Strategic Human Resources Management - Desklib

This presentation discusses the importance of strategic human resource management for organizations, with a focus on evaluating change management models, HR management for sustainable business performance, monitoring and evaluating HR strategy, and techniques for workforce plan impact. The subject is Human Resource Management, the course code is Unit 21, and the college/university is not mentioned.

Strategic Human Resources Management

TABLE OF CONTENTS
 INTRODUCTION
 EVALUATION OF HOW CHANGE MANAGEMENT MODELS CAN BE
SUPPORTIVE FOR THE HR STRATEGY OF THE ORGANIZATION
 HR MANAGEMENT AND THEIR SUPPORT FOR SUSTAINABLE BUSINESS
PERFORMANCE AND GROWTH
 WAYS OF MONITORING AND EVALUATING THE SUCCESS OF HR
STRATEGY FOR MEETING SUSTAINABLE OBJECTIVES
 RECOMMENDATION OF THE APPLICABLE TECHNIQUES OF MONITORING
AND EVALUATING THE POTENTIAL IMPACT OF WORKFORCE PLAN
 CONCLUSION
 REFERENCES

INTRODUCTION
 The strategic human resource management involves a great future oriented process of
the development of the implementation of the HR programs which helps the business in
the addressing and solving business which can directly contribute to the major long-
term business objectives which are very helpful for the HR management to consider.
 For this project the chosen organization is Sainsbury which is second largest
supermarket retailer chain in UK.
 In this project appropriate change management model will be provided for discussing
the HR strategy for the application of the relevant organization examples.

EVALUATION OF HOW CHANGE
MANAGEMENT MODELS CAN BE
SUPPORTIVE OF THE HR STRATEGY
 For HR management of Sainsbury change management is a very important concept
which is needed to be considered for understanding the landscape evolution of the
company which occurs due to a certain kind of change in the organization.
 For meeting these challenges effectively the business needs to lean some of the most
effective ways which will help it for gaining an advantage before the change occurs in
the operations of the business.
 Its important is very crucial for HR management because it helps the business in the
implementation of the changes in an organization which are considered to be very
common and very situational in the management of the employee during such changes.

CONTINUE..
 The Kotter's change management model can be used by the for the evaluation of the
HR strategy for this organization.
 In this model of there are eight stages which can help them in the focusing over the
employees.
Increase Urgency:
 It is essential for the HR management make sure that the employee are engages with
their duties in the organization.
 For that as per this model creating a sense of urgency is very important for the
organization in order to ensure the effectiveness of the organization and also make sure
that the organization is effective in the future.

HR MANAGEMENT AND THEIR
SUPPORT FOR SUSTAINABLE
BUSINESS PERFORMANCE AND
GROWTH
 For every organization it is important to achieve sustainable growth as human resource
and workforce planning plays a crucial role for influencing growth and retention.
 One of the key HR function of the organization is to make sure that the right people are
to be hired and will be staying with the organization for the longer period.
 There are three ways in which the HR can support the sustainable growth of the
business performance,
Hire to value and invest:

CONTINUE..
Promote from within:
 For the organization it is very important to implement certain promotion from the
inside the management which can be with the help of leaders which is considered to be
very motivating in their work and has the potential of carrying others.
 The right motivation has the power of driving the individuals in an organization to
success.
 With the help of hiring motivational leaders the management is able to make sure that it
can successfully carry the or organization towards success with the help of their
motivational skills and also strategies.

WAYS OF MONITORING AND
EVALUATING THE SUCCESS OF HR
STRATEGY FOR MEETING
SUSTAINABLE OBJECTIVES
 Sustainability for the business is said to the factor which drives the business
systemically towards an approach of thinking the short-terms and thinking at different
levels of the and ways of interacting some changes in the organization.
 The success of the HR strategy for meeting the sustainable can be evaluated and
monitored with the help of examining the critical functions of the HR.
 The effectiveness of these functions of the business in the organization helps the
business in the analyzation of the effectiveness in the meeting the sustainable
objectives,
Job designing:

CONTINUE..
Recruitment :
 Recruitment of new individuals in the organization is considered to be one of the most
important step for the business.
 The effectiveness of the job is said to be effective with the help of the total recruitment
cost and other number of recruitments
Selection:
 The process of selection of the employee is very effective for the business.
 Thus, depending upon the HR management it is considered to be very effective.

RECOMMENDATION OF THE APPLICABLE
TECHNIQUES OF MONITORING AND
EVALUATING THE POTENTIAL IMPACT OF
WORKFORCE PLAN
 The effectiveness of the HR strategy is said to be most effective when the HR
effectiveness is measured for finding the HR, KPIs which matter the most for the
organization.
 Thus, monitoring of the organization is very important for the HR strategy. The
business is run by individuals which are talented and deliver every thing for being
the most effective for different ways possible.
 This is why the HR management of Sainsbury considers the techniques of the
monitoring to be successful ways for meeting sustainable objectives in the
business.

CONTINUE..
 The KPIs which the HR management considered to be the best way of measuring
sustainability are,
Employee Net Promoter score:
 This is the unit which helps the HR in the measurement of the employee loyalty which is
pioneered by the organization for monitoring the employee performance in an
organization.
Employee satisfaction index:
 It is the indicator of the extent to which the employees of the business are satisfied towards
their jobs.
 This helps in understanding how effectively the employees are working in an organization.

CONCLUSION
 With the help of this project it can be concluded that HR strategy needs to be
very effective for the organization in order to achieve effectiveness in the
business.
 In this project the discussion of the HR outcomes and how they can be
measured has been shown which the application of the KPI's.
 This project also provides the evaluation of the effective HR management and
development strategy for the supporting the sustainability of growth and
performance in the organizational context.

REFERENCES
 Bititci, U.S., and et.al., 2018. Towards a theoretical foundation for
performance measurement and management.
 Gahlawat, N. and Kundu, S.C., 2019. Participatory HRM and firm
performance: Unlocking the box through organizational climate and employee
outcomes. Employee Relations: The International Journal.
 Johnson, P. and Szamosi, L.T., 2018. HRM in changing organizational
contexts. In Human resource management (pp. 27-48). Routledge.
 Kameme, E.O., 2019. the role of human resource management on managing
organizational change: a case of stateoil tanzania’s establishment of gps fleet
management system (doctoral dissertation, mzumbe university).