Strategic HRM: Current Trends and Development Influencing HR Strategy

STRATECIC HRM

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1..................................................................................................................................................3
P1- Current trends and development influencing HRStrategy....................................................3
P2 External and internal factors influencing HR strategies ........................................................5
M1- Influence of external and contextual development..............................................................6
LO2..................................................................................................................................................6
P3 Relevant theories of HRM......................................................................................................6
M2- HRM theory relating to practice in organsation...................................................................7
LO3..................................................................................................................................................7
P4-Appropriate change management model ...............................................................................7
LO4................................................................................................................................................10
P5-HR outcomes can be monitored and measured....................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is defined as managing the human resources associated
with the organisation. This report is based on the case study of the Marks and Spencer Company
in respect to managing its human resources. The organisation was established in the year 1884 by
the founders Michael Marks and Thomas Spencer. Company is associated with the retail sector
and engaged selling in high quality clothing, food products and home product. Headquarter of
the company is located in London, United Kingdom. In this project management of human
resources related to the Marks and Spencer Company will be discussed. Henceforth, report will
emphasis on how current trends would influence the organisation performance. This report will
also project how external and internal factors influence the HR strategy and practice. Theories
associated with the growth and development of strategic human resource management will be
discussed in this project. Furthermore, this project will also emphasis over change management
model influence the HR strategy. This project would also highlight the ways to monitor and
measure the HR outcomes based on the specific situational context. How effective HR
management and development can support the sustainable performance to meet the objectives of
organisation.

MAIN BODY
LO1
P1- Current trends and development influencing HRStrategy
There are various current development and trends that have influencef HR strategy at
Marks and spencer which relates to its growth and development. It includes use of various
technology to support effective functioning of people in company by facilitating smooth flow of
communication at all level of organisational hierarchy. Company plans to uses artificila
intellingence where it human resource is of no exception. HR in Marks and spencer is focusing
on incorporating more tools of AI into everyday business operation for better efficiency of
human resource and there workflow. By implementing techologies such as AI company is trying
to embrace its effectiveness of talent acquisition which helps in significant reduction in hiring of
emmployees, and assessing measurable improvements for increasing better experience of its
candidates where they can verify experience education of candidate listed on its resume, can
assist in helping behaviour that indicates its employees are not satisfed and are in way to leave
the organsition , managing employees performance, accounting and answering to various
question of Human reource (Joshi, Sunny, Vashisht, 2017). This current trend influence HR
strategy as it customises suggestions for professional development option, various carees paths
for its employees and variou others , it an also help HR at Marks and spencer detect behaviour of
employees that indicates corruptions , time lapse or theft by employees or any misconduct by
them.
It also includes trends such as organising virtual team building as because of
globalisation which has acccount to diversity of employees who are located in different regions,
countries al across the gobe where it cannnot be reied upon traditional methods of team building
where it has influenced HR strategies where by HR professionals at Marks & Spencer get to be
creative, by offering virtual team building ideas which saves lots of efforts and ensures digital
presence of company which has resulted in automation of task such as payroll, record
management, employees evaluation, recruiting and onboarding where by effective
implementation of HR software at Marks and Spencer it makes it easy to track, manages and
resolve incident and workplace conflicts and accounts to quick response to any misconduct,
updating with further trends amd managing risk which are highly uncertain in path of business
operation (Pius, Alharahsheh, Sanyang, 2020).