Strategic Human Resources Management: Change Management Models, HR Outcomes, and Sustainable Performance

This presentation explores the role of strategic human resource management in recruitment, selection, development, and retention of talented employees. It discusses change management models that support HR strategy, how to monitor and measure HR outcomes, and how effective HR management can support sustainable performance and growth. Relevant organizational examples are provided throughout.

Unit 21 Strategic Human
Resources Management

Table of Contents
• INTRODUCTION
• Evaluate how appropriate change management models support HR strategy in application to
relevant organizational examples
• Discuss how HR outcomes can be monitored and measured and apply this to specific
organisational situation
• Evaluate how effective HR management and development can support sustainable performance
and growth to meet organisational objective
• CONCLUSION
• References

INTRODUCTION
Strategic human resource management conducts scientific selection and appointment of
employees for business operation and also place the employees at jobs according to their
areas of specialization. There are various roles which are performed by strategic human
resource management such as recruitment, selection, development and retaining talented
employees. Companies generally design strategic human resource management to meet the
needs of employees while promoting the goals of company (Harsh and Prasad, 2021).

How appropriate change management models
support HR strategy in application to relevant
organizational examples
Change management model helps in dealing with transformation of organisational process, goals and
technologies. The purpose of change management model is to control the life cycle of all changes.
Through change management model, company can assess and understand the needs and impact of
change and also they can manage the diverse cost of change. There are various benefits which can be
gained by organisation through change management model as it helps in reducing the time required to
implement change and align the resources with business to support change.

How HR outcomes can be monitored and measured
and apply this to specific organisational situation
Human resource is one of the biggest assets for the companies there performance and productivity directly
depends upon the effectiveness of organisational goal and objectives. HR is that management concept
which helps the company to find, attract, retaining the new talent so that they can contribute effectively
towards the company vision. For this it is vital for the business to effectively monitor the outcomes of the
Human resource so that proper measures can be applied towards the specific situation where there is a
requirement (Eddleston, Kellermanns and Kidwell, 2018).

How effective HR management and development can
support sustainable performance and growth to meet
organisational objective
The human resource management of organization plays a vital role in improving the performance and
productivity of business. In Marks and Spencer, HR focuses on planning for growth and also identify the right
talent who have an ability to perform better. There are various roles which are performed by HR they generally
eliminate the employee turnover, improve hiring process, cultivate passion, diversify team and also develop
talents.

CONCLUSION
• It is being concluded from the above information that organisation achieve competitive advantage
when employees and customers are satisfied. It is important for the company to attract and retain
top employees who can give productive outcomes in achieving the goals and objective of business.
In order to gain competitive advantage, human resource management plays a vital role. They focus
on linking the human resource function with the objective of organisation in order to improve the
efficiency and performance of business.

References
• Harsh and Prasad, A., 2021. Employment relationship and organisation capability: a conceptual
framework. International Journal of Business Innovation and Research. 24(3). pp.397-416.
• Suarez, E., Calvo-Mora, A. and Roldán, J. L., 2016. The role of strategic planning in excellence
management systems. European journal of operational research. 248(2). pp.532-542.
• Anitha, J., 2016. Role of Organisational Culture and Employee Commitment in Employee Retention. ASBM
Journal of Management. 9(1).
• Fallon, B .J. and Rice, S. M., 2015. Investment in staff development within an emergency services
organisation: Comparing future intention of volunteers and paid employees. The International Journal of
Human Resource Management. 26(4). pp.485-500.