Human Resource Management Practices and Outcomes

This assignment requires students to analyze the role of human resource management in achieving organizational objectives. It involves a critical review of various HRM practices, including employee engagement, talent management, and performance management. The student is also expected to discuss how these practices can be monitored and evaluated for effectiveness. The assignment aims to provide a comprehensive understanding of HRM and its significance in organizational success.

Strategic HRM

Table of Contents
INTRODUCTION................................................................................................................................2
TASK 1.................................................................................................................................................3
P1 Key current trends and developments that influence an organisation’s HR strategy............3
P2 Analyse both external and internal factors influence HR strategy and practice....................4
TASK 2.................................................................................................................................................6
P3 Relevant theories and concepts relating to the growth and development of strategic HRM to
specific organisational examples..........................................................................................................6
TASK 3.................................................................................................................................................7
P4 How appropriate change management models support HR strategy in application to relevant
organisational examples..............................................................................................................7
TASK 4.................................................................................................................................................8
P5 How HR outcomes can be monitored and measured and apply this to a specific organisational
situation.......................................................................................................................................8
P6 How effective HR management and development can support sustainable performance and
growth to meet organisational objectives....................................................................................9
CONCLUSION..................................................................................................................................10
REFERENCES...................................................................................................................................11

INTRODUCTION
Human resource practices are the practices followed by each and every organisation in order
to achieve effective working and functioning of operations performed in an organisation. HR
practices help an organisation in improving their work culture so that their employees can give their
best in favour of organisation. This help employees in increasing their job satisfaction, and
customers by improving their satisfaction level with services provided by organisation. For this
report TNT has been chosen, which is an Australian business to business company and provide
express delivery service (Albrecht, 2015). It was established in 1946 by a single truck, which is now
serving customers from around 200 countries. In this report, a discussion will take place on theories
and concepts of HR along with new trends and that have affected the HR strategies. Also theories
and concept that have lead to growth and development of HR strategies get discussed. It will also
help in learning that how change models help HR strategies. It also describe that how outcomes of
HR practices can be measured and also describe that how effective HR practices help in achieving
organisation goal.
TASK 1
P1 Key current trends and developments that influence an organisation’s HR strategy
HR strategies are the strategies used by an organisation for achieving their aims and
objectives effectively. In this they use to make effective work environment by making a force that is
extra ordinary in their working capacity. TNT is one of the biggest organisations of world that are
providing business to business services of express delivery. They were founded in 1946 and have
used HR practices in very efficient manner that help them in proving their services through all
around the world. They have changed their strategies related to HR according to need of time and
trend, this help them in developing their business very efficiently. Some of the trends that have
power to change the HR strategies of an organisation are as follow :-
Impact of globalisation: Globalisation is a huge factor that have changed the style of
working of an organisation. It has played a vital role in business of modern era, TNT is a huge
organisation of business to business sector ( Armstrong, 2014). They have their business at global
level, therefore they also have to make changes in their strategies in order to achieve the
globalisation successfully. Globalisation has increases the demand of products and services that
fulfil the requirements of customers, this lead to increase in demand of quality employees. This
make the HR of TNT to make change in their strategies so that they can meet the requirements of
man power effectively. In this regard, the critique is that globalisation has also created pressure

upon the organisation to meet the needs and requirements of people prevailing in different parts of
the globe.
Workforce diversity : In modern business, it is very much essential for an organisation to
make their man power which have different natured persons, this help them in increasing their
innovation power, and lead them in inventing products that are very innovative. TNT provide their
services in delivery sector, they also need employees that can provide them effective methods, that
make their services more effective. For making the work force of various skill sets, it is very
important for HR to make strategies which help them in doing the task easily (Bailey, 2018). This
may lead HR of TNT to make changes in their strategies designed earlier regarding to their
workforce. Although diversity has its own benefits, it is also seen that workforce diversities lead to
emergence of clashes and conflicts within the employees. This creates complexities within the
organisational premises and lead to delay in execution of tasks.
Changing skills requirements : Man force with different skills are very important for an
organisation, as this help them in making their products different to other. TNT can hire persons that
have unique skills, this help them in collecting a man force which have variety of mind and skills.
This will help them in making some effective changes in their different functionality. HR in such
conditions have to make changes in their strategies, so that they are able to hire employees
according to the skills that they are find for TNT. At times, changes arise within the business
environment that results in generation of complex corporate situations. This tends to create
situations where employees need to adapt their skills and competencies as per such situations.
Continuous improvement in productivity : For being current in market, and for running
with flow of competition, an organisation always have to make continuous changes in their
productivity. This help them in making new and innovative products with efficiency. TNT also have
to make changes in their delivery process, so that they can meet their goals and aims efficiently
(Brewster, 2017). Here, HR of TNT have to make changes in their strategies of delivery, so that the
employees can adopt that change. This also help them in gaining competitive advantages along with
benefits, that will lead to achieve their aims and objectives. Although the changes are introduced to
the inculcate positive transformation within the organisation, it is often seen that introduction of
changes lead to complexities and clashes in the entity.
P2 Analyse both external and internal factors influence HR strategy and practice.
HR strategies and practices are used by an organisation to make a systematic working at
their work place. These strategies are designed according to the future aims and objectives of that
organisation, so that they can work to achieve them in efficient manner. TNT is a huge organisation
of Australia, which provides services in business to business sector around all over the world. They

also many strategies of HR for their future purpose, but there are several factors that can affect
them. These factors may be internal or external, some of these factors are as follow:-
Internal factors
These are the factors that arises in business place, and can affect the strategies made by HR
of TNT. These can be controlled by mutual understandings in organisation. Some of these factors
are :-
Work place Productivity : Productivity is the biggest internal factor that can affect the
strategies designed by HR of TNT. In case when, their teams are not able to meet the productivity
goals in a specific time period, then HR have to make changes in their strategies so that they can
meet the goals.
Skill Level : Skill level are important factor for an organisation. If TNT has a force with
skills that are not enough for achieving their goals, them HR of TNT have to make change in
strategies, so that they can hire employees according to needed skill level.
External factors
These factors are those, that do not come in business environment but then also have power
to affect the strategies made by HR. Some of these factors are as follow :-
Government Policies : These are the factors that are not in control of company. TNT is an
Australian company, and provide service in all around the world (Brewster, 2016). Change in
polices of any country can insist their HR to make changes in HR strategies according to new
policies.
Technical Advancement : Technical advancement is an another factor that can affect the
older strategies of HR in TNT. Change in technology can force HR of TNT to make strategies that
can meet requirements of new technologies.
There are three types of sector in the world, which use to provide products and services for
customers. These are Private, Public, and Third sector. All of these need HR practices in their
organisation, but all of them also have to face some issue related to HR, so of them are :-
Recruitment : Recruitment is one the basic problem that they all have to face. This is a major
challenge for them to hire employees which are suitable to their requirements.
Retention : After recruitment of skilful employees, it is not easy for them make them retained.
Simply it is very cost effective for them to keep older employees retained, but it is not easy process
( Collings, 2018). As employee always look to switch company.
Discipline : It is very important for HR to maintain discipline in their workplace, so that they can

achieve their goals effectively. But most of the HR's and their organisations have to face the
problem related to discipline.
TASK 2
P3 Relevant theories and concepts relating to the growth and development of strategic HRM to
specific organisational examples.
There are ample number of theories and concepts that organisations use for developing and
growing their strategic HRM. TNT is a huge business to business organisation of world, they use to
provide service in delivery section. The theories that they can opt are as follow :-
The 540 performance appraisal : 540 degree performance appraisal is a process of
appreciation, where an employee get review according to their work performed. These reviews can
be given by superiors, subordinates, peers and self assessment also. In this customer also use to give
reviews to the performance of an individual. This help organisation to judge the performance of
their employees (Cooke, 2014). For example, TNT use to provide service in delivery sector, the
individual get review by customers and other entities according to the performance made by them.
This will help TNT in judging their employees and give rewards according to reviews. This also
help in developing their strategies of HRM for those employees, which are not able to get good
reviews. This all will TNT in developing their strategic HRM practices. However, such concepts
may also lead to emergence of insecurity and jealousy among those employees who do not get
rewarded as a part of this process.
Performance management : Performance management is a theory used by organisation to
check and monitor the performance of employees. This also help to check that the aim of
organisation being meeting constantly or not. Organisations like TNT have to use this theory in their
functionality, so that they can achieve their aims and objective easily. For example, TNT is a huge
organisation, they use to perform ample number of task in their organisation. It is very essential for
them to monitor the tasks and check that they are going in proper manner or not (Performance
management, 2018). This will help them in identifying the live status of their tasks, and also help in
making future strategies of HRM so that they can achieve the aims and objectives. This help TNT in
growing their strategic HRM in efficient manner. When performance of outstanding employees is
rewarded and recognised in front of people, there are also some individuals whose performance is
not upto the mark and they feel discouraged by such performance appraisals.
E-recruitment : It is is also known as online recruitment. This helps an organisation in
hiring capable candidates using online sources. This is very much common method in modern

business for recruiting employees for vacant jobs (Hollenbeck, 2015). For example, TNT use to
provide their services from all over the world. And they want to hire employees for different part of
world, where do not have their recruitment team, then this concept of hiring employees can be
proved as very much effective for them. They can hire employees from any part of world. This can
help them in saving their cost and further assist in making their strategic HRM stronger. This
technique is found to be effective yet it is determined as being expensive.
TASK 3
P4 How appropriate change management models support HR strategy in application to relevant
organisational examples.
There are several change models that are used by organisations for identifying the properties
of changes that they are going to implement in their organisation. These models help organisations
in knowing the positive and negative impacts of change over that organisation. Some of the change
model that can be used by TNT are :-
Lewin's three step change model
This model is chosen by TNT as it consists of systematic set of steps that ensures the
introduction of change, a stage of refreeze and then the initiation of work within the organisational
premises just like earlier times. However, there is a risk that this model may not be successful in
introducing the proposed change in the desired manner. Kurt Lewin has developed this change
model which has following steps :-
Unfreeze : This is the first step of this change model. In this TNT have to introduce the
concept of change in their organisation (Jackson, 2014). In this step, they also have to prepare their
organisation, that the change is required for their future benefits.
Change : This is the stage which come after the uncertainty of unfreeze. In this people of
TNT start solving their uncertainty and also start find new ways of working. They start working and
behaving in support of change towards new direction.
Refreeze : This is the last stage of this model, where TNT can apply the change in their
organisation. This is the level where, company refreeze the situation when the organisation is taking
shape with change.
Kotter’s 8-Step Change model
This model was introduced by John Kotter in 1995. This model have 8 steps which describe
the change and how an organisation can implement the change. This change model has been chosen

by TNT as this helps to generate a sense of bring change within the organisation and then step by
step developing a culture where employees foster such change and contributes towards its effective
execution. However, if the employee resistance is too much it may act as a hindrance in effective
application of this model. Following are the steps of this model :-
Create Urgency : This is the first step of model where it is determined that the change is
necessary or not and also the whole organisation need it or not (Kramar, 2014). TNT can create a
sense of urgency in organisation for change.
Form a powerful coalition : This is the step where, TNT have to make sure to every one in
organisation that the change is very much needed.
Create vision for change : When it come to think about change, many ideas come in mind.
Therefore, TNT have to make a clear aim for the change.
Communicate the vision : After finalising the aims and objectives. It is required for TNT to
communicate the vision with every one.
Remove obstacles : It is very important step of this model, as for attaining an effective
change it is needed for TNT to remove the obstacles from change idea.
Create short term wins : For achieving a big goal, it I very important for TNT to make small
targets and achieve them.
Build on the change : It is very important for TNT that not to start celebration to early
(Paillé, 2014). As quick wins just are the starting of achieving the long term goal of change.
Anchor the change to corporate sector : It is the last stage of this model which says that, as
to make the change permanent, it is necessary for TNT to make that change a part of their daily
work.
TASK 4
P5 How HR outcomes can be monitored and measured and apply this to a specific organisational
situation.
There are different techniques and approaches that are used by organisations for monitoring
the outcomes of HR practices. Some of these are :-
The best fit approach: This is a approach used by many organisations for monitoring the
outcomes of HR practices and strategies. This help organisations in tracking the live status of
operations performed in organisation and make their future strategies according to it only. This

approach says that HR have to adopt appropriate and right practices, which are required at a specific
time. For example: if TNT suffers from any kind of crisis, HR makes strategies that can help them
in recovering, rather making strategies like training and development sessions for employees.
However for this financial resources are required which is not available with the organisation. This
tends to critique upon the suitability of this approach.
Resource based view: This approach is used by organisations for deciding the best resources
that can be used by them for solving some specific problem or can help in attaining some special
task. This approach says that, it is a managerial framework which help organisations in determining
the strategic resources that can help them in gaining competitive advantages ( Storey, 2014). For
example, TNT is facing problem related to behaviour of employees, then they have to determine
some resources that can help them in solving this problem. For this, training and development
sessions are one of the best solutions, which can help them in making quality force that will lead
them in gaining competitive advantages.
P6 How effective HR management and development can support sustainable performance and
growth to meet organisational objectives.
HR management and development can use different approaches that can help them in
supporting sustainable performances and also help in attaining objectives of organisation. Such
approaches are :-
Key performance indicator (KPI)
The Key performance indicator is a model that is used by organisations doe measuring and
determining the performance of a specific process or task ( Taylor, 2015). Key performance
indicator have different characteristics, which are as follow :-
Concrete : The Key performance indicator for an organisation must be a tangible unit and it
must have a specific goal.
Measurable : KPI must be measurable, otherwise it is not KPI.
Reachable : Define the KPI in a realistic manner, so that it will be easy for achieve them.
Relevant : This step says that, only monitor the relevant elements, do not waste time on
those which do not have any role in organisation.
10-C model of HRM
This is a model which is very essential for an organisation like TNT. It is collection of 10C's
due to which, it is known as 10-C model of HRM ( Tyson, 2014). Beneath are the C's of this

model :-
Comprehensiveness : This includes all of the aspects related to people management.
Credibility : Staff use to trust the top management and their strategies.
Communication : Create open culture in organisation.
Cost Effectiveness : Must have fair reward and promotional system.
Creativity : Create unique strategies for gaining competitive advantages.
Coherence : A meaningful whole is needed by HRM activities and initiatives.
Competence : Make strategies that are crafted in a manner that help in achieving goals.
Change : For long term survival, continuous improvement and development is needed.
Commitment : Employees must have to be motivated for achieving organisational objectives
(Wright, 2014).
HR Development Techniques
There are a number of techniques that are used by the respective organisation to develop the
human resources prevailing within an entity. Such techniques used by TNT are given below:- Performance appraisals are given by the company in order to motivate the employees in an
effective manner so that they put their best efforts in achievement of goals and objectives of
entity in a desirable manner. Feedbacks are taken by superiors from subordinates regarding their views and opinions as
well as in relation to the queries being faced by them at present.
 Performance Counselling and Coaching is given to workforce so that the employees can
feel empowered and deliver the best possible outputs as per their skills, potential and
competencies. This would ultimately imply accomplishment of organisational goals and
objectives in an effective manner.
CONCLUSION
Form the above report, it is concluded that, HR practices are very much essential for an
organisation for making collaboration between different elements in order to achieve future goals
and objectives. TNT is one of the biggest organisations in the world, which was developed in 1946
in Australia. HR strategies of TNT can be influenced by the trends and developments that took place
in marketing environment like, globalisation, workforce diversity. There are several internal and
external factors also that affect the strategies of HR. TNT can use 540 performance appraisals and
e-recruitment policies that will help them in developing their strategic HRM. They also can use

some change models, so that they can the changes efficiently. This repost also help in learning that
how HR outcomes can be monitored, along with how effective HR practice helps in achieving
objectives.
REFERENCES
Books and Journals
Albrecht, S. L. and et. al., 2015. Employee engagement, human resource management practices and
competitive advantage: An integrated approach. Journal of Organizational Effectiveness:
People and Performance. 2(1). pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Cooke, F. L., Saini, D. S. and Wang, J., 2014. Talent management in China and India: A comparison
of management perceptions and human resource practices. Journal of World Business.
49(2). pp.225-235.
Hollenbeck, J. R. and Jamieson, B. B., 2015. Human capital, social capital, and social network
analysis: Implications for strategic human resource management. Academy of management
perspectives. 29(3). pp.370-385.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Paillé, P. and et. al., 2014. The impact of human resource management on environmental
performance: An employee-level study. Journal of Business Ethics. 121(3). pp.451-466.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A strategic
human resource management perspective. Routledge.
Tyson, S., 2014. Essentials of human resource management. Routledge.
Wright, P. M., Coff, R. and Moliterno, T. P., 2014. Strategic human capital: Crossing the great
divide. Journal of Management. 40(2). pp.353-370.
Online
Performance management. 2018 [Online]. Available through

<https://www.thebalancecareers.com/performance-management-1918226>/.