Strategic HRM Applications | Report
14 Pages3760 Words44 Views
Added on 2020-02-05
Strategic HRM Applications | Report
Added on 2020-02-05
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HUMAN RESOURCEMANAGEMENT
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................4ACTIVITY 1....................................................................................................................................4a. Define strategic human resource management........................................................................4b. Importance of human resource management..........................................................................5c. Analysis of framework of strategic human resource management ........................................6d. Analyse the strategic human resources process......................................................................7e. Assess the roles in strategic human resource management.....................................................8f. Analysing development and implementation of human resource strategies..........................10ACTIVITY 2..................................................................................................................................11Covered in PPT.........................................................................................................................11ACTIVITY 3..................................................................................................................................11a. Identifying range of various HR strategies............................................................................11b. Assessment of HR strategies and their application in an organisation.................................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................13
INTRODUCTIONHuman resources are valuable assets for corporate bodies. They are responsible to plan,organise and execute various strategies in favour of their respective organisation. Managers andemployees work collectively to accomplish goals and objectives of business entity. HRM playscrucial role in managing activities of human resources and utilise their efficiency to the fullest. Italso maintains ethical polices and behaviour within and outside premises of organisation.Strategic HRM is a part of this wider concept that reflects practice of attracting, developing,rewarding and retaining skilled employees for the benefit of both human resources andcorporations (Mello, 2014). Fusion Food is a small yet rapidly growing restaurant located inNorthern London. It is a fast food restaurant that provides Italian, Mexican and British cuisine tocustomers. The present reports elucidate usage of Strategic HRM applications in concernedbusiness entity to make optimum utilisation of its workforce.ACTIVITY 1a. Define strategic human resource managementIn present day, strategy is a frequently used key word that focuses on plans prepared toattain targets. These are considered as long term decisions taken by top executives and middlelevel management of the company. So, it can be concluded that strategies are unified, integratedand comprehensive plan which provide guidelines to human resources about how to handlechallenges. Strategic HRM is an approach that combines functions of HR with strategicorganisational objectives to develop performance of entity. It is considered as pattern ofscheduled HR tasks and deploying employees to perform their roles and responsibilities inplanned manner (Armstrong and Taylor, 2014). The concept can be better understood byanalyzing its purpose and importance in concerned business enterprise:It provides detailed analysis of external environment existing for an organisation, it helpsto identify threats and opportunities monitored addressed in the market.SHRM avails a framework that helps to minimize effect of adverse conditions and createscoordination among different activities.In addition, it focuses on allowing usage of few resources and devoting less time tocorrect erroneous decisions.
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