational members to fulfil the strategic requirements of the
establishment. In addition to this, SHRM is also specified as an administrative approach to
effectively handle the human resources with assistance of a strategic framework that is especially
designed for this purpose. It is also known to support the long term goals of the business for a
timely attainment of their set outcomes. Lastly, it tends to assists in a suitable alignment of the
workers to timely attain the undertaken organisational goals and objectives.
Although, in order to consider the application of a strategic approach, the recruitment and
selection related needs of Sainsbury is as elaborated below-Identification of needs- This is the foremost step for a strategic management of the
workers in organisations like Sainsbury where the HR personnel hereby begins with the
identification of exact needs in the organisation (Chatterji and Patro, 2014). It is mainly
in terms of their present as well as future demands of labour. It is also composed of a
foremost ability of the personnel to clearly ascertain the job roles to meet out the future
objectives that are related to the production and development of the organisation. This in
turn assists in a clear identification of the duties along with the job descriptions to
further streamline the other related procedures.Recruitment related activities- This is with a specific consideration of the hiring
managers who are required to focus onto the hiring related activities (Arena and Uhl-
Bien, 2016). It specially involves attracting right set of candidates and position them by
making internal efforts and organising college fairs or arranging vocational as well as
training events. These measures are apparent to assist the organisations in making entry
level hiring’s.
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Selection procedure- This necessitates the HR personnel of Sainsbury to make a clear
identification of the skills and abilities in the candidates who are being hired for a
specific position. It together needs a suitable recognition of the potentials in an applicant
to accurately carry out the assigned job role prior to selecting them (Boon, Eckardt and
Boselie, 2018). Herein, the cited organisation is suggested to conduct necessary aptitude
assessments by together checking the background of the candidate as a way of ensuring
his or her capability to fulfil the organisational aims and objectives. However, for this,
the HR personnel will also be required to possess certain specialised skills that are
required to accurately identify the capabilities of the applicant’s approaching for
interviews.Other considerations related to the processes of recruitment and selection- This is in
context to the cost related considerations of HR in companies like Sainsbury where they
are required to undertake effective strategies. It is to ensure sufficient staff members at
the workplace to carry out the duties (Shields, Brown and Plimmer, 2015). This is
basically to eliminate any duplication of work by together combining the job
responsibilities and restructure the internal workforce. It is also in association to create a
plan to avoid the loss of workers due to retirement, etc. The quoted entity is hereby
recommended to restructure its internal force by applying effective strategies to ensure
adequate positioning of capable employees at the workplace.
TASK 3
HRD and explain how it could be improved
Human resource development approach consider important part in business to accomplish
desire growth and effectiveness. In this way, systematic and planned activities organised that
assists to all members. Prior responsibilities of this aspect in Sainsbury is to reach towards
present job requirement. In respect to this, process of rising capabilities, skills, performance,
knowledge, etc. (Mahdi and Almsafir, 2014). Main approach in the selected business determines
with integrative framework, strategic planning and focus on human capital approach, HRD score,
merged system approach, etc. Strategic HR framework approach comprises strategies and
organisational capabilities that assists to meet with goals and objectives. Main feature is to invest
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abilities that promote the business to move towards further planning and procedure. This
framework offers special techniques which provide path to know about HR practices. Integrated
framework approach also categorised in three ways of HRD that enable to increase business
performances and practices (Fulmer and Ployhart, 2014). These kinds of practices involved to
shaping customers with their own manner. Hence, it assists to bring improvisation for customer
satisfaction, growing organisational capabilities, etc.
Manager of Sainsbury complete this process through taking consideration in all practices
and present synergies as well. It is most important perspective that help to focus on important
element to create proper shape to customers and bringing innovations as well. On the basis of
customer satisfaction, growing organisational capabilities, HR manager working in team spirit.
As results, it assists to develop and bringing demand of customers into account practices.
Organisational capabilities also judge by Sainsbury so that manager taking consideration with
important features. Human capital appraisal also consist five major stages in the management of
human capital (Manuti and De Palma, 2016). Therefore, these stages categorised such as
improvement, design, categorization and implementation. There are mainly five elements
consider in Human Capital Management such as hiring, career management, retention, rewarding
and performances. Furthermore, it also helps to focus on development, sequence, training and
planning with effective organisational structure. It enables to human capital resources that assists
to create proper management in particular areas where it is perfect to implement organisational
strategies (Peng, Sun and Markóczy, 2015).
HRD is another process which depict development of software organisation and main aim
is to improve capabilities at workplace. With the help of provide suitable guidance, it can be
stated that it assists to motivate and attract talented people in the business. Furthermore, it
steadies improve software development process that assists to clarify ability that improve
systematic work performances (Armstrong and Taylor, 2014). Furthermore, management
practice also reveal by reputable, managed, systematic, initial, progressive and defined level of
maturity. In each level of maturity, there are different KPA included that combined works and
practices in systematic manner. KPA denotes key process areas which help to focus on
accomplish desired objectives and goals that increases manpower for improvement. Integrated
system of HRD department well designing and execution human resource development system in
which initial point and emphasis develop that made with all systems to attain employee
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satisfaction in business objectives (Hollenbeck and Jamieson, 2015). All the elements of Human
Capital Approach, synergy and forms of HRD evolving with main aim.
HRD score card approach is type of connectivity between different companies so that
business goals and HR operations develop continuously at workplace of Sainsbury. The chosen
company trying to make changes with right business impact so that development system and
maturity is human resource include interventions, competencies, etc. that create other linkage
business. It is managed by managers of the selected enterprise which help to measure
effectiveness and employee behaviours that take company towards right path (Zhang, Ahammad
and Wang, 2015). Strategic goals and objectives also undertaken with planning process so that
HR manager basically focus on external training which implement with proactive attitude that
measure from introduction. Views on valuable information also consider in systematic manner
that assists to provide proper perspective towards employees (Levy, Taylor and Beechler, 2015).
Wide range of employees includes younger staff members with sessions who have different
views and perspective. HR of the enterprise interact with all people who know how to benefits
creates for different people. Mainly in functional approach, profit driven process develop that
create main priority on money and people. Money motivates people to do their work in better
way so that effectiveness also develop successfully to attain desired results and outcomes. In the
term of behavioural approach, this process consider (Leroy, Van Dierendonck and Den Hartog,
2018). Furthermore, in humanistic approach, every person consider in different manner.
Therefore, skills are very important that assists to focus on relationship between performances
and personality of workforce. It told about HRD which emphasis on values, emotions,
personalities of employers. Learning is also developed as responsibility for workers in the
Sainsbury. Every worker's needs considered with implement external activities that provided on
the basis of personal and effective program. It is rationale and qualitative type of approach that
assists to fulfil HRD in effective manner.
Organisational capabilities assessed with HRD in effective manner so that approaches
help to build strong and capable team. These qualities assist to building strong nature and
structure in creative manner (Shields, Brown and Plimmer, 2015). Effective employees recruited
in good team so that it build progressive work at Sainsbury.
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TASK 4
Classical theories of motivation and purpose of hybrid theory which combine meaningful
characteristic from range of theories
Motivation is major consideration which assists to sort and develop effective functions in
business environment. In this regard, Sainsbury play very important role to inspire workers and
produce systematic work performances at workplace. Results in the business consider positive
outcomes that assists to meet with productive outcomes and constantly put efforts to accomplish
best results towards aims and objectives. In this section, together discovered classical theories of
motivation in which Herzberg theory implemented at workplace. There are 2 main factors
included in the theory with rules so that effectiveness will be maintain at workplace. Hygiene
and motivational factors consider vital differences among both (Haynes, Hitt and Campbell,
2015). Therefore, it reduces effectiveness. For example, application of hygienic factors depict
that it defines sense of dissatisfaction among workers to attain more creative work performances.
In this way, hygiene determines job security, employees safety, work setting, status, fringes and
incentives, etc. All these elements assists to create proper presence of all elements that
undertaken on the basis of individual performances in great extent.
Motivator factors also consider illustrating in existing recognition so that challenging
work environment and responsibilities also develop successfully. It assists to lead with several
people those help to attain desired goals and objectives at workplace. In this way, measurement
of satisfaction level assess at workplace so that effectiveness will be develop successfully. It is
also termed as motivator so that hygiene theory or dual structure theory has been considered to
satisfy all sort of information at workplace. Hygiene theory consider dual structure which mean
to satisfy all sort of employees needs (Tam, Chan and Pow, 2018).
In respect to implement theory, motivational theory consider Maslow's need hierarchy
which comprises in 5 kinds of essential needs. It includes, physiology, safety and security, love
and affection, self-esteem and self-actualization. From the above, self-esteem and self-
actualization needs consider with specified motivators (Boon, Eckardt and Boselie, 2018).
Furthermore, Herzberg 2 factor theory consider only two elements such as hygiene and motivator
factors. In respect to implement different range of theories, it can be stated that following are
certain characteristic from different range of theories:
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 In order to implement classical management theory, it can be stated that current
management style identify. It is the best aspect in which changes consider with using
current methods. Hence, effectiveness also increasing which affect to business. In respect
to implement Maslow's and Herzberg 2 factor theory, appropriateness consider at
workplace.
 It is also useful perspective to run smooth functions and operations.
 New management style also consider that help to manage workers and attain effective
functioning in business.
 According to different level of needs, it can be stated that distinctive characteristics
develop succeeding manner. Hence, leader need to focus on moderate accomplishment to
attain desired results.
 Power motivation also refers as the autocratic and tyrannical behaviour that help to meet
with systematic work performances in business.
TASK 5
Characteristic of effective leaders with drawn relevant model
In respect to develop more systematic work performances, it can be stated that there are
different consideration exist that help to maintain effectiveness and creativity. In this regard,
Belbin model implemented which consider important impact on business. Hence, Sainsbury need
to include different characteristic at workplace. They are as follows: Resource investigator: A leader has a quality of resource investigator. It is the main role
of the leader to investigate the resources of the company. As resources are limited in the
nature so it is required to be utilized in effective manner. Leader have to evaluate the
resources available in the company which are using to accomplish the task. Which source
is good or which has to be terminated is very essential factor in any organization.
Company can use maximum utilization of the resources by investigating them (Manuti
and De Palma, 2016). Resources are limited but through different tactics and skills of the
leader it can be utilized in efficient manner. Team worker: To develop the team work is also essential in an organisation to achieve
success. Team work means never having all the blames on yourself. If all employees will
work independently without communicate with others than company can not get desired
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outcomes. Through team work, performance level will be increased. In addition to this,
there are different activities done in the organisation and all activities required different
types of skills to accomplish the task (Peng, Sun and Markóczy, 2015). Through team
work, versatile workers will meet each together and discussed about the task and skills
required. By this, the process of work done will be simple and easy. If a leader have a
quality to collaborate all the departments in an organisation then it will be definitely gain
the success. Co-ordinator: After the creation of team it is necessary to focus on the objectives of the
team members and workers. A leader have to play role of co ordinator between different
departments of the company. As team can be built through pick out employees from
different departments so it is necessary to co ordinate them. Coordination is the essential
factor for accomplishing any task and achieving any objective (Arena and Uhl-Bien,
2016). Being a coordinator, the responsibilities and roles of the leaders are varied based
on the goals and objectives of the company. It has a very important role as coordinator
leader is responsible for formulating the aims and objectives of plan and programmes.
Leader has to play role of a coordinator in an organisation. Plant: This kind of team leader role consider highly creative and good in respect to solve
issues and problems in unconventional ways. Therefore, leaders possess some strength
such as creative, imaginative, free-thinking, ideas and solve difficult issues (Shields,
Brown and Plimmer, 2015). In Sainsbury, they consider communication in proper way to
attain desire results. Monitor evaluator: Monitor evaluator provide logical eye and they make judgement in
the chosen business with develop different kinds of options (Haynes, Hitt and Campbell,
2015). Main strength consider in this aspect is that sober, strategic and discerning to see
about the several options. Specialist: These kinds of leaders brings in-depth information in team to develop creative
results. Main strength of leader is single minded, self-starting and dedicated. Hence, they
provide specialist knowledge and skills (Boon, Eckardt and Boselie, 2018). Shaper: Shaper provide important drive that ensure to keeps team proper focus on
desired results accomplishment. Furthermore, they consider some strength such as
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challenging, dynamic, thrives, etc. As results, it drives to courage and overcome obstacles
(Leroy, Van Dierendonck and Den Hartog, 2018). Implementer: Implementer needed plan with workable strategy that assists to carry
efficient results at workplace. In this way, Sainsbury's leader has strength such as reliable,
efficient and actions.
 Completer finisher: This is last role which consider by leader which develop most
effectively and polish whole work with reducing errors. Therefore, the highest standard
of quality control develop at workplace (Tam, Chan and Pow, 2018).
CONCLUSION
The current report has discoursed upon the undertaken strategies of HRM in Sainsbury
and has been carried out in 5 significant parts. It is with a main intent of resolving any pertaining
issues that are related to HR related practices in the firm. This has in turn necessitated them to
restructure the present undertaken practices to effectively compete in the market where the retail
based enterprises are already dealing with an intense state of competition. The foremost section
of this report has discussed upon some relevant set of models by together applying them in the
management of personnel’s in Sainsbury.
Another section has critically discoursed upon the procedures of recruitment and
selection that are being applied by the chosen firm to hire effective manpower resources with a
strategic procedure for placing them at right position. Next is the discussion of approaches to
human resource development with an essential consideration of training the workers on regular
basis. Followed by which, some effective motivational theories have been discoursed to propose
a hybrid theory that can be applied by Sainsbury to improve the productivity of its workers for a
timely accomplishment of their undertaken targets. At the end, it has also demonstrated a
substantial ole of effective leaders at the workplace for a strategic management of Sainsbury’s
manpower resources.
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REFERENCES
Books and Journals
Arena, M.J. and Uhl-Bien, M., 2016. Complexity leadership theory: Shifting from human capital
to social capital. People and Strategy, 39(2), p.22.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boon, C., Eckardt, R. and Boselie, P., 2018. Integrating strategic human capital and strategic
human resource management. The International Journal of Human Resource
Management, 29(1), pp.34-67.
Chatterji, A. and Patro, A., 2014. Dynamic capabilities and managing human capital. The
Academy of Management Perspectives, 28(4), pp.395-408.
Fulmer, I.S. and Ployhart, R.E., 2014. “Our most important asset” A multidisciplinary/multilevel
review of human capital valuation for research and practice. Journal of Management,
40(1), pp.161-192.
Haynes, K.T., Hitt, M.A. and Campbell, J.T., 2015. The dark side of leadership: Towards a mid‐
range theory of hubris and greed in entrepreneurial contexts. Journal of Management
Studies, 52(4), pp.479-505.
Hmieleski, K.M., Carr, J.C. and Baron, R.A., 2015. Integrating discovery and creation
perspectives of entrepreneurial action: The relative roles of founding CEO human
capital, social capital, and psychological capital in contexts of risk versus uncertainty.
Strategic Entrepreneurship Journal, 9(4), pp.289-312.
Hollenbeck, J.R. and Jamieson, B.B., 2015. Human capital, social capital, and social network
analysis: Implications for strategic human resource management. The Academy of
Management Perspectives, 29(3), pp.370-385.
Leroy, H., Van Dierendonck, D. and Den Hartog, D., 2018. Managing people in organizations:
Integrating the study of HRM and leadership.
Levy, O., Taylor, S. and Beechler, S., 2015. Perceived senior leadership opportunities in MNCs:
The effect of social hierarchy and capital. Journal of International Business Studies,
46(3), pp.285-307.
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Mahdi, O.R. and Almsafir, M.K., 2014. The role of strategic leadership in building sustainable
competitive advantage in the academic environment. Procedia-Social and Behavioral
Sciences, 129, pp.289-296.
Manuti, A. and De Palma, P.D., 2016. The Social Organization: Managing Human Capital
Through Social Media. Springer.
Peng, M.W., Sun, S.L. and Markóczy, L., 2015. Human capital and CEO compensation during
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Shields, J., Brown, M. and Plimmer, G., 2015. Managing Employee Performance & Reward:
Concepts, Practices, Strategies. Cambridge University Press.
Tam, V.C., Chan, J.W. and Pow, J., 2018. Developing and managing school human capital for
information and communication technology integration: a case study of a school-based
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Zhang, J., Ahammad, M.F. and Wang, J., 2015. The effect of leadership style on talent retention
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