HRM Strategies: Internal and External Factors, Alignments

This report covers the internal and external factors that influence HRM strategies, including government regulations, technological changes, and internal policies. It also discusses the approach taken in formulating HRM strategies, the adjustment of strategies according to situations, and the importance of vertical and horizontal alignment. Additionally, it explores the link between workforce planning and HR strategy, HRM strategies to meet organizational objectives, measures to support the business in addressing long-term skill shortages, strategies to re-engage with the organization, and innovative approaches to recruit and retain employees.

ESSAY

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
HRM Strategy..............................................................................................................................3
External Factors affect HRM Strategy.........................................................................................3
Internal Factors influencing HRM Strategy.................................................................................3
Approach taken in formulation of an HRM strategy...................................................................3
Adjustment of HRM strategy according to situation...................................................................4
Vertical alignment strategy..........................................................................................................4
Horizontal Alignment..................................................................................................................4
Workforce planning link to HR strategy......................................................................................4
HRM strategies which helps the organization in meeting its objectives.....................................4
Measures to support the business on shortage of long term Skill................................................4
HRM strategies used to re-engage with the organization............................................................5
Innovative approaches to recruit and retention............................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
HRM strategies are established by management level to manage the HR department in
creative style. This report covers internal and external factors which influence the Strategy along
with alignments.
MAIN BODY
HRM Strategy
HRM Strategies is made because the organization has to connect the strategies with the
management of human resource (Paauwe, and Farndale, 2017). The strategies are applying when
the HR policies are made by the manager. An effective HR strategies affect positively to the
organization performance. The objective behind applying strategies in HRM is to maintain
flexibility, encourage innovation and helps in competing with competitors.
External Factors affect HRM Strategy
Government regulations or legal factors affect the strategy of human resource
management because the laws and workplace compliance standards are changing very quickly
(Singh, and et.al., 2020). So the HR has to updated themselves with the modifications which are
done by government.
Technological factors may affect the HRM strategy because the manager has guided their
employees regarding the old technology and the frequent change in technology creates a major
issue for HR. technologies are changed very frequently in the big organization which gives
impact on HR strategy.
Internal Factors influencing HRM Strategy
Policies are made by HR to guide their staff which may influence the strategies. Policies
are changed and modified regularly according to the need of the organization through which the
strategy is also going to change time to time.

Approach taken in formulation of an HRM strategy
The emergent approach is taken in formulating the HRM strategy because this approach
works perfectly well through changing their strategies according to need when any sudden
situation comes in the organization and this approach is good when there are rapid changes done
in policies and procedures of the company.
Adjustment of HRM strategy according to situation
The manager made a flexible strategy for HR department so that they can easily handle
tough and emerging situations which comes in the organization. If any emergent situation come
in company the HR can easily replace the new strategy with old one and the situation easily
handle by organization through effectively application of strategy.
Vertical alignment strategy
Vertical alignment is a design of the goals, objectives and planned action of the
organization. In this alignment the organization develop a strategy and sees that how a company
will achieve the goal and how many decisions are taken to accomplish the goal.
Horizontal Alignment
This strategy made to check that all the strategies work jointly or not. And the strategies
are not going to compete with each other (Barbosa, de Oliveira and Santos, 2018). For example,
a company make a strategy for HR which is includes the recruitment, selection, training and
development for employees and ensures that all the strategy works together without doing any
kind of competition. Horizontal alignment helps in accomplishing the strategies of organization.
Workforce planning link to HR strategy
The HR make strategy about on what basis the recruitment and development procedure
will be done which helps in managing the talent in the organization. For the organizations, the
focus behind making strategies is to acquire new talent, develop the skills of existing as well as
new employees and maintain an involved workforce with the company.
HRM strategies which helps the organization in meeting its objectives
The HRM strategies are make to determines the performance of employees and
systematically linked the workers with the goal and objectives of the organization. Staff
members plays very crucial role in managing the HRM strategies. The HR department works
properly using the strategies which ensures that the performance of organization is well managed
and move towards accomplishing objectives.

Measures to support the business on shortage of long term Skill
Recruiting highly skilled personnel and selected them for high position in the
organization which should be helpful for organization and also train the existing employees so
that their skills will be improved, and they perform better towards achieving the goal and
objective of organization. And after using this measures the shortage of long term skills will be
reduced.
HRM strategies used to re-engage with the organization.
After this Covid-19 situation the organization make new strategies to re- engage the
employees through giving new tasks so that they feel encourages and start again with the latest
task and join with the other workers so that the relationship between employees is also well
maintained. And also giving rewards to employees, so they feel motivated and stay connected
with the organization.
Innovative approaches to recruit and retention
Recruit candidates through social media is innovative approach which is taken in the
organization due to the present situation and to keeping the existing employees who are
profitable for the company using the rewards' strategy because it affects the human behaviour in
positive way.
CONCLUSION
From the above report, it can be concluded that HRM strategies plays very crucial role in
managing and achieving the goals and objectives of organizations.

REFERENCES
Books and Journals
Paauwe, J. and Farndale, E., 2017. Strategy, HRM, and performance: A contextual approach.
Oxford University Press.
Barbosa, L. C. F., de Oliveira, O. J. and Santos, G., 2018. Proposition for the alignment of the
integrated management system (quality, environmental and safety) with the business
strategy. International Journal for Quality Research. 12(4).
Singh, S. K., and et.al., 2020. Green innovation and environmental performance: The role of
green transformational leadership and green human resource
management. Technological Forecasting and Social Change. 150. p.119762.