Strategic Human Resources Management: Trends, Factors, Theories and Practices

This report analyzes the internal and external factors that influence HR strategy and practice, including current trends and developments, technology, training and development, changing skill requirements, growth, and government regulations. It also examines relevant theories and concepts, such as the Organizational Lifecycle Theory and Strategic Contingency Theory, and their application in a specific organizational example, Unilever. The report concludes with a discussion of the aim and objectives of the strategic workforce plan.

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Strategic human
resources
management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Task 1...............................................................................................................................................3
P1 Determining current trends and developments which influence organisation’s HR
strategy..................................................................................................................................3
P2 Analysing both external and internal factors influence HR strategy and practice.. 4
M1 Critically analyse the influences of the external and contextual developments.......6
D1 Critically evaluating influences of key external and contextual developments
applying relevant theories....................................................................................................6
Task 2...............................................................................................................................................6
P3 Applying relevant theories and concepts relating to the growth and development of
strategic HRM.......................................................................................................................6
M2 Examining human resources theory relates to practice in a specific organisational
example..................................................................................................................................7
D2 Evaluating human resource theory relates to practice in a specific organisational
example..................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES:...............................................................................................................................9
Books and Journals.................................................................................................................9

INTRODUCTION
The main work responsibility of the human resource manager is to recruit talented
candidates for the organisation. Through this the organisation can achieve the goals and
objectives effectively. Unilever is a multinational corporation which provides quality services
and products in the market. The company enrich the lives of the consumers by providing quality
products to various consumers (Kataoka, and et.al 2019). They had attained maximum
satisfaction due to their ethical practices in the recent years. The report aims to analyse about
understanding the internal and external developments which influence the HR strategy. On the
other hand, in this report there will be brief discussion there are internal and external influences
on the Human resource function. Along with that, there will be evaluation about the key
strategies of the organisation. For further instance, there are various considerations to support the
human resource strategy to help the organisation achieve sustainable performance in the market.
MAIN BODY
Task 1
P1 Determining current trends and developments which influence organisation’s HR
strategy.
There are various new trends which could help Human resource manager to fulfil their
work duties and responsibilities in an effective manner. The main focus is to help the
organisation achieves the goals and objectives in an effective manner (Armstrong, 2021). The
main focus is to maximize the workforce productivity which could be beneficial for the
organisation. They could gain a competitive advantage in the desired industry and provide
quality products and services in the market. There are various trends and developments which
are mentioned below:
 Implementation of Technology – This is one of the crucial factor the implementation of
technology. The human resource manager can use the technology in this new era. They
can recruit various candidates for the best job position in the workplace. It will be
beneficial for the company to achieve the goals and objectives in a systematic manner. In
relation to Unilever corporation the Human resource department is using the new ways to
recruit various new individuals in the organisation. They can measure the employee

performance to asses various critical factors. The HR manager can improve the overall
performance of the organisation.
 Training and Development – The organisation can provide right training and
development to the candidates to achieve maximum productivity in the workplace. The
human resource department can develop different skills of the employees (Shehadeh, and
Mansour, 2019). It includes problem solving, effective decision making etc. In
accordance to Unilever the human resource department is providing right training to the
individuals with various programs. This helps them to attain an efficient growth in the
future through this the company can achieve the inherent goals and objectives in the
market. With the right training the workforce will achieve able perform better in the
future. It also helps the company to achieve s sustainable performance in the market.
 Changing skill requirements – There are various new skills which the individual require
in order to attain the organisation goals and objectives. The human resource has to
inherent various skill with the changing requirements of this new era. They need to plan
various things in order to achieve the targets in the market. In relation to Unilever
corporation the main vision of the brand is to provide quality products and services in the
market (Kaufman, 2019). The human resource manager is transforming new ideas in
order to manage the work duties and responsibilities. Experience plays a crucial role
which the human resource department of Unilever has developed over a period of time.
This helps them to perform better in the market. They also motivate the employees in
order to achieve the targets in the industry.
P2 Analysing both external and internal factors influence HR strategy and practice.
The Human resource manager needs to asses various internal and external factor
effectively. These factors could influence their performance and also it can impact the growth of
the organisation over a coming period of time. There are various factors which are described
below:
Internal Factors
 Level of growth – With the changing market conditions the organisation is diversifying
their working operations. Company is expanding their way of doing operations and help
achieving more sales in the market (Boon, and et.al 2018). The human resource
department needs to recruit various candidates and staff in order to achieve the goals and

objectives in a systematic manner. Unilever is rapidly doing their way of doing
operations through this they are able to achieve more profitability in the market. On the
other hand, the main focus of Human resource department is to rapidly recruit various
talented candidates. This will help the company to gain a competitive advantage in the
market and improve the overall performance.
 Use of Technology – This is one of the most crucial factor which is affect the Human
resource department. In this new era most of the human resource manager needs to use
the technology to recruit various talented candidates in the organisation. The main
purpose is to manage their work duties and responsibilities in an effective manner. There
are various tools which could be used by the Human resource manager in order to
achieve goals and objectives. Unilever has implemented a digital infrastructure in the
company. It helps them to offer better services according to the market conditions. The
human resource manager needs to focus on the recruiting area. This helps the
organisation to gain a competitive advantage in the market and maintain a positive brand
integrity.
External Factors
 Available labour Pool – The main function of the human resource management is to
recruit various new workforce in the organisation. This is one of the external factor which
is important and it affect the responsibilities of the HR manager. They need to focus on
the region and the immediate area in which there are various candidates. In relation to
Unilever the human resource department is identifying and recruiting various candidates
from the market (Greer, 2021). They are able to provide them a systematic growth in the
upcoming future. The HR manager is using the right techniques in this new era to give
the organisation a competitive advantage in the market.
 Government Regulations – There are various rules and regulations which the HR
manager has to comply in order to perform the work duties and responsibilities. There are
various other rules and regulations which is abide by the organisation. The human
resource department has managed their duties and work in a systematic way. Due to the
ethical practices Unilever has managed to achieve a systematic growth in the market. The
human resource department has to follow all the ethics and values. This helps them to

perform their regulatory duties in an effective manner. The management and the HR
manager has developed a cordial relationship to achieve the future targets and goals.
M1 Critically analyse the influences of the external and contextual developments.
The Influence of the factor is wide in terms of the duties and work responsibilities of the
human resource department. They can perform their duties in an effective manner by using
various tools. With the changing market trends these factors has evolved. The Human resource
department has to evaluate various factors in order to achieve the targets which is set by the
organisation. There are various developments which could be inherent by the company to
maximize the overall performance in the desired industry.
D1 Critically evaluating influences of key external and contextual developments applying
relevant theories
The new trends help the Human resource department to diversify the workforce and perform
their duties and work responsibilities in an effective manner. With the changing marketing trends
and developments, the HR policy is also changing. They had to maintain the work responsibility
in an effective manner (Mamatova, and Pavliuk, 2020). The impact of the technology helps the
human resource manager to recruit various talented candidates in the organisation. The Hr
management can transform their performance in order to manage the work duties and
responsibilities in the workplace.
Task 2
P3 Applying relevant theories and concepts relating to the growth and development of
strategic HRM
There are various theories which could help the Human resource manager to work with the
management in an effective manner. There are various theories which are mentioned below:
 Organizational Lifecycle Theory – This theory suggests that the organisation has a
lifecycle in which they perform various working operations. Human resource
management needs to develop a cordial relationship with the management in order to
perform their work duties and responsibilities. The main focus is to achieve the goals and
targets in the market (Macke, and Genari, 2019). There are various factors which could
influence the performance. Unilever use this theory to achieve the targets and gain a

competitive advantage in the industry. The Human resource department maintain a
relationship with the management to help them carry out the operations more smoothly in
the workplace.
 Strategic Contingency Theory – This is second theory in the human resource
management. There are two concepts in this particular theory which includes contingency
and strategic. There are various duties in the organisation which affects the workplace.
The human resource department manages all the duties and work responsibilities to
manage the working operations smoothly in the workplace. Unilever HR department has
experience in terms of managing the work responsibilities and their duties. Through, this
they had managed to achieve the overall growth in the market.
M2 Examining human resources theory relates to practice in a specific organisational
example
There are various human resources theories which could help the organisation and the
human resource department to develop a cordial relationship with each other. They can carry out
maximum productivity from the workplace and achieve the overall goal and objectives in the
market (Jiang, and Messersmith, 2018). On the other hand, the main focus of the human resource
manager is to manage everything in the workplace. The main job duty is that they need to recruit
various talented candidates for the best job position. They could use various technological tools
and factors to manage their duties and work responsibilities. The models which are described
above will help the company to perform their duties and work responsibilities in a systematic
manner.
D2 Evaluating human resource theory relates to practice in a specific organisational
example
Human resource management theories will enhance the working operations of the organisation.
They can achieve various targets in the market and improve the overall performance (Pius,
Alharahsheh, and Sanyang, 2022). In relation to Unilever the management can achieve their
objectives with the use of right strategies and effective planning. The human resource department
is experienced in terms of managing the work duties and responsibilities. The organisation and
the HR management has the vision in order to achieve the goals and objectives in the market.

CONCLUSION
From the above report, it has concluded that there are various new strategies and techniques
which could affect the Human resource work responsibilities and duties. On the other hand, there
will be brief discussion about analysing the human resource emerging trends which will affect
the organisation. Along with that, there will be brief discussion about various Hr objectives
which could help the organisation to achieve sustainable performance in the market. For further
instance, in this report there will be brief discussion about the aim and objectives of the strategic
workforce plan. There are various new technological factors through the human resource
manager can perform their duties in an effective manner. The HR policies are also changing and
the management asses the factors on a systematic manner.
PART 2
Covered IN PPT

REFERENCES:
Books and Journals
Pius, A., Alharahsheh, H.H. and Sanyang, S., 2022. Approaches and practices in strategic human
resources management. In Research Anthology on Human Resource Practices for the
Modern Workforce (pp. 1823-1842). IGI Global.
Jiang, K. and Messersmith, J., 2018. On the shoulders of giants: A meta-review of strategic
human resource management. The International Journal of Human Resource
Management, 29(1), pp.6-33.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Mamatova, L. and Pavliuk, V., 2020. Strategic management of human resources as the basis of
sustainable development. Public Security and Public Order, (24).
Greer, C.R., 2021. Strategic human resource management. Pearson Custom Publishing.
Boon, and et.al 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management, 29(1), pp.34-
67.
Shehadeh, H.K. and Mansour, M.H., 2019. Role of knowledge processes as a mediator variable
in relationship between strategic management of human resources and achieving
competitive advantage in banks operating in Jordan. Academy of Strategic Management
Journal, 18(1), pp.1-20.
Armstrong, M., 2021. Strategic human resource management. Kogan page.
Kataoka, and et.al 2019. Strategic Human Resource Management Simulation Considering Work
Elements, Skills, Learning and Forgetting. Procedia Manufacturing, 39, pp.1633-1640.
Kaufman, B.E., 2019. Managing the human factor. In Managing the Human Factor. Cornell
University Press.