Role of Strategic HRM and Balanced Scorecard in Organizational Performance

Strategic Human
resource management

Table of Contents
INTRODUCTION...........................................................................................................................1
Main Body.......................................................................................................................................1
MAIN BODY...................................................................................................................................1
Analyse the role of strategic HRM including the use of a balanced scorecard as part of a
strategic framework................................................................................................................1
Analyse how HRM strategies relate to broader management strategies and organisational
capability and performance....................................................................................................4
CONCLUSION................................................................................................................................6
References:.......................................................................................................................................7

INTRODUCTION
The people of the organisation are the most valuable assets of any enterprise because they
contribute in achieving the goals and objectives of the company either individually or
collectively. With the rapid evolution in the framework of the business world managing human
resource has become complicated task for the organisation (Collins, 2021). Therefore, the new
approach of strategic human resource management is put into the use within the several
organisation. The strategic human resource management is the future- based process for the
processing and implementing the HR programs that are capable of identifying and solving the
business related problems and also through the exceptional strategies they are capable in
contributing to the long term goals of the company. The strategic planning has become the key
responsibility and the function of the HR professionals of the organisation as this helps in
strategic decision making. The present report is based on the “Unilever”- a British multinational
consumer goods organisation that is situated at the London, UK. Unilever is stated as the largest
producer of the soap all across the world and has other merchandise like coffee, food,
condiments, minerals and supplements, beauty products etc. The present report will outline role
of strategic HRM and include the use of balance scorecard
Main Body
MAIN BODY
Analyse the role of strategic HRM including the use of a balanced scorecard as part of a strategic
framework
The term strategic human resource management is the linkage of the company’s human
resources and the strategies. The aim of implanting the strategic human resource management
within an organisation is to advance the flexibility innovation in order to gain competitive
advantage (Greer, 2021). The strategic human resource management is highly useful for the
organisations in developing an organisational culture that fits with the vision and mission of the
organisation. Thus, it is useful in overall improvement of the business performance. Basically,
the concept of strategic human resource management circulates around the enhancement and
implementation of the HR practices which are supportive and useful to eliminate the barriers in
the path of progress in order to attain the strategic objectives of the company. In relation of the
Unilever the strategic human resource management focuses on developing the proficiency of the
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