Strategic Human Resource Management: Importance of Policies, Practices and Processes

This essay discusses the importance of policies, practices and processes in strategic human resource management. It explores drivers, barriers, blockages and enablers in context with the development and implementation of HR strategies. It also discusses HR practices from practitioner and academic sources that can enable a company to achieve their goals.

Strategic human
resource management
( Assessment 1)

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Strategic human resource management is included with a future oriented procedure of
developing and initiating the associated programs and solve all kind of business issues and do
contribution in terms of achieving long term objectives. The main motive behind strategic human
resource management is to enable improvements in the business performance and develop such a
culture which enhances innovation and achieve competitive advantage. There are several
elements behind strategic management like proper planning, managing people, bringing out
coordination and many more (Kim, 2018). There are mainly four strategies which are
performance appraisal, recruitment, compensation and succession planning. The essay includes
importance of policies, practices and processes, examining barriers, blockages and enablers,
strategic and HR practices and evaluation of academic resources.
MAIN BODY
Evaluation of the importance of several human resource policies, practices and processes for the
specific contexts in which company is operating
Human resource policies refers to formal rules and regulations that organisations put up
in the place in order to hire, assess and reward all the members of the workforce. There are
several types of policies such as employment contracts, public holidays, termination and many
more. In relation with human resource process, it is defined as the fundamental strategies which
are implemented by leaders to assure that all work experiences are being successfully managed
(JulyWesemann, 2019). There are several things which are involved in the process of human
resource like performance management, learning and development and so on. In context with
human resource practices, they are involved with all kind of strategic operations and provide
guidance to manage the employees of a company.
All policies and practices are important because they provide a proper structure,
consistency and fairness in management system. With respect to every organisation, policies
perform different kind of functions and enable best practices within the sector. In relation to the
policies, its importance is being explained below: -
At-will employment: - In terms of this policy, there is a legal aspect that a company could
terminate employee or they could leave the job for a lawful reason else it would not be
considered as a legal aspect. It is important for a business organisation because it allows all the
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people to work together without any form of long term contracts from another party. They are
given the permission of leave the job at any point of time they want.
Employment classifications: - It is considered as an important policy because it defines
proper classification of employees and enable eligibility for the associated advantages (Collou,
2020). In terms of specific context, it is significant because by enable proper classification, all
types of legal requirements are properly managed and maintained and also assures that there is
no kind of discrimination being done.
Providing security to employees: - It has been evaluated that employment security is
important for both employees and organisation. BY ensuring security to workers, they are able to
find out the appropriate reason behind why they actually want to work and at the same point of
time it is significant for company also because it helps them in retaining their people (Kim,
2018). For example, in Amazon, they always ensure that their workers are being treated with
dignity and at the same point of time, they are getting security also. They offer job security by
enabling best working culture in the organisation and proper management system.
Training in relevant skills: - It has been evaluated that it is considered as an important
practice because in order to recruit best people, it is significant for an organisation to ensure that
proper training is being provided to all the workers. On the basis of specific areas that takes place
in a company, training helps a lot in achieving success.
In relation with the process of human resource management, it has been analysed that the
process plays a very crucial role in developing and changing the culture of a company. It is not at
all easy for a business organisation to manage their culture so in context with this, process of
human resource management help them. In terms of business communications, it has been
evaluated that by having effective communication in the business, the aspect of employee
engagement gets increasing which is the most beneficial thing for maintaining good relationships
and building up inventions.
Examine the drivers, barriers, blockages and enablers in context with the development and
implementation of HR strategies
Drivers: - There are several drivers associated with the development and initiation of
human resource management is significant because it helps in maintaining and managing long
term performance (Analoui, 2018). There are several drivers like efficiency, sustainability,
governance and many more.
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In relation with the concept of sustainability, it has been examined that it is important for
the human resource strategies because it creates motivation and level of trust in order to achieve
success and effective well-being. Through this, company is also able to implement specific
targets within the specific sector (Gao and Sun, 2020). Besides this, in terms of the driver named
as productivity, it is also considered important for the development and implementation of
strategies because they do major contribution in the execution of companies objectives.
Barriers: - While enabling any human resource strategies and developing them, there are
several barriers which comes in between their implementation like lack of support,
incompatibility of information and so on.
Lack of support: - It is considered as one of the major obstacle while developing human
resource strategies because due to lack of support, organisations are not able to do proper
planning and managing the workforce. It has been analysed that in certain situations, it happens
that top level executives doesn't support tasks and activities which are being performed in the
company.
Strategic inability: - While developing and implementing human resource strategies,
proper capabilities are not being able to managed because of lack of technical knowledge and
insufficient training.
There are several blockages which takes place during the implementation of strategies
and developing them like attracting talent to the firm, managing good relationships, diversity in
the workplace and so on (Devi, 2019). For example, in relation with maintaining good
relationships at the workplace, it becomes a blockage because entire job satisfaction and
productivity is based on good relationships so if it would not be in a proper manner, then
company would not be make proper decisions.
Another blockage which might take place is the talent strategies which are considered as
the most essential thing for a company in order to achieve success. While implementing human
resource strategies, it creates a sense of block because there are certain training programs which
includes high cost as well as, it is considered as a time consuming process.
Enablers: - There are several enablers which are in relation to human resource
development like promotions, incentives, training and so on. It has been analysed that all these
enablers, reinforce the main performance drivers. It leads the organisation in maintaining and
developing certain training programs and also enable the performance appraisal.
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Strategies and HR practices from practitioner and academic sources that can enable company to
achieve their goals
There are several HR practices which enables a business organisation to accomplish all
goals and objectives. There are many practices such as providing security, performance based
compensation, hiring the right people and many more.
Providing security to workers: - The most important thing for both employees as well as
organisations is the factor of stability because with the help of this only an organisation is able to
attain their goals and objectives (Bilal, 2018). With the help of the practice of security, a
company is able to retain their workers which is considered as an important thing because
without it no one could be able to achieve their goals.
Hiring the right people: - In terms of this human resource practice, it is important for a
business organisation because with the help of right people, a company would be able to add
more value in their business sector. It helps a business organisation to improve their performance
and maintain a proper structure so that all goals and objectives could be achieved. On the basis of
this, right employees could be able to do correct work and will achieve all the targets.
Performance based compensation: - It is considered as the most important practice in
accomplishing goals and objectives because when compensation is provided in a fair manner,
then value of the organisation also gets enhanced. For every company, the most crucial thing is
to attain goals and it could only be done if best practices are being followed and employees are
provided with rewards on the basis of their performance (JulyGalli, 2019). For example, in hotel
Marriot, they also do performance appraisal in terms of evaluating all the strengths as well as
weakness of employees. They provide continuous feedback and on the basis of its development,
compensation is provided.
Human resource strategies: -
Learning and development: - In context with this human resource strategy, organisations
get lot of advantages because through proper learning, employees lead to effective development.
It help in enhancing the level of productivity and earning up more profits which is the most
necessary thing for a business organisation.
Performance appraisal: - In relation with the concept of appraisal, organisations are able
to determine their key performance resources and also those areas which needs improvement. In
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order to attain all goals and objectives, it is essential for a company to determine their strengths
and weaknesses, checking out the performance and reach to the top position.
Evaluation of relevant academic and practitioner resources
It has been evaluated that with the help of academic and practitioner resources, company
is able to achieve all goals and objectives (Siyambalapitiya, Zhang and Liu, 2018). There are
several types of human resource strategies like learning and development, performance appraisal
which help an organisation to attain their targets and lead to better performance. When
employees are provided with better training, they work with full motivation and lead to better
performance. Every employee wants that they should get appraisal on constant basis because
they are performing with their full potential, so it was examined that when organisation provide
appraisal, they are able to enhance their productivity as well as easily able to accomplish their
targets. Besides this, by providing security to workers, effective stability is maintained and in
terms of this, employees performance also gets built up.
CONCLUSION
From the above essay it has been concluded that there are several strategies and policies
of human resource management which are beneficial in attaining goals and objectives. It is very
important for a business sector to set up effective strategies so that both employee and
organisation enhancement could be done. While implementing strategies, there are many barriers
also which takes place such as lack of support. In certain situations, it happens that organisations
are not able to provide proper support to employees as they doesn't care about some tasks and
activities.
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REFERENCES
Books and Journals
Analoui, F. ed., 2018. Human resource management issues in developing countries. Routledge.
Bilal, A., 2018, July. Strategic HRM, corporate environmental policies and nurses’ eco-
initiatives. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 12516).
Briarcliff Manor, NY 10510: Academy of Management.
Chen, S. L., 2018. Cross‐level effects of high‐commitment work systems on work engagement:
the mediating role of psychological capital. Asia Pacific Journal of Human
Resources, 56(3). pp.384-401.
Collou, L. D., 2020. Strategic HRM: It's all in the game: Exploring configurational theory in
HRM using a simulation model and serious game.
Devi, S. C., 2019. Evaluation of strategic human resources in construction companies with
reference to omr (Old mahabalipuram road), Chennai City. Asian Journal of
Multidimensional Research (AJMR), 8(1). pp.225-231.
Galli, B. J., 2019. How Can Human Resource Management Help the Theory of
Constraints. International Journal of Strategic Engineering (IJoSE), 2(1). pp.1-13.
Gao, C. and Sun, H., 2020. Strategic Transformation of Human Resource Management Model of
Ocean Engineering: An Exploratory Study. Journal of Coastal Research, 106(SI).
pp.117-120.
Kim, J., 2018. Three essays on strategic human capital, managers and competitive
advantage (Doctoral dissertation, Purdue University).
Kim, S., and et. al., 2018, July. Pay for Performance and Pay Level as Antecedents of Strategic
Human Capital Resources. In Academy of Management Proceedings (Vol. 2018, No. 1,
p. 14239). Briarcliff Manor, NY 10510: Academy of Management.
Reade, C., McKenna, M. and Oetzel, J., 2019. Unmanaged migration and the role of MNEs in
reducing push factors and promoting peace: A strategic HRM perspective. Journal of
International Business Policy, 2(4). pp.377-396.
Siyambalapitiya, J., Zhang, X. and Liu, X., 2018. Green human resource management: A
proposed model in the context of Sri Lanka’s tourism industry. Journal of Cleaner
Production, 201. pp.542-555.
Wesemann, A., 2019. The Role of Strategic Human Capital Management in the Performance of
Federal Agencies. Journal of Public Management & Social Policy, 26(2).
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