Strategic Human Resource Management: A Review

This document provides a collection of research papers and studies related to strategic human resource management (SHRM). The papers cover various aspects of SHRM, including its application in different contexts, such as public sector performance, corporate social responsibility, and technology-enabled HRM. The document includes studies from reputable sources, offering insights into the role of SHRM in organizational learning, innovation performance, and individual well-being at work.

Strategic HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Significance of current contextual issues impact on case study.................................................1
TASK 2............................................................................................................................................3
HR policies that university could implement to overcome one employee concern and one
student concern............................................................................................................................3
How their successful implementation can helps in assisting business performances.................7
TASK 3............................................................................................................................................9
Barrier within the organisation which will face to implement new HR policies and using
appropriate literature sources with critical explanation..............................................................9
TASK 4..........................................................................................................................................10
Reflective assessment................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
In order to understand strategic human resource management, it is essential to focuses on
recruiting and hiring best people and providing them several benefits such as compensation,
benefits, training and development program. In this aspect, successful operations will be
continuous develop that assists to take several roles and responsibilities with align goals and
targets in overall consideration. HR departments practice also implement to accomplish mission,
vision, values and goals that is important part of the business. Furthermore, strategic human
resource management is practice that attract, develop and retain employees with several benefits
to ascertained desired results (McIver, Lengnick-Hall and Lengnick-Hall, 2018).
In this consideration, present study based on case study of University of Education
Excellence in UK. With this regard, over the past 12 months staff morale also develop with
confident in education standards that are fallen due to plethora government report. There are
different students and employee concerns exists that need to be consider to develop control and
redress such matters.
For gaining insight information of the present study, it covers significance of current
contextual issues that can be impact on case study. Furthermore, HR policies also consider
successfully that can be implemented to overcome employee concern and student concern which
can be outlined in case study to successfully accomplish business performances.
TASK 1
Significance of current contextual issues impact on case study
Contextual issues define as depending on the context, surrounding words, phrases and
paragraphs. It can be create impact on study of students so that it is essential to solve with
consider effective aspect of in present case study. Within the collaboration framework, there are
around 6 contextual factors identified that are important and create impact on case study. They
are as follows: Connectedness: It refers to create link between individuals, groups and organisation.
Therefore, it considers know people each other and connected with one another. There
are multiple types of connection that consider individuals groups, community and
networks. In the present case study, students are drawn together socially with
organisation and groups (Allen, Lee and Reiche, 2015). With the help of informal and
1

formal rules and resources, relationship can be successfully build. Individuals connection
between two individuals also drawn together so that social history is not related for
careers and employment. At individual level, association or sense of belonging between
different groups and organisation refer to understand principles and value of community. History of working together/customs: In this consideration, it is essential to focus on
community's past with regard to work cooperatively and competitively. With the
collaboration, communities will get success to develop working together cooperatively.
Usually, in the communities with long history so that wide solution for present case
study. Diversity of members is welcomed as a resource that increase creative solution. In
this consideration, power structure of the community also demonstrate history of working
together that share value in the community. Competitive history also might be useful to
implement educational program for potential collaborators regarding several benefits,
costs and processes. Political climate: In present case study, political climate also create impact with history
and environment surrounding power and decision making. Political climate within the
community as a whole, systems and network of people will be develop healthy
collaboration that identified and utilised in positive development of the collaboration.
Wide spread political support is more important consideration that increase sustaining
collaboration for particular policy making and emerging trends. In university,
collaboration also support and endorsement of key people with organisation in power that
are more likely to reach agreed outcomes. With the help of together power and new
system find opportunities to align themselves to shared and focus on wide range of
people in community (Allen, Lee and Reiche, 2015). Policies/ laws and regulations: In the present case study, policies, laws and regulations
also create impact to solve collaborative problems. In this consideration, means
transforming and changing policies, laws and regulations in all aspects of concept and
activities develop successfully. Hence, collaboration are more likely to gain success when
this can be placed at a particular time. Policies, laws and regulations contribute towards
the political climate that assists to directly create impact on environment. Hence, systems
and their structures develop in decision making process with open and supportive
2

collaboration that depends on sustainability development to take practices in particular
place. Resources: Within a collaboration, there are several resources refer in four kinds of
capital. As a result, it ascertained financial and human perspective that assists to
accomplish goals and objectives. Ecology can be promoted with collaboration which
discourage students in the present case study. When environment possess connectedness
at all levels, history of working together successfully develop at workplace. As a result,
supportive political climate and policies can be increases with encourage cooperativeness
to increase probability of successful collaboration. In this regard, members in university
will be contribute their participation for meeting rooms, supplies and computers.
Financial capital also involved monetary resources that assumed to be most important
consideration that includes collaboration and cooperate to seek fund in more effective
aspect.
 Catalysts: Catalyst get started collaboration to solve existing issue and problem for the
collaboration which exists and viewed in community and potential collaboration
members as a situation which needed comprehensive response. With this regard,
problems and reasons are catalyst with having skills and gifts which increase quality of
community in particular life. In addition to this, community has wide issue so that second
type of catalyst needed that is convener. This is the person who calls the initial meeting to
draw each person into dialogue with possible solution. Hence, with shared vision person
will convey for interpersonal skills and must carry role with passion and fairness. It can
be create impact on university. In this consideration, it can be stated that there are wide
issue and second type of catalyst included that assists to conduct initial meeting that can
be drawn with possible solution.
TASK 2
HR policies that university could implement to overcome one employee concern and one student
concern
HR policies in university develop to make appropriate decisions and taking actions
regarding day to day problems in the organisation. Process of developing HR policies also
involved assessment of different factors such as identify purpose and objectives that can be attain
3

within the human resource department. Human resource policies are formal rules and guidelines
that businesses can put to hire, train, assess and reward members at workplace. With the help of
these policies, misunderstanding between employees and employers can be solve with rights and
obligations in the business place. In order to focus on concern of the business, human resource
policies must be written so that having policies in written context can be successfully placed
which can be applied consistently and fairly across the university. There are several HR policies
implemented to address basic human resources issues. They are as follows: Equal employment opportunities policies: In order to work in effective manner within
university, it is essential to focus on employment opportunities. All employees in
university must provide equal treatment to develop more significant advantages. With the
help of effective consideration, all members have opportunities to consider their part to
make high growth at workplace. Furthermore, it assists to maintain significant advantages
that increases desired level of results. It increases employees loyalty at workplace that
ascertained to maintain effectiveness at workplace. Employee classifications: Furthermore, in university, there are several issues occur
because employees are not classified to perform their work in systematic manner. With
this regard, it can be stated that all members are classified to ascertained significant
advantages. On the basis of skills and capabilities, it can be stated that employees are
classified to perform several tasks and goals with their effectiveness. Furthermore, it is
also important to classified employees as per students requirements. Hence, there study
and work performances will be successfully expanded at workplace of university. Overtime compensation: Furthermore, another HR policy in university consider overtime
compensation which assists to focus on appropriate system of work at workplace. With
this regard, it can be stated that all employees need to get effective consideration for there
work and performances. In order to accomplish students learning program, it can be
stated that all members need to provide extra pay for their work. As a result, it assists to
focus on overall development activities. It also develops students efficiency and
university results that can be helps to attain more desired results at workplace. In this
aspect, it can be stated that proper working system will be manage to consider successful
HR policy at workplace.
4

 Performance improvement: Moreover, another improvement in university can be
successful applied to improve each employee performances. On the basis of effective
consideration, it can be stated that all students requirements and demand will be fulfil
with employees performance improvement. As per students needs, each employee require
take training and development program so that it would be beneficial to focus on goals
and targets which students will be develop to ascertained to maintained appropriate
working system. Employees are also improved their performances that assists to develop
more systematic work and ascertained creative results at university level (Gollan, Kalfa
and Xu, 2015). Sick days and personal leave: In addition to this, employees are also needed to get sick
days and personal leave. With the help of appropriate leaves, employees are encouraged
towards proper work and manage effective results at workplace. Furthermore, it can be
stated that employees are also required proper rest and medicated treatment so that
university need to implement this HR policy on prior basis. In addition to this, it can be
stated that sick days and personal leaves could be applied which is beneficial to focus on
benefits of all staff members (McIver, Lengnick-Hall and Lengnick-Hall, 2018). It
increases loyalty programs as well that are beneficial to attain overall performances.
These leaves assists to increase sick and personal leave program which would be
beneficial to attain overall targets and effectiveness as well. Effective management: Furthermore, in university it is essential to consider effective
management programmes. This is because, it assists to focus on students performances
and their development at workplace. With the help of proper management policy,
university can consider their work as per customer needs and requirements. It will assist
to focus on accomplishment of targets and goals as well. Therefore, targets will be
ascertained to increase students performances at workplace. It helps to manage students
work in university in appropriate manner. Effective management strategy assists to
university to develop their program and activities in creative manner. Hence, it can be
stated that proper working system will be successfully applied to focus on targets and
goals. This policy can be successfully implemented to manage appropriate work system
and ascertained more desired level of results at workplace (McIver, Lengnick-Hall and
Lengnick-Hall, 2018).
5

 Reduce delay in enrolment and general admission onto programmes: In this
consideration, it is essential to focus on general admission onto programmes. There are
several students face problem to get enrolment and general admission. As a result, it is
essential to focus on appropriate working system that ascertained to focus on goals and
objectives. With the help of proper management in enrolment and general admission, it
can be stated that efficiency will be increases successfully. Being let down by modules and programmes: Another HR policy in university also
develop with being led down by modules and programmes which ascertained to focus on
students' development. In this concern, students will able to gain more effective results at
workplace. As per effective consideration, it can be stated that module and programmes
also ascertained to attain more creative results at workplace (Bondarouk, Trullen and
Valverde, 2016). Furthermore, students have also capabilities to learn effective program
that provides by their teachers which would be beneficial to consider positive HR policy
at workplace. In addition to this, modules are also prepared that helps to attain
appropriate working system at workplace of university. As a result, systematic work with
efficient program can be successfully develop. Effective succession planning: Moreover, it can be stated that HR policy in university
effectively applied to get succession planning. Therefore, it helps to meet with systematic
work. As a result, appropriate work will be applied that assists to get success in
systematic manner. Furthermore, it can be also applied to focus on getting effective
results at workplace (Coetzer and Sitlington, 2014). As a result, it can be stated that
successful results will be implemented that need to focus on students performances.
Succession planning also develop in appropriate manner to focus on HR policy that
would be beneficial to attain significant advantages. In university, this plan can be
accomplish when employees provide successful results to attract different students. As a
result, they can easily communicate different consideration at workplace to manage plan.
 Vacation policies: Along with this, vacation policies also applied in university for
employees on special occasions and festivals. In this regard, it can be stated that
systematic results and outcomes will be develop in appropriate way which ascertained
creativity at workplace of university (Hu, Wu and Shi, 2016). Furthermore, there are
different rules and regulations can be applied that can be ascertained to focus on
6

managing appropriate work. In addition to this, it also helps to increase their working
pattern and solve overall issues of students through provide them systematic goals and
objectives.
How their successful implementation can helps in assisting business performances
In order to make successful results, it can be stated that human resource policies consider
formal rules and guidelines that businesses can put to hire, train and assess performances of
employees. In this regard, effectiveness can be generated that consider policies when organised
and disseminated in easy form and used to serve right things in appropriate manner. Obligations
are also put into business so that new small business owner focus on concern at workplace to put
off tasks of writing up human resource policy (Ali, Lei and Wei, 2018). All the university analyst
and employment lawyers advise to perform new activities in the business that ascertained
creative results for having appropriate policies. In business performances, these policies can be
systematically applied to maintain standard practices with human resource policies. Employment
contract also maintain between employee and university. Without clear written policies, the
company has its disadvantage (Oppel, Winter and Schreyögg, 2016).
In university especially time and resources are more valuable so that it drawn out policy
that can be potentially adopted at particular place from start that can helps to avoid situation.
Owners are also takes time to establish sound so that comprehensive human resource policies
will be far better equipped to get succeed over the long run business owner to take established
sound and comprehensive human resource policies. Human resource policy can be successfully
applied that are inconsistently applied or based on incomplete data that are inevitably results in
decline and assists to consider personnel management policies fairly (Jamali, El Dirani and
Harwood, 2015.). Business owners and consultant recommend to produce and maintain written
records of HR policies which came into play. There are different kinds of policies such as equal
employment opportunities policies, employee classifications, overtime compensation, meal
periods, etc. On the basis of these policies, university work to perform several functions with
increasing salary and more growth.
These policies help with templates that may be used to create first human resource policy
document that are available from many sources. There are two such resources that are contained
more information with full range of issues in university (Tang, Che and Jin, 2015). Broad
spectrum of issues can be addressed in human resource policies which depending on nature and
7

promotion policies. Along with this, for students use of company equipment, resources also
contain access to internet, personal use of tax machine, etc. All these considerations also need to
be implement for students to reduce their sexual harassment, substance abuse, etc. Flexibility and
telecommunication policies also contain to take appropriate care and educational assistance with
recreational activities.
Advantages of formal human resource policies
University also consider successful plan and procedure that assists to update appropriate
information for good personnel management policies. There are several important ways in which
success can be contribute with the best business policies (Gollan, Kalfa and Xu, 2015). HR
policies in an intelligent and consistent manner which can be benefit to the university in
following ways: Communication with employees: Well written and thoughtfully presented with human
resource policy that can be maintain to perform several business activities. In this kind of
policy, disseminating information about employees can also expect which assists to
perform several functions and operations at workplace. Work performances and
behaviour on the particular job will be established to attain overall development at
workplace. In this consideration, it can be stated that performance will be successfully
establish to attain overall targets and goals (van de Voorde and Boxall, 2014). Communication with managers and supervisors: Well written and thoughtfully
presented human resource policy also establish tone which consider by new business
person and maintain operations in appropriate manner. Within the university, it can be
stated that such policy serves to disseminating information for employees those are work
according to employer expects. Regarding work performances and behaviour, it can
develop more effectiveness. Formal policy can be applied that assists to managers and
other supervisory to faced with hiring, promotion and reward decisions those are
concerning with people to perform their work (Allen, Lee and Reiche, 2015). Time saving: Prudent and comprehensive human resource management policies in
university can save significant amount of management time that can be spent on business
activities such as new product development, marketing campaign, competitive analysis.
 Curbing litigation: Members in the university also seen that legal and business
communities agree that organisation can do cut off with legal threats that disgruntled or
8

ex-employees that is simply creating and apply fair and comprehensive set of personnel
policies (Rees and Smith, 2017).
TASK 3
Barrier within the organisation which will face to implement new HR policies and using
appropriate literature sources with critical explanation
In order to implement HR policies in university, Fratričová and Rudy, (2015) that there
are several barriers occurs that create impact on work. Obstacles presently exists that prevent
desired changes from occurring in the business. Strategy implementation also systematised
process that implement internal aspects. Every strategy in university also encounter some
measurement of resistance. Dramatic changes in strategy potentially develop anticipating and
addressing problems that are arises continuously. There are several barriers arises with
implementation of HR strategies. Before HR professional can work for implementation of
strategy, they need to ascertain obstacles that are present and prevent desired changes that can be
occur in the organisation (Wright, Guest and Paauwe, 2015). Strategy implementation in many
ways consider systematised process of removing many internal changes that are imperative and
more dramatic course more struggle exists in it. There are several barriers exists those can be
explained here:
Barriers occurs in HR policies implementation
In order to understand successful implementation of HR policies, it can be stated that
there are several major barriers occur at workplace. In this regard, following barriers occurred in
HR policy implementation:
 Inadequate assessment of the environmental and cultural factors which create impact on
strategies
 There are several failures occur to understand strategic needs in business that results to
take HR initiatives such as performance management to support performance pay (Cooke
and Saini, 2015).
 Inability also persuade with top actively participation to support initiatives.
 Failure to monitor and evaluate implementation of strategy and take appropriate remedial
action when things are not going as per plan.
 Inability also gain to understand and acceptance of employees.
9

 In order to recognise appropriate initiatives, it is essential to take new demand on the
commitment and skills which assists to develop major part in implementation.
 Failure also occurs which required to implement initiatives that available to take HR
support in essential consideration (Knies, Boselie and Vandenabeele, 2015).
In the university, it is essential to focus on management of barriers to strategy which is an
intimidating and given to make effective strategy execution. It is essential to understand strategy
and helping employees so that direction can be successfully develop that are comprehended for
particular strategy and driving as well. Forces are also established in which strategy will be
develop to focus on potential work with aiding strategy (Lengnick-Hall and Lengnick-Hall,
2018). Furthermore, employees also need to understand strategic direction itself so that
comprehend reason for this strategy also included driving force so that it is important to focus on
full potential work with strategy implementation. Changes in strategy also require mean of
modifications for people at individual level and change tends to solve issue and problem due to
disappointment and challenge. In addition to this, in the present case study it has been seen that
local efforts are streamlining with strategy that contain all employees to understand and
committing towards desired level of results. In order to accomplish business strategy, it can be
said that all off work successfully proceed with renewed urgency and dedication. Cooperation in
system of change also organised into different aspect that assists to create unique among several
designs for strategic HR. All these barriers must be solved with taking initiatives to develop
potential by anticipating and addressing problems that can be occurred in university (Paauwe and
Boon, 2018).
TASK 4
Reflective assessment
I have gained knowledge about strategic human resource management. I have analyses
that it is very much crucial for a human resource manager to appoint as well as recruit highly
talented staff, as this factor can have great effect on business performance. I have realized that
human resource manager have important role to play in driving an organization towards success.
I have gained knowledge about the techniques as well as strategies which can be adopted by
Human resource manager for increasing employee morale. I have developed understanding about
the few tricks which can be utilized for developing as well as maintaining collaborative
10

environment at workplace. I have also analysed the way different laws and regulations can help
in resolving various issues at workplace. I have realized that it is very much important for
human resource manager in an organization to implement policies on right time, as this will help
them in generating desired results. I have identified the various issues as well as challenges
which human resource manager have to face in developing as well as maintaining collaborative
environment within an enterprise. I have developed the understanding about the different policies
which can be implemented by human resources' manager for resolving the issues as well as the
reducing the concern of employees. I have realized that an effective communication as well as
implementation of clear policies is very much important in order to avoids misunderstandings as
well as conflicts at workplace. I have also analyses that different policies implemented by human
resource manager have direct as well as significant effect or influence on employees' behavior as
well as performance at workplace. I perceive that delegating the task according to the skills
possessed by an individual will assist them in improving their performance at workplace.
I think that providing training to employees can be another best technique for
encouraging workers to improve their performance and increase their participation in business
activities. In context of given case stud, as many students are facing issues in getting enrolled I
perceive that human resource manager in institution need to implement appropriate working
system. I have realised that an effective succession planning is very much crucial for managing
diverse workforce or large number of people at workplace. In addition to this, I have developed
understanding about advantages or benefits of implementing different human resource policies. I
have also gained knowledge about the various barriers or hurdles which might occur in
implementing human resource policies and I have learned the techniques to overcome them. I
have realised that the major reason for barriers in implementation of human resource policies is
ineffective planning as well as lack of resources.
My tutor have explained me about the structure of the report which I need to follow. I
have provided with the important points by tutor which I need to highlight in the report. During
the preparation of report I have been regularly guided by my tutor. After completion of my
assignment I have been asked to make few changes in the content of report.
11

CONCLUSION
From the above report, it can be concluded that strategic HRM consider important role
that assists to accomplish goals and objectives of university with implement several policies. In
this regard, effectiveness can be generated to focus on desired changes that are occurred in the
organisation. With the help of strategy implementation, it can be stated that systematised process
can be develop to make changes with internal consideration. On the basis of measurement of
resistance, it can be stated that dramatic change in strategy of course potential battle by
anticipating and addressing some problems in appropriate manner. Furthermore, it summarised
about concern of employees and students in university that create major impact on results.
In order to focus on further report, it articulated about HR policies that implement to
solve problems and issues of universities. For example, effective management, equal
opportunities, etc. All these aspects assists to develop more effective consideration in positive
aspect at workplace. At last, barriers are also explained that occurred because of different HR
policies and effectiveness that can be successfully applied in management of university.
12

REFERENCES
Books and Journals
Ali, M., Lei, S. and Wei, X.Y., 2018. The mediating role of the employee relations climate in the
relationship between strategic HRM and organizational performance in Chinese banks.
Journal of Innovation & Knowledge. 3(3). pp.115-122.
Allen, D., Lee, Y.T. and Reiche, S., 2015. Global work in the multinational enterprise: New
avenues and challenges for strategically managing human capital across borders.
Journal of Management. 41(7). pp.2032-2035.
Bondarouk, T., Trullen, J. and Valverde, M., 2016. Special Issue of International Journal of
Human Resource Management: Conceptual and empirical discoveries in successful
HRM implementation.
Coetzer, A. and Sitlington, H., 2014. What knowledge, skills and attitudes should strategic HRM
students acquire? AD elphi study. Asia Pacific Journal of Human Resources. 52(2).
pp.155-172.
Cooke, F.L. and Saini, D.S., 2015. From legalism to strategic HRM in India? Grievance
management in transition. Asia Pacific Journal of Management. 32(3). pp.619-643.
Fratričová, J. and Rudy, J., 2015. Get Strategic Human Resource Management Really Strategic:
Strategic HRM in Practice. International Journal of Management Cases, 17(4).
Gollan, P.J., Kalfa, S. and Xu, Y., 2015. Strategic HRM and devolving HR to the line: Cochlear
during the shift to lean manufacturing. Asia Pacific Journal of Human Resources. 53(2).
pp.144-162.
Hu, H., Wu, J. and Shi, J., 2016. Strategic HRM and organisational learning in the Chinese
private sector during second-pioneering. The International Journal of Human Resource
Management. 27(16). pp.1813-1832.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management
roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business
Ethics: A European Review. 24(2). pp.125-143.
Knies, E., Boselie, P. and Vandenabeele, W., 2015. Special issue of International Journal of
Human Resource Management: Strategic human resource management and public
sector performance.
13

Lengnick-Hall, M.L. and Lengnick-Hall, C.A., 2018. Strategic management approach to
technology-enabled HRM. In e-HRM (pp. 45-61). Routledge.
McIver, D., Lengnick-Hall, M.L. and Lengnick-Hall, C.A., 2018. A strategic approach to
workforce analytics: Integrating science and agility. Business Horizons. 61(3). pp.397-
407.
Oppel, E.M., Winter, V. and Schreyögg, J., 2016. Examining the relationship between strategic
HRM and hospital employees’ work attitudes: an analysis across occupational groups in
public and private hospitals. The International Journal of Human Resource
Management. pp.1-21.
Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical review. In Human Resource
Management (pp. 49-73). Routledge.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Tang, G., Chen, Y. and Jin, J., 2015. Entrepreneurial orientation and innovation performance:
Roles of strategic HRM and technical turbulence. Asia Pacific Journal of Human
Resources. 53(2). pp.163-184.
van de Voorde, K. and Boxall, P., 2014. Individual well-being and performance at work in the
wider context of strategic HRM. In Well-being and Performance at Work (pp. 103-119).
Psychology Press.
Wright, P.M., Guest, D. and Paauwe, J., 2015. Off the mark: Response to Kaufman's evolution of
strategic HRM. Human Resource Management. 54(3). pp.409-415.
14