Review of HRM Literature and Cases

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MANAGING SUCCESSFUL
BUSINESS PROJECT

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Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Discuss the importance of current contextual consequences influencing the case study.......1
TASK 2 ...........................................................................................................................................3
Employee concern ineffective management...........................................................................4
Student concern regarding indifference .................................................................................6
TASK 3 – Barriers to implementation of Human resource policies................................................9
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................12
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INTRODUCTION
The term strategy is widely used in the present corporate world. Strategic management is
thereby termed as a set of decisions and actions taken up by the managers to determine effective
measures for getting a sustainable as well as long-term performance of the enterprise (Harvey,
Novicevic and Speier, 2000). Strategic human resource management helps in ensuring that
human resource management is fully integrated into today’s modern concept of strategic
planning. Without a strategic mode, it is hard for the organizations to perform well and bring
contending outcomes to sustain in the market for a longer time period. Correspondingly, SHRM
also depicts a binding force of globalization. The present report has enlightened such vital
aspects of strategic human resource management (SHRM) with a greater contribution of HR
professionals into it. It has hereby highlighted this concept at both national and international
level by together linking it with the undertaken strategies of business. This involves various
considerations of HR and have also referred to examine the effect of culture, change as well as
quality on SHRM. It is however based on a case study given on an institution named University
of Education Excellence in the UK and demonstrated some of its issues to be resolved with
assistance of effective SHRM strategies.
TASK 1
Discuss the importance of current contextual consequences influencing the case study
This is to discourse upon the current contextual issues in University of Education
Excellence in the UK in terms of their implication in their work considerations. For which, it is
firstly important to understand the notion of SHRM and its existence at both national and
international level. SHRM is basically referred to be a connection among an organisation’s
human resources and with that to its undertaken strategies, goals and objectives (Alharthey,
2018). It exists with a major agenda of evolving the concept of flexibility, invention as well as
competitive benefits. It thereby helps to develop a positive culture in the organization which fits
for their purpose. All of these aforesaid approaches are with another vital consideration of
enhancing the overall performance of the business. It thus differs from the conventional methods
of HRM in an enterprise in terms of handling the workers. This is for instance on referring to the
concepts of traditional HRM methods, in which, the HR personnel is known to be the staff
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specialist for handling the workers with a people-oriented approach. In SHRM, an individual
handling the employee’s, regardless of his or her own functional area is referred to be the HR
manager. Therefore, on referring to the notion of SHRM at both national and international level,
it has been found to be active at global level (Eriksen, 2018). Its strategies are more effective for
the companies operating at a worldwide level with several number of benefits that includes an
improved job satisfaction and a better culture at work. Besides this, effective methods of SHRM
also leads to enhance the satisfaction level of customers, resulting in an efficient management of
resources with a proactive approach towards handling workers by together increasing their
efficiency to a great extent. The overall statistics concludes that the number of candidates in
Education Universities has been decreasing day by day due to increasing cost of fees and lack of
interest among people to make investment in education. The application of students has been
decreased with a high level due to high cost of admission fees taken from the students specially
those who are coming from another countries for their higher education.
The investigation uncovers that the biggest reductions are for more seasoned candidates
from England and Wales. In England the quantity of multi year old candidates has reduced by
9%, multi year olds by 9%, 21-24 by 15%, and 25 and over by 23% (Education in UK, 2017).
The quantity of first time candidates has diminished by 4%, while the aggregate re-applying to
advanced education has diminished by 10%. The subject encountering the most prominent
reduction in candidates is nursing. Candidates from England settling on no less than one decision
to nursing fell by 23% to 33,810 out of 2017. Most candidates to nursing are more than 19 years
of age and English candidates from this age assemble diminished by somewhere in the range of
16% and 29%. English multi year old nursing candidates fell by 10%. English candidates to
courses other than nursing fell by 4%, running from an expansion of 1% for multi year and a
decrease of 17% for 25 and over. Interest for advanced education stays high among multi year
old. The biggest group of candidates are multi year old from the UK. As opposed to figures for
more seasoned age groups, candidate numbers from this group are like a year ago at 272,330,
regardless of a fall of 1% in the multi year old public (Hutchison and Huo, 2017). In England,
the extent of multi year in the people who apply to college has ascended to a record 37%,
however the expansion is littler than as of late. In Northern Ireland and Wales, application rates
for multi year old have fallen somewhat from a year's record levels, and in Scotland they stay
unchanged. The application rate of youngsters living in territories slightest spoke to in advanced
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education has expanded to 22.1% for the UK, the most abnormal amount recorded. In England,
the application rate from these zones expanded to 22.5%, the most abnormal amount recorded. In
Northern Ireland, the rate stayed stable at 24.4%, while in Wales it diminished to 19.7%.
The quantity of multi year old UK candidates from most ethnic groups expanded in 2017.
multi year old candidates from the Asian ethnic group expanded by 5% (to 32,500), by 1% for
the Black ethnic group (to 13,480), and by 5% for the Mixed ethnic group (to 11,830). multi year
old candidates from the White ethnic group fell by 2% (to 208,880). When taking a gander at
candidates all things considered, there were decreases for every one of these ethnic groups, with
the biggest being a decrease of 10% from the Black ethnic group (which has a higher extent of
more seasoned candidates than normal).As of late, progressive UK governments have decreased
general society endowment to advanced education and have driven a greater amount of the
expenses on to Students through educational cost charges. The 2004 Higher Education Act raised
the top on expenses from £1,000 to £3,000 every year from the 2006-7 scholastic year, however
Students could concede the instalment of charges by taking a pay unforeseen credit to take care
of the expense of their expenses. A further educational cost expense increment was presented in
2012-13 meaning colleges can as of now charge a most extreme of $9,000 every year. Students
get monetary help to pay these expenses and their living expenses through the two advances and
support awards, though every one of these stipends were rejected and transformed into credits in
the most recent spending plan (Rees and Smith, 2017).
TASK 2
The idea of "strategic HR" is regular enough. Positively, a large number of books,
articles, white papers, and courses exist to direct HR professionals towards planning and making
strategies for their business. A lot of advancement has been made along this pattern, however the
truth of the matter is that a lot of this methodology improvement remains entirely applied; next to
no ground is being picked up as far as real authoritative change (Crowley, Hinchliffe and
McDonald, 2017). Technique, with the end goal to be powerful, should normally be actualized.
In the event that a business needs to change, individuals must drive the wheels of that change and
that is the place HR's actual job rises.
Focusing on a effective technique for methodology usage, obviously, can be a
troublesome and regularly overpowering assignment. Indeed, even HR experts at the bleeding
edge of their field can wind up well out of their profundity with regards to really putting the
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vehicle of technique into apparatus. It is the objective of this article, along these lines, to go
about as both companion and manual for anybody expecting to end up more effectively
associated with the advancement of his organization. HR can and ought to be a main factor in the
execution of system.
Employee concern ineffective management
There are various areas for enhancing and overseeing employees execution as described
below -
ï‚· Setting clear objectives and impart them effectively, at this point of time it is essential to
continually oversee objectives. Visit communication is basic. Guarantee workers
comprehend their destinations by requesting that they clarify them in their own words.
ï‚· Train managers and give them the instruments to enable their workers to exceed
expectations. Be vigilant for managers who have failing to meet expectations groups and
see what the main driver is.
ï‚· Use worker handbooks to keep everybody in agreement and help to guarantee employees
comprehension of organization strategies.
ï‚· Reliably pursue the organization's employee discipline strategy, and reliably discipline
instantly if essential. This progress keeps up predictable and reasonable attention of
employees so they see that they don't need to tolerate or get slack for poor entertainers.
Maybe illogically, a reliably connected and reasonable disciplinary arrangement can keep
confidence up expecting obviously it is fitting and not exceeding. A disciplinary
arrangement does this by guaranteeing everybody is considered responsible for their
activities (Chelladurai and Kerwin, 2017).
ï‚· Utilize SMART goals or objectives - Shrewd represents Specific, measurable, attainable,
real, and time-bound. At the point when employees' goals or objectives are practical, it
provides them sense of ownership and motivate them to achieve their objectives.
 Organize training and development for employees – Training and development programs
helps in improving the skills and abilities of the employees. This helps in allowing
workers to achieve improvement which is helpful for their present business functions as
well as contribute in the future growth or development.
 Providing reward and appreciation to the employees – The organization should provide
reward or acknowledgment to the employee when he or she achieve some goal or
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objective. These rewards and appreciations helps in motivating employees as well as
assist in boosting them to perform better that lead to improved productivity and
performance of the overall business. The employees feels motivated to work hard in order
to fulfill their personal as well as professional goals.
ï‚· Be available to getting input as well. Tune in to employees when they request better
equipment. Line in to their necessities to guarantee they're upbeat. Guarantee every
individual is in the correct job for his or her needs and aptitudes (Tran, Abbott and Jin,
2017).
ï‚· Audit organization employing techniques to guarantee the best hopefuls are being chosen.
ï‚· Lead worker commitment overviews; poor execution can be a consequence of absence of
commitment and low resolve.
ï‚· Concentrate on spirit. Find a way to guarantee that workers are happy with their
employments. Here are some ways:
ï‚· Survey benefits, workplace, pay levels, Guarantee the advantages offered are benefits that
your workers esteem. Keep in mind that representative advantages that assistance
workers regardless of whether they're not high-esteem things can enhance assurance.
ï‚· Guarantee workers comprehend the association's main goal and vision; giving employees
something to get behind can enable them to comprehend their motivation and job in
helping the association succeed.
ï‚· Provide employees the correct equipment and procedures to exceed expectations. Once in
a while putting resources into a superior instrument or process can harvest colossal
profits in profitability and worker fulfillment.
 Helping employees to perform their roles and responsibilities – Assisting employees with
their work helps in avoiding small barriers or issues in their business functions. Engaging
employees can helps in incorporating the assurance that they have the skills and abilities
to perform a specific task or role. This can help in motivating the employees to feel
important and encourage them to take care of the business.
Student concern regarding indifference
Indifferent is the condition of feeling where a student simply couldn't care less about
making a move, the issue with indifference is that occasionally a student know that doing that
thing or making that move student will get much advantage yet at the same time he or she don't
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do anything, indifference isn't care for absence of inspiration sinceTranAbbottJin2017 students
may need inspiration in the event that they don't know about the significance of the action, be
that as it may on the off chance that they know yet make no move, they are indifferent. What
makes the general population surrender and wind up unconcerned is significant and leading long
disappointment. It is crucial for employees to be occupied with their activity and have an
inspirational mentality towards their work and their commitment (Hu and Jiang, 2018).
Individuals with indifference couldn't care less about the future, in light of the fact that to
the extent they are worried, there is no distinction between present, future and past (Analoui,
2017). This features the issues associations look with components of an indifferent workforce, in
what manner can an association actualize strategies and vital vision with employees that are not
occupied with their work and sub consecutively don't adjust to hierarchical culture. Uninterested
employees decay in conduct; this negatively affects different associates and can moderate
profitability. The extent of lack of interest in an association depicts the conduct of somebody
who completes the association's exercises without utilizing their ability or creativity. Lack of
interest compromises to obliterate consolation of the workers, lessening their exertion and
acknowledgment of obligations. Having a more huge impact on authoritative culture, he did an
examination that uncovered an apparent error between the official embrace of the qualities by the
organization and their genuine order. The inner conflict of this group towards such qualities is
reflected in the ineffectiveness of staff, for whom the qualities have little notability as drivers of
organization strategy or practice. At that point proceeds to express the inserting of organization
esteems is spoken to as a component of a bigger elucidating structure of striking nature. It is
additionally contended that political consideration, including ground-breaking, informal social
and sub social standards, will abrogate the effect of authoritatively upheld, however
unembedded, values. Further featuring the requirement for a superior understanding and
contemporary affirmation through announcement. Associations that hope to arrive a quick fix or
play governmental issues, once in a while connect disconnected storehouses of control, culture,
sexual orientation or convictions.
To completely comprehend the possibility of an indifferent individual, Commitment is a
sort of commitment including emotions, for example, trust and unwavering quality that
associations wish to pick up from their workers. While not a considerable measure has been
straightforwardly composed on apathy, there is much writing on responsibility. The worker
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ought to be a profitable individual from an association, instead of enter a business relationship
based on accommodation and commitment. Accommodation and commitment can prompt
sentiments of lack of concern. Value expresses that workers ought to be focused on the
associations 'mission and qualities'. Cost clarifies that employees will indicate devotion and
eagerness just on the off chance that they need to, and not out of consistence. Value's model
depends on a 'aggressive to ruler' perspective, so his view is fascinating when contrasted with
administrative strategies for encouraging unconcerned employees. Value traits the significance
of duty to an individual dimension.
Impassive employees don't expect much from their association, with the exception of a
compensation check and at times, benefits. Exceedingly uninterested employees see "their life"
as existing separate from work. Those employees who are low in lack of concern are by and
large accepted to have introductions in spite of the very impassive laborers. Conduct assumes a
key job in understanding this issue. A motivation behind why there has been so little research on
this subject is on the grounds that regardless of whether associations recognize lack of concern
they can't tell what level of their workforce are uninterested; individuals know about its reality
yet they don't feel it happens at a sufficiently wide dimension to be considered important and
have the impression of 'fitting techniques set up to check the impacts.
An ongoing report found that 68% of clients who leave do as such due to an organization
worker's lack of interest. How To Get Your Employees To Treat Customers Better Lack of
concern not just moderates the organization tasks and effectiveness down yet can likewise
prompt shoppers having a negative involvement with the association.
An article with regards to authoritative mental aptitude, researcher clarifies that an
association choosing a convenient solution procedure for settling issues in regards to hierarchical
control, culture and convictions won't work (Bryson, 2018). It focuses on the significance of
inclusion from more elevated amount the executives, It takes contribution from an organization's
best initiative, a readiness to contribute time, and ability inside groups that originate from
numerous segments of society. He proposes a reasonable assortment of specialists will help draw
in people and enhance execution. Lack of concern should be handle head on, more collaboration
between low dimension laborers and their bosses is imperative in diminishing the issue, making
a culture that goes about as a disincentive to indifference is vital however really seeing and
observing the issue of detachment and understanding the more extensive ramifications and
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influences is the best way to execute a fruitful soldier procedure to adequately eliminate the issue
while guaranteeing.
Motivation Application and Engagement Effectiveness
There has been a tremendous measure of writing delivered with respect to inspiration in
the course of the only remaining century. Inspiration theory was first acquainted with the
universe of business by early pioneers, for example, Taylor. Taylor's exploration discovered cash
was the essential motivator for inspiring the workforce. The traditional administration theory
proposes managers ought to receive an aggressor style, dictator method. The individuals don't
trust this state of mind ought to be understood by the present ideas and strategies for handling
lack of interest (Kidwell, Eddleston and Kellermanns, 2018). In spite of the fact that cash might
be an essential motivator for an indifferent worker, the board need to characteristically rouse,
getting the people more connected with, this system was demonstrated wasteful and not as
gainful as elective techniques. The significance of persuasive variables and the requirements of
the worker prompt better administration goals, managers can't return to this point of view it won't
deal with a long haul premise
Before Maslow, specialists by and large centered around independent inspirational
factors independently. Maslow built up the progression of necessities, this acquainted a principal
change with the way worker profitability and inspiration was seen and manufactured the
establishments for further persuasive theory. The chain of command of requirements is a
triangular measurement with five components; Physiological necessities, well-being/security
needs, requirement for belongingness, confidence lastly self realization. Maslow guarantees all
employees will move along the progressive system. The indifferent representative as a rule is a
previous 'colleague' and was at some stage a generous patron, this theory isn't appropriate with
the impassive worker because of them being at various dimensions of the pecking order when the
disposition sets in. Presence relationship development theory like Maslow's pecking order
recommends inspiration is a consequence of individuals endeavoring to fulfill essential needs,
not at all like Maslow's 5 needs proposes there are three needs; presence, relatedness and
development. This theory is more suitable for handling lack of interest (Hill, 2017). Presence
needs would cover the lower parts of the chain of importance; physiological and security needs.
Related requirements would go under regard and link & development needs would will in
general be towards the highest point of the chain of command at the self realization level. One
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clashing perspective in this theory is that the requirements are not dynamic in the path that there
is no order; supervisors having a more profitable job in commitment and worker movement will
lessen the potential to set up themselves inside employees settling the issues previously they
turn into an issue.
TASK 3 – Barriers to implementation of Human resource policies
There are various barriers to strategic implementation of human policies or strategies
these barriers are described as below -
1. Lack of a dynamic learning environment – Execution strategy in the present business
environment needs a learning mindset, both the organization and individuals at large. By
conducting lessons learning, the human resource managers can analyze and solve issues
throughout the entire cycle implementation of a particular strategy. Due to lack of
learning an knowledge related to the issue such as Ineffective management it is very
difficult for the human resource management to implement effective strategies or policies
related to human resource and management.
2. Organizational structures and processes are not flexible – The present business
environment is uncertain, volatile and complex. In continuously changing environment,
the business processes needs to be flexible to match and dynamic. Even if the
organization's entire culture is not a easy to adopt, the company can still develop an agile
mindset within projects and teams by developing a more efficient procedure for decision
making and step-up (Banfield, Kay and Royles, 2018). This inflexibility of an
organization creates a barrier in implementation of essential human resource policies and
strategies. Therefore, the University needs to ensure that they are creating a flexible
organizational structure so that they can adopt the changing environment and attain
success.
3. Misalignment of portfolio to strategy – Implementation of strategies or project should be
prioritized against the entire business strategy. The team members and managers should
be capable to analyze the expected outcomes or results of a project and the way in which
it aligns with the strategy or plan. Without this balance or alignment, time, efforts,
resources and energy are completely wasted on activities that are not contributing to the
larger business objectives or goals. Therefore, it is very important for the University to
arrange their actions and plans according to their priorities. Arranging each and every
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with priority the organization can achieve the desired objectives easily (Crawshaw,
Budhwar and Davis, 2017).
4. Communication gap among different departments – Communication is very much
important for an effective management and organisation. It can be a major barrier in
implementing a Human resource policy of strategy, in order to adopt a particular policy
each and every employee in the organisation must be aware of the plan and desired
outcome of that particular strategy. Lack of communication or understanding among the
employees and management can be a huge barrier in strategic implementation. The
University needs to make sure all the departments of the organisation are interlinked
strongly with each other and all the employees are effectively interacting with their teams
and managers.
5. Lack of leadership – It is very important to have a effective leadership style followed by
managers working in an organisation. Lack of skills in human resource managers can
become a barrier in implementation of human policies and strategies as there will be lack
in coordination and effectiveness in the team members or employees. Therefore,
University of Education Excellence shoulHelping employees to perform their roles and
responsibilities – Assisting employees with their work helps in avoiding small barriers or
issues in their business functions. Engaging employees can helps in incorporating the
assurance that they have the skills and abilities to perform a specific task or role. This
can help in motivating the employees to feel important and encourage them to take care
of the business. d focus on developing effective leadership styles and skills among the
managers so that they can direct or guide their subordinates effectively to achieve a
common goal and organizational objectives (Liu and et.al., 2017).
CONCLUSION
The above concluded that strategic human resource management is very important for
each and every organization or businesses. This study was based on University of Education
Excellence which is facing various issues relate to the decreasing number of applicants and
issues related to tuition fees faced by the students. The report demonstrated reducing figures of
students studying in university for higher education due to changing trends and increasing cost of
education. Due to increasing cost of education, students lacking interest in the investing their
money of higher education. The organization also described the concerns related to employees
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and students. The report also described various barriers to implementation of Human resource
policies such as Lack of a dynamic learning environment, Organizational structures and
processes are not flexible etc. The study also described how University of Education Excellence
can overcome these barriers.
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REFERENCES
Books and Journals
Alharthey, B.K., 2018. Review on Globalization and Importance of Strategic Human Resource
Management. International Journal of Scientific Research and Management, 6(03).
Analoui, F., 2017. Politics of Strategic Human Resource Management: A'Choice'Model. In The
Changing Patterns of Human Resource Management (pp. 13-31). Routledge.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Bryson, J.M., 2018. Strategic planning for public and nonprofit organizations: A guide to
strengthening and sustaining organizational achievement. John Wiley & Sons.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2017. Human resource management: strategic
and international perspectives. Sage.
Eriksen, T.H., 2018. Scales of environmental engagement in an industrial town: glocal
perspectives from Gladstone, Queensland. Ethnos, 83(3), pp.423-439.
Hill, T., 2017. Manufacturing strategy: the strategic management of the manufacturing function.
Macmillan International Higher Education.
Kidwell, R.E., Eddleston, K.A. and Kellermanns, F.W., 2018. Learning bad habits across
generations: How negative imprints affect human resource management in the family
firm. Human Resource Management Review, 28(1), pp.5-17.
Liu, D., Gong, Y., Zhou, J. and Huang, J.C., 2017. Human resource systems, employee
creativity, and firm innovation: The moderating role of firm ownership. Academy of
Management Journal, 60(3), pp.1164-1188.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Hu, X. and Jiang, Z., 2018. Employee-oriented HRM and voice behavior: a moderated mediation
model of moral identity and trust in management. The International Journal of Human
Resource Management, 29(5), pp.746-771.
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TranAbbottJin2017Hutchison, A. and Huo, M., 2017. Performance Management in New
Zealand: Human Resource Practitioners', Managers', and Employees' Perspectives. New
Zealand Journal of Human Resources Management, 17(1).
Crowley, S.L., Hinchliffe, S. and McDonald, R.A., 2017. Conflict in invasive species
management. Frontiers in Ecology and the Environment, 15(3), pp.133-141.
Tran, H., Abbott, M. and Jin Yap, C., 2017. How does working capital management affect the
profitability of Vietnamese small-and medium-sized enterprises?. Journal of Small
Business and Enterprise Development, 24(1), pp.2-11.
Online
Education in UK. 2017. [Online]. Available
through:<https://assets.publishing.service.gov.uk/government/uploads/system/uploads/
attachment_data/file/508447/Educational_Excellence_Everywhere.pdf>
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