Strategic Human Resource Management: Analysis of Organizational Structure, Financial Resources, and Government Legislation

This report analyzes the impact of organizational structure, culture, financial resources, and government legislation on human resource management strategies. It evaluates factors affecting HRM within the organization and assesses key elements of HRM strategy, including succession planning, performance management, and training and development. The report also discusses how internal and external factors impact the elements of HRM strategies.

Strategic human
resource management

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
About the company.................................................................................................................3
TASK 1............................................................................................................................................3
Analysation of the effect of organisational structure and culture on strategies of Human
Resource Management...........................................................................................................3
Assessment of the significance of financial resources in the process of creating strategies of
Human Resource Management...............................................................................................5
Evaluation of factors affecting Human Resource Management within the organisation.......6
TASK 2............................................................................................................................................7
Analysation of the impact of government legislation on human resource management
strategies.................................................................................................................................7
TASK 3............................................................................................................................................7
(Covered in PPT)....................................................................................................................7
TASK 4............................................................................................................................................7
Assess the factors to be considered when preparing human resource management strategies7
Evaluate the key elements of a human resource management strategy..................................8
TASK 5............................................................................................................................................8
Develop a strategic human resource management strategy for an organisation of your choice. 8
Explain how the proposed human resources management strategy will support achievement of
the business objectives for this organisation..........................................................................9
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The concept of strategic human resource management includes a future-oriented process
that helps in developing and executing strategies of human resources that solve as well as
address the problems and issues of business. Within this project, EasiClean Plc is an organisation
that is taken into consideration for demonstrating different aspects of this report. This report is
based on three different tasks in which the first task is about to analyse the effect of structure and
culture of the organisation on strategies of HRM (Bhattacharyya, 2018). Along with it, there will
also be an assessment on the significance of financial resources in the process of creating HRM
strategy. There will be an evaluation of factors that are affecting HRM within the organisation.
The second task is based on the impact of government legislation on future HR strategy. The last
task of this project is based on PowerPoint presentation which includes analysation of different
models of strategic HRM. Moreover, there will be an explanation on how HRM contributes to
attainment of strategic plans of organisation.
MAIN BODY
About the company
EasiClean Plc is considered as an established multinational manufacturing organisation
that produces soaps and detergents and is committed to offer a superior-quality commercial
cleaning services. The respective company has been in existence for around 100 years and has
been crucially changed during this period. The company invest in the research as well as
technology and the products of the business are diversified to paper based products such as baby
wipes and tissues (Cuskelly and et.al., 2021). Moreover, the organisation has also encompassed
the sustainability agenda and managed international expansion in order to operate its business in
15 countries. The respective company has also acquired some subsidiaries and these subsidiaries
are concentrating on the beauty products.
TASK 1
Analysation of the effect of organisational structure and culture on strategies of Human Resource
Management
Organisational structure is defined as a framework of the employment relationships,
process of operating, systems of the organisation, groups and people that are making efforts in

order to meet the goals of the company. It is referred to a set of the various methods that divide
the whole task into small units for the purpose of determining the responsibilities as well as
coordinate them. The more organised and effective a structure of an organisation is, the more
efficiently a business operates. Organisational structure within EasiClean Plc provide assistance
to the managers of the company in attaining its aims and objectives along with the workforce for
accomplishing their task in an effective and efficient way. Organisational structure impact the
strategies of human resource management within the workplace in various ways (Elrefaiy,
2020). It supports the strategies of human resource management as in case if the managers of
EasiClean Plc changes its strategy, they must change its structure for supporting the respective
strategy. When the HRM of the given organisation does not change it, then the organisational
structure acts like a bungee cord and also pulls the business back to its old strategy because
strategy follows structure. The impact of organisational structure on the strategies of human
resource management is in such a way that the process of organisational structure states the
method in which the power, role and responsibilities are assigned, controlled and coordinated. It
also states that how the information regarding the strategies of HRM flows among various levels
of the management.
Organisational culture refers to the appropriate way for behaving within the workplace
and this culture includes shared values and beliefs that are developed by the managers and
leaders of the organisation. These values and beliefs are then communicated as well as reinforced
through different kinds of methods and such approaches ultimately shape the perceptions,
attitudes, understanding and behaviours of employees. In context to EasiClean Plc, the culture of
an organisation is related to its structure and therefore those businesses that are having effective
organisational culture tend to be more successful in comparison to less structured companies.
This is because they have systems within the workplace which enhance and improve the
performance, productivity as well as retention of the human resources (Emeagwal and
Ogbonmwan, 2018). Within EasiClean Plc, the organisational values and culture come together
for the purpose of forming the compass that is used by the human resource management of the
company for guiding its strategies and keeping the strategies of HRM united towards achieving
organisational objectives and goals. Strategies of the human resource management set the
direction and concentration along with enhancing the plans and corporate environment for the
workforce in order to gain the understanding the targets of the company. While culture of the

respective organisation facilitates in completing the targets through embracing them within the
shared values and beliefs of the company. Organisational culture and strategy are linked with
each other as strategies of the human resource management can be devised by studying the
culture of the organisation within the workplace. The strategies of HRM are influenced by the
organisational culture that is already set within the business. The culture of the workplace sets
the foundation for the strategies of the company and for developing and being implemented a
strategy of HRM in a successful manner within respective company, then it must fully align with
the culture of organisation.
Assessment of the significance of financial resources in the process of creating strategies of
Human Resource Management
Both the human resource management and financial department within an organisation
works for the benefits of the business and it is the key reason behind it that it is essential for the
human resource management to know regarding finance (Kasirlo and Naami, 2020). Both of
these departments within an organisation enables in improving the performance and company as
a whole which in turns facilitate in making profits for business. Financial resources are those
resources that provide assistance in the process of creating strategies for the human resource
management and support the goals, objectives and targets of an organisation along with
maintaining a balance between the revenue and the cost. The optimum utilisation of the financial
resources of EasiClean Plc facilitates in the developing the strategies that are associated with the
concept of HRM. It also enhances the overall productivity as well as profitability of the
company. It positively influence the strategies of human resources through encouraging the
workforce for the purpose of saving money which facilitates them in their personal financial
planning. Another key importance of financial resources is that these resources provide
assistance in the process of creating strategies of human resource management in such a a way
that they manage the finances of the organisation so that the company is compliant with essential
rules and regulations and are successful within their field. The strategies of HRM include hiring
and recruitment, motivation, leading and directing, etc. and in the process of creating such
strategies, the financial resources play a major role within the organisation. With the help of
proper and better allocation of funds to the particular activities of a business, the company can do
effective hiring of the employees. With the support of financial resources within the
organisation, the respective business can provide training and development sessions to its newly

recruited human resources. By gaining the sessions of training and development, the manpower
of the company can get easily motivated towards accomplishment of their tasks and achieving
organisational objectives and goals. Financial resources that can be used within the respective
organisation include money, shares, bonds, debentures, promissory notes, cheques and many
more. Another importance of financial resources in the process of creating human resource
management strategies which involves planning, organising, directing and controlling the
activities that are associated with the finance like procurement as well as utilisation of funds of
the workplace.
Evaluation of factors affecting Human Resource Management within the organisation
 Implementation of highly updated technology: This is a major factor that impacts
human resource management within the workplace (Mekonnen and Azaj, 2020).
Implementation of the HR technology affects HRM because in modern period,
organisations have advanced platforms of HR software which are designed for the
process of automation in every aspect of the human resource. This helps in enhancing the
level of productivity and efficiency within EasiClean Plc and also manages human
resources of the company in a more effective manner.
 The working environment: The pandemic situation of Covid-19 has changed it all for
good and in recent period, the respective company is slowly getting used to the existing
situation wherein most of the employees are working from their remote areas. This
epidemic situation has brought forth its own share of the complexities for the human
resources and its management.
 Availability of good talent: Hiring for a god talent and a situation like this can be
stressful for the human resource management of the respective company as it becomes
crucially typical in order to identify the appropriate resources for the open positions
within the workplace (Rees and Smith, 2021). It can lead to the positions that remained
open for enhanced period of time or the company has to compromise with those resources
which are not best and effective for the positions.
 Training and development: These kinds of programs for the human resources of the
organisation can be an effective factor on order to enhance the involvement or
engagement of the workforce. And at same time, it also provide assistance to the
respective company in identifying the resources with the appropriate skill set that is

needed for the various positions. Digital Human Resource Management System is the
new and unique software platform which enables the HRM of the company in the process
of planning as well as managing the training sessions for the human resources even in
time of remote work.
TASK 2
Analysation of the impact of government legislation on human resource management strategies
As per legislations of government, it is against the law for managers to indirectly or
directly discriminate against the human resources on the basis of religion or race. Government
legislation stops indirect discrimination which may be in form of apparent requirement that is
neutral and has an impact on strategies of human resource management of an organisation. Laws
framed by government influence strategies of HRM in such a way that strategies framed by HR
within the workplace should followed the laws and legislation of the government such as laws of
employment, etc (Santhosh and Lokanadha, 2019). Strategies of HRM should also be set in a
way that it must be operated within the business in an ethical manner. There are a large number
of laws within the business which must be adhered by the HRM in effective as well as efficient
way as it will positively impact the strategies of HRM. Government legislations facilitate in
ensuring that the employment applicants and the employees are treated in a fair way and not get
discriminated against. The strategies of HRM such as recruiting and hiring, training abd job
placement must be unbiased.
TASK 3
(Covered in PPT)
TASK 4
Assess the factors to be considered when preparing human resource management strategies
 Environmental Uncertainties: Managers of human resource rarely have privilege to
operate within predictable and stable environment. There are some factors such as
political, social and economic that is to be considered when preparing strategies of HRM.
 Time Horizons: A strategy of HRM cannot be prepared and sustained for long-term on a
time horizon as environment in which it is preparing may undergo charges. The

appropriate time span relies on degree of uncertainty that is prevailing in an environment
of organisation.
 Type and quality of information: The information used to prepare strategy requires to
originate from a multitude of sources and a major issue in HRM is type and quality of
information that should be considered by HR managers at time of preparing HRM
strategies.
Evaluate the key elements of a human resource management strategy
 Succession Planning: This is the key element of HRM strategy and is process of
planning contingencies in case employees leave company. It is based on performance
ratings and efforts of training and development. This leads to create a talent line and
building as well as nurturing such line is key to effective HRM.
 Performance management: It is another key element of HRM strategy and helps human
resources to give their best at work and enhance the productivity and efficiency of line
managers. This structure enable manpower of EasiClean Plc in getting feedback on their
performance and improving it.
 Training and development: This element makes sure that workforce adapt to the
changes within the technology, societal, processes or legal shifts. Training and
development helps employees of company in improving their skills and is led by Good
and effective strategies of HR which can be useful in boosting organisation's productivity
and profitability for long-term.
Discusses how internal and external factors impact on the elements of human resources
management strategies
The internal factors include level of growth of business, use of technology within
workplace and many more while external factors include available labor pool, government
regulations, etc. As business of EasiClean Plc grows, the company is likely to hire more staff,
although there may be substitution of labour through automation. Changes within the nature of
operations of company also impacts type as well as skill levels of the employees of organisation.
enhanced or reduced profitability is also an internal factor that can impact the level of needed
manpower along with terms and conditions. Government rules and regulations regarding
employment are external factors that impact the structure of human resources such as laws on
maximum working hours within EasiClean Plc. The state of economy has a crucial impact

concerned with economic cycles such as in recession situation, wages fall and labour availability
extends and vice-versa.
Evaluate the model used by an organisation in the development of its HR strategy
From above explanation, it can be evaluated that the company has used The Harvard Model
in order to develop the strategies of HR within its business. This models starts from the interest
of stakeholders for defining policies of HRM and at same time, situational factors such as
workforce features, unions, etc. impact such interest. The key activities of HR such as hiring,
training and rewarding strategies are influenced by the situational factors and stakeholder
interest. When it is done in an effective way then HR strategies give favourable outcomes such
as employee retention, long-term consequences and many more.
TASK 5
Develop a strategic human resource management strategy for an organisation of your choice
In this section, an HRM strategy that is going to be developed for EasiClean Plc is
Training and Development strategy. This kind of strategic HRM strategy includes providing
training to employees for performing new roles within company. It also consists of providing
development opportunities to existing manpower for preparing them for future jobs within the
organisation. Training as well as development requirements can be fulfilled in a wide number of
ways and one of the approach is for managers of company to pay for its subordinates for
upgrading their skills and capabilities. It may also include sending manpower for taking
certificates and courses or it may be achieved through on-the-job training. Strategic training and
development converts theory and research into effective and best practices in order to enhance
the skills, knowledge, behaviours and abilities within the workplace.
Explain how the proposed human resources management strategy will support achievement of
the business objectives for this organisation
The proposed human resource management strategy is Training and development which
will support in the process of achieving business objectives for the organisation in various ways.
The HRM strategy of training and development will provide assistance to the company in
gaining and retaining the top talent, enhance the job satisfaction as well as morale (McClean and
Collins, 2019). It will also facilitate the company in improving its productivity through which the
organisation can earn and maximise the profitability and achieve business objectives in an

effective manner. With the help of training and development strategy of HRM, the organisation
can optimally utilised its human resources towards accomplishment of business goals and
objectives. The HRM strategy of training and development is also an essential key for the
succession planning of the company because it will assist EasiClean Plc in improving the skills
of its employees, team management and leadership. This strategy will help in minimising the
wastage of resources, efforts and time which will help in enhancing the level of productivity,
profitability and efficiency within the organisation. It will also provide assistance to the
managers of the company in handling the emergency situations and will motivate the workforce
towards achieving organisational objectives and goals.
Potential barriers to the implementation of a human resource management strategy
There are some of the barriers to the implementation of HRM strategy and these are
discussed as under:
 Lack of support: People think that HR strategies such as planning are unnecessary as
well as time consuming. Manpower can be organised anytime at time of necessity with
effective incentives and benefits so why resource planning. The people think that it is an
easy task to manipulate employees in organisation.
 Incompatibility of information: HR strategies are set to achieve long-term
consequences of business and at time of formulation of strategy, the used information is
basically long-term oriented. But HR planning is formulated using short-term
information. Therefore, information of HR does not often match with information of
strategy formulation and creates a barrier within implementation of HRM strategy.
CONCLUSION
From above explanation of this report, it can be concluded that the aspect of Strategic
Human Resource Management contribute to the major long-term organisational objectives in a
direct way. Within this report, there have been a discussion on impact of organisational structure
and culture on strategies of HRM as well as it has also included significance of financial
resources to create HRM strategies. Along with it, this has been also included analysis of impact
of government legislation on strategies of HRM. In this report, there has been an analysis on
different models of strategic human resource management along with an explanation of HRM in
which it contributes to accomplishment of strategic plans of organisation. The factors and key

elements that are concerned with strategies of human resource management have also been taken
into consideration. Furthermore, there has been a development of strategic HRM strategy for
company along with its importance and benefits that has helped the organisation in achieving its
objectives and goals.
REFERENCES
Books and Journals
Bhattacharyya, S. S., 2018. Development of a conceptual framework on real options theory for
strategic human resource management. Industrial and Commercial Training.
Cuskelly and et.al., 2021. Volunteer selection at a major sport event: A strategic Human
Resource Management approach. Sport Management Review. 24(1). pp.116-133.
Elrefaiy, M., 2020. Strategic Human Resource Management.
Emeagwal, L. and Ogbonmwan, K. O., 2018. Mapping the perceived role of strategic human
resource management practices in sustainable competitive advantage. Academy of
Strategic Management Journal. 17(2). pp.1-19.
Kasirlo, M. and Naami, A., 2020. The Impact of Strategic Human Resource Management on
Organization performance (Case Study: Mellat Bank of Tehran).
McClean, E. and Collins, C. J., 2019. Expanding the concept of fit in strategic human resource
management: An examination of the relationship between human resource practices and
charismatic leadership on organizational outcomes. Human Resource
Management. 58(2). pp.187-202.
Mekonnen, W. and Azaj, E., 2020. The Impact of Strategic Human Resource Management
Practice on Organisational Effectiveness: A Case Study of Selected Insurance
Companies in Ethiopia. Journal of Strategic Human Resource Management. 9(2&3).
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Rees, G. and Smith, P. eds., 2021. Strategic human resource management: An international
perspective. Sage.
Santhosh, K. L. and Lokanadha, M., 2019. Strategic human resource management: The
calibrated catalysts for Indian IT-SMEs performance optimization. SDMIMD Journal of
Management. 10(1). pp.31-42.
Tuytens, M., Vekeman, E. and Devos, G., 2021. Strategic human resource management in
primary and secondary schools. An explorative study in Flanders
(Belgium). Educational Management Administration & Leadership,
p.1741143221998706.
Verma and et.al., 2021. Addressing strategic human resource management practices for TQM:
the case of an Indian tire manufacturing company. The TQM Journal.