Strategic Human Resources

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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