Strategic Human Resource Management: Functional Aspects and Policies

This report discusses the functional aspects and policies of strategic human resource management with a case study of HSBC in Japan. It covers the importance of appropriate selection, investment in training and development, motivation and appraisal, and different policies for employment, transfer, and resource management.

Strategic Human resources
management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 2............................................................................................................................................3
The functional aspects of strategic human resource management...............................................3
Strategic HRM policies................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
In order to deal with the organisational activity it is necessary to move ahead with the strategic
orientation that can only be possible with a promise human resources management. Human
resources management in the organisation will deal with the set of activities that will provide the
company with the right amenities that are necessary to establish goals and also to reach the
growth prospect within no time. The recruitment and selection processes as well as the employee
orientation right from motivation till the onset of financial assistance everything will be catered
by human resource management (Collins, 2021). The entire report will deal with the prominence
of strategic human resource management along with the business objectives that are being
depicted in the case study for stop the case study that is being adopted in this regard is the HSBC
in Japan. It is known to be one of the companies that is the providing banking and financial
services on a global basis. The retail banking services that are capable for providing the different
wealth management needs are also managed by a proper human resources management that is
being depicted in this report.
TASK 2
The functional aspects of strategic human resource management
The functional aspects of the case study which depicts HSBC Bank in Japan will include
different areas that are as follows:
Appropriate selection: this is one of the prominent criteria where the collection as well as the
evaluation of a particular information that is in regard to the individuals is being ratified. This
selection is appropriate because in order to move ahead with the prominent employee selection it
is also necessary that the knowledge as well as experience will have to be the major conference.
The selection process that is in regard to this particular organisation will be dealt according to the
legal and environmental speculations. The organisation is the in terms of development and
therefore it is necessary that the employees in this regard will have to deal with the competitive
advantage of the firm and therefore the organisation is looking for those employees that are
skilled and are also more appropriate in deriving the standards of the organisation (Jiang and
Messersmith, 2018). For a bank the major element is that the customers face will have to be
initiated and will have to be associated. Therefore, in this regard the employees will have to be
formulated with the essence of dealing with the customer interaction such that the organisation
can stand firm with its strategies. The selection process is highlighted as a part of human

resources management function and it will also bring forth the program that are associated with
success.
Investment in training and development: the training and development are regarded to be one
of the legal needs for the organisation in order to deal with the implementation prospects that are
to be statically oriented. There are certain activities in the organisation like that of the strengths
and weaknesses of the entire management that can only be dealt by the level of skill which is
enabled. The capability and the ability of different employees can be developed over the
improvement that is achieved over a probability of highlighting the training and development
programs. In an organisation like HSBC according to the case study there is a requirement for
regular element program such that the employees could improve their skills and can also their
performance will be increasing on a day-to-day basis. Customer service is regarded to be one of
the major criteria and therefore the training and development programs will have to be carry
forwarded with respect to the interaction that will have to be achieved to maintain human
relations (Armstrong, 2019).
Motivation and appraisal: this is said to be one of the formulation that human resources
management usually incorporate. The motivation as well as appraisal are regarded to be one of
those components where employees usually feel benefited. The confidence that will have to be
honoured with respect to the work that is being incorporated by employees will help them to stay
committed towards the organisational norms and policies. The financial investment as well as the
incentives that are oriented with the employee motivation will have to be properly analysed by
the HSBC bank and therefore it is more towards improving the performance of employees by
going in terms of motivation and appraisal prospects.
Different policies will have to be brought forth in order to analyse the models that are to be
incorporated. The different models that will fall in regard to HSBC organisation in terms of
implementing various human resources strategies are as follows:
The hard model: the hard model is to bring in the matching that is oriented with the potential
that is in regard to benefit of the company (McClean and Collins, 2019). In this respect the
employees are all considered to be the major effects of the organisation that are formally
established and are incorporated in the organisational performance. The human resources
management in this hard model of HSBC organisation who deal with the catching sections where
there are certain functions that are to be routinely observed.

Soft model: the soft model of human resources management will have to consider the employee
skills as well as betterment that is oriented with respect to organisational upliftment. The
innovation as well as the creative works at a part of organisational model will have to be
achieved and this requires the tinge of innovation that could bring and productivity of the entire
organisation (Boon and et.al, 2018).
Strategic HRM policies
The strategic human resources policies are necessary for an organisation in order to deal with the
decision making criteria. There are several benefits that are oriented with the organisation upon
moving ahead with the policy of taking decisions on a frequent basis such that the manager
would abide by the guidelines that are being provided by the entire criteria. In this regard the
human resources policies would identify the strategic decision-making that would incorporate
the confidence as well as the essential promptness of action that is actually oriented to be
incorporated. The organisation in this regard will have to follow few basics that are to be
oriented and are also being followed (Kaufman, 2020). Some of the policies that are in to
strategic human resources management hand are required to deal with the following aspects is as
follows:
Declining markets: as a part of identifying the decline in market it is also necessary to bring in
the probable aspects at our contribution for the market saturation. The products as well as
services that are oriented with growth prospects will have to deal with the compatibility as well
as the inconsistent measures that are falling in regard to the demand which is being stressed over
market race. As a part of this the HSBC is a raise to stand as one of the example in evaluating the
choices of the decline in market rate and also deriving the causes that are into it. The alternative
that are a part of bringing about strategic orientation in the organisation is being analysed by the
company which has resulted in a good pace of development.
Innovative organisations: in order to stand in the midst of competition with the innovator
reorganization the HSBC organisation will have to deal with a strong leadership and team
(Bailey and et.al, 2018). This is necessary in order to cope up with the innovation because it is
not until when a creative culture is posted in the organisation that it gets to incorporate the
strength and the capabilities that are to be inculcated in an individual. In culture will help to
derive the freedom of bringing about thoughts and ideologies in order to experiment the kind of

techniques which are into innovation. Therefore in order to combat with the innovative
organisations is strong leadership is a necessary for HSBC to stand in the midst of development.
International context: in order to deal with the context of international responsiveness it is also
necessary to deal with the requirement with which the organisation will have to stand as a
capable measure to derive its importance. For international competition it is always necessary to
bring in the respective formulations that are being adopted by various organisations as well as
the local companies that are operating in other countries. This helps to explore the lot more
opportunities that are in regard to organisation and in this regard the HSBC organisation can
bring in the interaction of users as a part of international orientation. For this the organisation
will have to move ahead with the planning as well as the prospects of learning purposes of using
different social media tools such that it can understand the importance of every factor that is in
regard to its upliftment (Cooke and et.al, 2020).
The different policies that will fall in regard to human resources management will include the
following:
Employment policy: the employment policy that is in regard to HSBC organisation will have to
bring in the scope of different development aspects that is in regard to financial growth. It is not
until the organisation is filled with the skilled staff that it can prosper and also tackle with the
financial situations that are pertaining around the organisation. For this is the minimum hiring
qualifications will have to be made mandatory and the experience criteria will have to be
preferred. Different sources of recruitment are also have to be derived in this regard such that the
employment policies can be highlighted on a whole.
Transfer and promotion policy: the human resources management policy will have to identify
the rational of transfer that can bring in the amount of contradiction that is in due of other
organisations that are operating. This will also bring about a periodicity another table of transfer
and the workforce can be rotated from one place to another based on the organisational important
(Han and et.al, 2019).
Training and development policies: a frequent will have to be maintained in order to determine
the standards of training and development processes that will bring in the best and prominent
training criteria which is necessary for people to inhibit. Most of the times the organisation suffer
from the loss of growth prospects only because of the lack of knowledge that is in the midst of
employees. Pertaining to current situations the organisational existence will have to be such that

the employees of the organisation will have to get trained to adapt themselves for the pertaining
issues. The rules as well as regulations in this regard will have to be formal and the workforce
will have to take access with respect to different thoughts and actions that would bring in the
decision making criteria.
Resource policy: the resources that are in regard to dealing with the compensation of employees
will have to be maintained. Most of the employees do not move ahead with respect to the
compensation and the different features that are falling in regard to its. This is because there are
certain approaches that the human resources management in the organisation will have to deal
with and therefore as a part of the pertaining issues that are happening in Japan the HSBC
organisation will have to move ahead with the minimum wages and the compensation policies
that would highlight the prominence of employment and the employees (Emeagwal and
Ogbonmwan, 2018).
CONCLUSION
The report concludes upon identify the aspects of strategic human resources management along
with the case study that is being provided. As a part of the report one can easily understand the
prominence of human resources management in an organisation. The report through a limelight
over different facts and the facets that are oriented with functional aspects of the organisation.
The HSBC organisation that is being adopted as a case study in this report will bring in the
situation that is pertaining in Japan. The different services as well as the contextual data which is
following in regard to organisational standard and also the barriers that are acting in the
organisational context are all evaluated. The functional aspects of strategic human resources
management are brought forth with respect to a perfect explanation that is gratified over the
circumstances which are in relation to the organisation. A critical review over the strategic
human resource policies that are being adopted by the company HSBC with respect to situations
like that of declining markets in our tree organisation and international context are being
highlighted. The relevant strategies that are falling in regard to HSBC Japan along with the
policies that would highlight the relevant strategies are also evaluated on a prominent basis.

REFERENCES
Books and journals
Armstrong, 2019. Strategic human resource management. pdf drive. com.
Bailey and et.al, 2018. Strategic human resource management. Oxford University Press.
Boon and et.al, 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1). pp.34-67.
Collins, 2021. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management. 32(2). pp.331-
358.
Cooke and et.al, 2020. Extending the frontier of research on (strategic) human resource
management in China: A review of David Lepak and colleagues’ influence and future
research direction. The International Journal of Human Resource Management. 32(1).
pp.183-224.
Emeagwal and Ogbonmwan, 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.
Han and et.al, 2019. The goldilocks effect of strategic human resource management? Optimizing
the benefits of a high-performance work system through the dual alignment of vertical and
horizontal fit. Academy of Management Journal. 62(5). pp.1388-1412.
Jiang and Messersmith, 2018. On the shoulders of giants: A meta-review of strategic human
resource management. The International Journal of Human Resource Management. 29(1).
pp.6-33.
Kaufman, 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.
McClean and Collins, 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.
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