Strategic Human Resources

This essay discusses the importance of strategic human resource management (HRM) in enhancing flexibility, innovation, and competitive edge. It explores the role of strategic HRM in the context of Prestige Nursing + care, a UK-based company. The essay also analyzes how HRM strategies relate to broader management strategies and organizational capability and performance.

Strategic human resources

Contents
INTRODUCTION...........................................................................................................................1
Analyse the context and role of strategic HRM including the use of a balanced score card as
part of a strategic framework.......................................................................................................1
Analyse how HRM strategies relate to broader management strategies and organisational
capability and performance..........................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Strategic human resource management is considered as the connection among firm’s human
resource as well as their tactics, objectives and targets. The key intent of this is to upgrade
flexibility, innovation and competitive edge. Moreover, it incorporates future oriented
procedures of formulating as well as executing human resource programmes which address and
resolves issues of business (Ahammad, Glaister and Gomes, 2020). It directly contributes
towards main long term organisational goals. For this essay, the undertaken company is Prestige
Nursing + care, this facilitates a board range of home and nursing care services which is tailored
for meeting the requirements of older individuals, infirm or disabled adults. It is located in Duke
street, United Kingdom. The aim of this essay is to create awareness of strategic human resource
policies importance in developing higher performance results. This essay includes the role and
context of strategic HRM incorporating the utilisation of balance scorecard. Moreover, the
analysis of how human resource strategies related to wider management tactics as well as firm’s
ability and performance are also discussed in this essay.
Analyse the context and role of strategic HRM including the use of a balanced score card as part
of a strategic framework.
Strategic human resource management is defined as the procedures of linking functions of
human resources with strategic objectives of firms to improve performance. Moreover, this is
undertaken as the management function that entails formulation of guidelines, activities and
norms regarding to human resource, which are then aligned with tactics of business so as to
attain strategic goals of firm. The key intent of SHRM is that entity should adjust its human
resources strategy into periphery of whole business goals thus assuring that practices of HR are
into tune with strategic goals of firm (Alomari, 2020). On other hand, human resource
management is defined as the procedures to maintain HR, into a systemised manner.
Furthermore, this is an activity that devised for maximising staff performance that is to develop
them more effective and productive.
Difference between HRM and SHRM
The HRM process is reactive in nature while, SHRM is a proactive management functions.
Moreover, HRM emphasises upon staff relationship, assuring staff motivation as well as also
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entity conforms to essential employment laws where as SHRM concentrates upon partnership
with internal and external constituent groups.
At current times, firm are seeking to increase its effectiveness as well as productivity so
that it can stay ahead of competition as well as obtain higher profitability. For instance this is
essential for entity like Prestige Nursing + care to focus towards the much vital resources that is
human resources. As this is crucial for them to assure that it has a competent, effective and
organised personnel who are competent of assisting firm accomplish its goals.
Along with this, key concept of human resource management is that, it is a strategic
approach to the effectual individual’s management within firm such that it can aids their business
and obtains competitive edge. Also, this is developed for enhancing staff performance into
services of employer’s strategic goals. The scope of HRM is very huge as it includes three
aspects such as Personnel aspect; it is mainly related with workforce planning, hiring, selection,
transfer, training & development and many others. The other one is Welfare aspects, this
basically concern about work situations as well as amenities like rest and lunch rooms, canteens,
medical facilities, health & safety and so on. At last is Industrial relations aspect; this
undertakes relationship of union management, collective bargaining, grievances, conflicts
settlement and many more.
The key roles of human resource management into modern business like Prestige Nursing
+ care are staffing, formulation of workplace policies, retention, dealing with regulations
affecting employment and many others. Balance score card is considered as a strategic
management performance metric which is utilised for determining as well as developing several
internal actions of business and its resulting external outcomes (Bui, 2020). Moreover, this is
basically utilised for measuring as well as providing feedbacks to firms. Balance scorecards for
HR have various common things along with business level balance score cards. Such as both has
goals, initiatives, items, utilise strategic maps etc. Also, both have 4 perspectives like consumers,
financial, internal and learning & growth. Additionally, they utilised for describing strategy as
well as implement it successfully.
With modern business such as Prestige Nursing + care, human resource management and
balance score card plays crucial role. As balance scorecards incorporates four perspectives. The
initial one is Customer perspectives, they are the one who make payments therefore, this is
important for Prestige Nursing + care HR to keep them satisfied so that they come back again
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and again as well as bring new clients through their word to word advertisement. In Prestige
Nursing + care, HR mainly has two sets of consumers which required to be presented into
scorecard that are business partners & units and staff of firms. It is essential to both customer
group enables human resource department to effectively support desires and requirement across
firm (Collins, 2020). As a HR of modern business such as Prestige Nursing + care, this is
essential to listen about situation as well as feedbacks from both consumers, balance score card
framework make them understand that their department is slow at fulfilling key job or which
they have to concentrates more upon culture. So, this is crucial to be describe the advantages of
their
The other is Financial perspective, firms likely interested to reduce or manage human
resource cost, which states cost minimisation or management have to be a part of its financial
perspectives. But there are also entity- board advantages of investing into HR. respective
perspective might be side by side with its consumer perspectives that may aids to explain how
their expenditures link for meeting requirement of consumers (Crawshaw, Budhwar and Davis,
2020). Such as In Prestige Nursing + care, role of human resource management is to quickly hire
staff that may enhance department’s productivity as well as manage cost of labour and benefits
could minimise turnover. So, this is crucial to describe their activities as well as it direct relate
toward monetary contribution that HR make to firm as overall.
Internal perspective, into to several ways, this is much closely related to human resource.
Identifying particular as well as measureable goals for it may be somehow trickier, since they
tend to include aspects such as turnover rate, performance & ratings of manager, whole staff
satisfaction or data of workers retention (Gupta, 2020). The role of Prestige Nursing + care hr is
to track channels of recruitment as well as relate it towards success of workers. This might
incorporates referrals, online applications and others. Learning & growth perspective, human
resource department is often get tripping up on learning as well as growth perspective as into
framework it foster development and getting knowledge for whole firm, so it think to emphasis
learning and growth for overall entity into its balance score cards. But within human resource
department of Prestige Nursing + care balance score have to use how team members of human
resource learn and develop, as well as set of competencies it needed.
Hence, within modern business there are various concepts of human resource management
like it has wider aspects such as personnel aspects, welfare aspects and industrialisation relations
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aspects. Along with this, they plays various vital role such as staffing, formulation of workplace
policies, retention, dealing with regulations affecting employment and many others (Kaufman,
2020). All these roles are related with balance score as they assists Prestige Nursing + care
human resource to utilised for measuring as well as providing feedbacks to firms.
Analyse how HRM strategies relate to broader management strategies and organisational
capability and performance
Human resource management strategies are defined as the plan which drives towards
executing various activities into HR department of entity. Mainly, these tactics are directed
through whole strategies of enterprises as well as serve to assists them for attaining longer term
objectives via their employees (Knezović, Bušatlić and Riđić, 2020). Additionally these
strategies may be categorised into four main areas such as talent, leadership, and planning and
performance culture. All these are related with some management strategies that are performed
into company like Prestige Nursing + care.
Management strategies are considered as a series of techniques in order to control as well as
direct a business for attaining set of pre defined objectives. Moreover, it incorporates tactics for
goal- setting, leadership, business administration as well as operative practices. Along with this,
it exits as into longer run, firm like Prestige Nursing + care may only accomplish higher
performance in case it has a clear strategy into workplace as well as is anchored across the firm.
Organisational capabilities are the collective competencies, proficiency and expertise of entity.
Also, the results of investment into training, communication, staffing and other human resource
field. It also states ways that individuals and resources are brought together or accomplishing
task.
As within Prestige Nursing + care, the management strategies are divided into four basic
areas such as talent, leadership, and planning and performance culture. Talent, this states firm’s
human capital as well as is vital for success of those businesses. Moreover, this is a crucial asset
which the enterprises have strived for maintaining. This is related with HR department of
Prestige Nursing + care have to forecasts their staffing business requirements into future through
hiring and keeping competent talent into entity. So, this aids in enhancing their organisational
capability and performance.
Leadership of firm, Leadership is considered as the most crucial strategies. By it business
success or fails into their endeavours. Moreover, HRM section plays vital role as this is tasked
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with identifying effective executive for steering enterprises into appropriate decisions (Kundu,
Mor and Gahlawat, 2020). This is linked with Prestige Nursing + care management strategies
which may boost growth into opting appropriate executive will usually determine it simply for
convincing board of their recruit’s future period an executive is needed. For performing this
effectually, their HR managers required to be active into advisory ability when involving with
other leaders so as to facilitate its input effectively.
Human resource planning, the human resource management plays an essential role in
assisting business to plan for upcoming times. Undertaking staff such as through performing the
continuous surveys of workers for determining satisfaction of staff. This is related with
management strategies like developing an objective and others. As through this, Prestige Nursing
+ care HRM department may provide vital insights to leaders of business upon what
requirements to be performed into future for contributing to happier work area. These will
outcomes in enhancing organisational productivity and performance.
Performance metrics and Corporate culture, firm with effective performance metrics with
higher potential for growth. Human resource department plays a role into it as well. By
formulating performance metrics in well defined way, continuous evaluation of performance and
schemes to reward staff for higher performance as well as creativity into attaining its activities
(Shaheen and Almohtaseb, 2020). Along with this, they are related with management strategies
of Prestige Nursing + care as their HRM department will develop higher performance culture in
which staff interests are aligned with that business as well as it are encourage for performing its
best. Staff who feel appreciated through its firms as well as receive recognition for its attainment
into work areas. So, this is helpful in maximising organisational productivity and performance in
effective and efficient way.
Therefore, whole these are helpful as well as related with management strategies. It will
outcomes into various benefits which maximises the organisational capability and performance
in well defined manner.
CONCLUSION
As per the above essay, this has been concluded that strategic human resource management
is essential as it incorporates future oriented procedures of formulating as well as executing
human resource programmes which address and resolves issues of business. Moreover, there are
various concepts of human resource management and their role is linked with balance scorecard.
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Also, balance score card is basically utilised for measuring as well as providing feedbacks to
firms. It has 4 perspectives like consumers, financial, internal and learning & growth. All these
are helpful in evaluating firm’s performance. Along with this, there are various human resource
management strategies such as talent, leadership, planning and others. Whole these are related
with organisational capabilities and performance effectively and efficiently.
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REFERENCES
Books and Journal
Ahammad, M. F., Glaister, K. W. and Gomes, E., 2020. Strategic agility and human resource
management. Human Resource Management Review, 30(1), p.100700.
Alomari, Z., 2020. Does human capital moderate the relationship between strategic thinking and
strategic human resource management?. Management Science Letters, 10(3), pp.565-574.
Bui, M.A.C., 2020. The Influence of Strategic Orientation and Strategic Human Resource
Management on Organizational Innovation at Non-profit Organizations: A Realist
Synthesis (Doctoral dissertation, University of Maryland University College).
Collins, C.J., 2020. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management, pp.1-28.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2020. Human resource management: Strategic
and international perspectives. SAGE Publications Limited.
Gupta, A.D., 2020. Strategic Human Resource Management: Formulating and Implementing HR
Strategies for a Competitive Advantage. CRC Press.
Kaufman, B.E., 2020. The real problem: The deadly combination of psychologisation, scientism,
and normative promotionalism takes strategic human resource management down a 30‐
year dead end. Human Resource Management Journal, 30(1), pp.49-72.
Knezović, E., Bušatlić, S. and Riđić, O., 2020. Strategic human resource management in small
and medium enterprises. International Journal of Human Resources Development and
Management, 20(2), pp.114-139.
Kundu, S.C., Mor, A. and Gahlawat, N., 2020. Strategic human resource management and
employees' intention to leave: testing the moderated mediation. International Journal of
Productivity and Performance Management.
Shaheen, H.A.K. and Almohtaseb, A.A., 2020. Framework for Exploring Fit and Flexibility in
Strategic Human Resource Management in Jordanian Telecommunication
Companies. European Journal of Business and Management Research, 5(1).
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