Strategic Human Resource Management: Trends, Influences, Theories and Practices

This report discusses the current trends and developments that influence an organisation's HR strategy, both internal and external factors that affect HR practice, relevant theories and concepts related to growth and development of strategic HRM, appropriate change management models that support HR strategy, and HR outcomes that can be monitored and measured. The report also evaluates how effective HR management and development can support sustainable performance.

Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
P1 Determine about main developments and trends that influence an organisation's HR
strategy.........................................................................................................................................4
P2. Analyse how both external and internal factors influencing HR strategy and practise.........6
M1 Critically analyse the influences of the external and contextual developments and discuss
how this impacts on the HR strategy of an organisation:............................................................7
D1. Critically evaluate the influences of key external and contextual developments.................7
Task 2...............................................................................................................................................8
P3. Apply relevant theories and concepts relating to growth and development of strategic
human resources management.....................................................................................................8
M2 How human resources theory relates to practice in a specific organisational example:.......9
D2. Evaluate the human resource theory relates to better practises in specific examples...........9
Task 3...............................................................................................................................................9
P4. Evaluate how appropriate changes management model which support HR strategy in
application of relevant organisation examples............................................................................9
M3. Justifications for the application of chosen change management strategies......................10
D3. Critique how change management strategies, models and concepts could be implemented
together,.....................................................................................................................................10
Task 4.............................................................................................................................................11
P5. Exploring how HR outcomes can be monitored and measured apply this specific
organisational situation..............................................................................................................11
P6. Discuss and evaluate how effective HR management and development can support
sustainable performance............................................................................................................12
M4. Make suggestions for HR development techniques applicable in a given organisational
situation and provide an account...............................................................................................12
CONCLUSION..............................................................................................................................13

REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management refers to the practice of deploying, hiring, recruiting and
managing an organisation's employees. The HR department is mainly responsible for creating,
putting into effect and overseeing policies governing workers (Adiguzel, Ozcinar and Karadal.,
2020). Human resource management is important because it deals with issues related to
compensation, performance management, safety, wellness, organisation development, motivation
of employees, training and others. In the present report, TUI group is taken into consideration.
TUI is basically a German multinational tourism and travel company that is headquartered in
Hanover, Germany. It is one of the largest travel and tourism company in the world and also it
owns travel agencies, airlines, hotels cruise shops and retail shops. The present report covers
discussion about current trends and developments that influences an organisation HR strategy
and also about internal and external factors influences HR practice. In addition to this, the report
covers analysis about relevant theories and concepts related to growth and development of
strategic HRM. Moreover, the report also covers discussion about change management models
supporting HR strategy and also about HR outcomes that can be measured and monitored. The
report also consist of effective HR management and development that can support sustainable
performance and growth.
MAIN BODY
P1 Determine about main developments and trends that influence an organisation's HR strategy
There are certain current trends that influences human resource management and its
strategy which includes globalisation and its implications, workforce diversity, changing skill
requirements, corporate downsizing, continuous improvement programs, re engineering work
processes for improved productivity and contingent workforce.
 Globalisation and its implications: In today's period of time, there are no boundaries for
doing business. The rise of multinational corporations places new requirements on
human resource managers. The HR department has to ensure about the appropriate mix of
employees in terms of skills, knowledge and cultural adaptability (Anwar and Abdullah, 2021).
For meeting out the goal, organisation have to train employees to meet out the challenges of
globalisation.

Human resource management also develop that mechanism which will help multicultural
individuals work together. In terms of TUI organisation, they have to make their strategies in
such a manner that they can properly execute their work on an international level. Organisation
has to train their employees in such a manner that they can handle their international clients in an
effective manner.
 Workforce diversity: In today's period of time, work force basically comprises of people
of different gender, age, values, characteristics, religion, education, physical appearance
etc (BISWAKARMA and POKHREL., 2020). Diversity is basically linked with
organisation's strategic direction into critical manner. Where diversity flourishes, the
potential benefits from better creativity and decision making and greater innovation can
be accrued to help increase organisation's competitiveness.
 Changing skill requirements: For any company, developing and recruiting skilled
labour is essential which is concerned with productivity, competitiveness, quality and
managing diverse force into effective manner. Due to skill deficiencies it leads towards
significant losses to an organisation. With respect to TUI organisation, the HR
department has to appoint and train employees in terms of skills which are required for
particular work profile. When employees are trained enough in their working field then
they can easily face any kind of challenge.
 Corporate Downsizing: Human resource management plays a very important role in
terms of reducing employees at organisational level. During this period of time, HRM has
to ensure that there should be proper communication among employees. This department
has to formulate strategy in such a manner that there should no rumours and fears created
among employees (Bonache and Festing, 2020). With respect to TUI organisation, HRM
department has to formulate strategy and give proper reasons for this downsizing system
so that employees do not feel demotivated.
 Continuous improvement programs: These kind of programs are focused on long term
well being of an organisation. It is a process whereby an organisation is focused on

quality and builds a better foundation to serve its customers. This often involves a
company wide initiative to improve quality and productivity.
An organisation has also made changes towards operational part for purpose of focusing on
customers and to involve workers in matters affecting them. With respect to TUI organisation,
the department of human resource management has to make strategy towards improvement
programs so that employees can develop themselves into professional and confident manner.
These continuous improvement program support in terms of enhancing the overall personality
and also gives knowledge in terms of expanding their spectrum towards their work field area. So
these programs are important in terms of an organisational growth.
P2. Analyse how both external and internal factors influencing HR strategy and practise.
There are two important factors which generate opportunities and challenges towards
specific company human resource practises. In perspective of TUI organisation they would
follows the internal as well as external factors are mentioned:
Internal Factors:
 Mission: It is having common purpose and justification for the existence towards a firm.
In organisation when there statement describes what is it why it exists and unique
contribution to make it. At the various people must carry out assigned task keeping the
overall mission where firm objectives. This can make impact on TUI organisation affect
through Mission that create high impact on their productivity.
 Operational strategies: It changes in operational strategies that makes impact on the HR
practises because the introduction about new IT system and process requires new staff to
training where they improvise efficiency (Chakraborty and Biswas, 2020). Thus, they
having more effectiveness workforce that creates more importance to recruit those
potential candidates that develop their organisational growth. So, this can affects the HR
strategy of recruiting and practice.
 Growth measure: There is impact of the company rate and current growth of an
organisation. In this, individual company use to focus on better recruitment and staffing.
TUI organisation, they have major focus on employee retention and improvising in their
organisation culture of workplace environment. Through this, it better develop on
regrettable decision on to loose some of their staff members.
External Factors

 Technological changes: This change can directly impact on HR strategy of TUI
company. As per new and modern technologies are generating new development in
market. So the company has to create an pressure to use them and it can be used as
employees if they are having proper training to effectively utilised effective manner. It
also rapid increase in technologies which generates resulting about making effective
communication between business and employees.
 Economical changes: This is other economical changes, it includes changes in level of
unemployment and labour market will effect supply chain available to employees and
their pay rates (Collins, 2021). TUI organisation is getting affected through after global
pandemic issues. As in UK, there were the recession and high rate of inflation influence
which resulting supply for available people and their waste wages rates..
 Political and legal changes: They are create impacting on different HR strategies for
TUI company. There is having legislation or some of important areas to maximise
working time and other employment rights to make remunerations and planning. There
are different range of resulting in paying different wages to their employees. So, this
approaches creates an towards company for their employees.
M1 Critically analyse the influences of the external and contextual developments and discuss
how this impacts on the HR strategy of an organisation:
There are certain internal and external factors which can helps them in impacting both of
the HR strategies and the policies. These are technological changes, economical changes,
financial changes etc. this helps in affecting organisational performance. So managers of TUI
organisation should have to work effectively and could be able to achieve their organisational
goals and objectives.
D1. Critically evaluate the influences of key external and contextual developments
There are some of the factors like changes in economy and effective in organisational
structural, technologies changes etc. This is helps in affecting to mapping overall organisational
strategy. These should be considered in mind while having basic requirement of individual as
well as employees. There are some of the framework has been implemented such as Contingency
theory and Universalistic theory can affect the HR strategies and their profit abilities attain high
profitability.

Task 2.
P3. Apply relevant theories and concepts relating to growth and development of strategic human
resources management.
The Contingency theory is refers as well as recommend the TUI company HRM must
follows aspects of the organisation external environmental. On the other hand, it is tend to
be Universalistic theory to better suggested that HRM is having direct impact on
performance organisation. Through effective Contingency theory can better suggested to
having effective interaction rather than liner relationship. Though contingency theory is also
one of better size and certain way of approaches are not relevant. As the Contingency
decision has been understood the internal as well as external fit. It is said that HRM practises
to effectively communicate with their employees effectively in order to get desired
outcomes.
 Having flexible working arrangement: It is one of most important HR practises
which has been used in TUI company. There are managers that providing proper and
flexible towards effective working on environment to the employees, through this
employees of TUI can work as per accordingly at their workplace. Further due to
Covid-19 pandemic, company has provided towards remote of work about many
employees. By provide them effective training and practise where they can develop
their productivity and works accordingly to the process of organisational profit anf
revenue.
 Performance Management: According to this HR practise, it is process of
analysing about effective employees performances and their work within working
environment. In this manager of TUI company, they are conducting performance
management program to analyse employees performances within working
environment (Gannile Ab Yajid and Azam, 2020). This practise would help to
development of employees productivity and made up the ideas to the managers who
is working hard and not. So this result is generate on time distribution of reward and
recognition. The manager of TUI company decides the reward on the basis of
performance development towards individual perspective.
 Online recruitment: It is one of recent innovative strategy on which every
company being a part of HR practices that being used in TUI company in order to

hire potential and fresh skilled candidates. As company are now engaging to
conducts online base recruitment in order to hire new employees who are eligible to
work according to the working company. They are providing better way of
flexibility towards the employees in order to attract them the brand.
M2 How human resources theory relates to practice in a specific organisational example:
On the basis of above utilised Contingency theory and universalistic theory is used in the
company in order to retain the employees for longer period and enhancing their productivity.
Further managers of the organisation that effective developing the opportunities for future. The
company is generally provide the rewards and recognition and having flexible working
environment towards employees in order to motivate them to develop the employee productivity
and potential. By providing training and development along with performance management
practises conduct by managers of TUI to mitigate the risk of Covid to generate productivity.
D2. Evaluate the human resource theory relates to better practises in specific examples.
Through better HR policies and strategies are the most important aspect to analyse because
it helps in development of organisational performance and their productivity as well. Some of the
theories about better HR practises regulates through Universalistic and Contingency theory
which creates direct impact on organisational performance (Ichsan, Santosa and Liriwati, 2020).
There can be include creativity and resources cost as well as quality is provide results is getting
engaged with employees and helps in development of better organisational profitability.
Task 3.
P4. Evaluate how appropriate changes management model which support HR strategy in
application of relevant organisation examples
In current generation, business are regulates to make and implement changes which
becoming fast approaches. It can address on technology and working environment. changes is
one of most important process on which it needed by every organisation during this Covid-19
pandemic. By implementing change management in workplace to measured positive outcomes
through different techniques, technologies along with organisation. The main objectives is to
implement strong process and to better adopt changes environmental through effective
techniques. There are some of change model are related to company which has been described
below:

Kotter’s change management model:
 Increasing Urgency: This is the first stage, it creates positive environment on which
manager motivate their employees towards process.
 Building a team: The company manager are determining the skills of a person this
responsible for completion of task.
 Get Right Vision: It is to undertake into account and not just the strategy of an
organisation. Managers of the organisation must focus on employees innovation and
contribute the positive outcomes.
 Communication: The managers are the one who effective transparent are communicate
effectively with people about their changes that being implemented.
 Get plan works: In this manager of TUI travel company provide support and collect
feedbacks of the employees.
 Focus on short term goals: To setting small goals and objectives in order to boost
employees performance and their effective potential aspects.
 Incorporate Change: The employees are facilitates rewards and recognition for their
better work and change their workplace as well.
 Don’t Give up: To mitigate the obstacles and implement changes to get overnight
effectively.
M3. Justifications for the application of chosen change management strategies
The change management strategies are more effective for development of organisation
growth and opportunities. There is model of Kotter change management model which helps
in determines on employees response to change implements to change (Kundu, Mor and
Gahlawat, 2020). This model consisting of eight stages support HR strategies in order to
develop their changes within better working environment.
D3. Critique how change management strategies, models and concepts could be implemented
together,
The change management strategies and model that helps in determines on employees
response to create better changes. It develops the employees potential and their productivity
and allows TUI company that develop the changes by mapping the environment. Some of
the strategies used to communicate effectively with employees. There are various set of HR
practises such as performance management, effective workforce planning and managing

employee work practises through better motivation. It has been impacted on through change
management model as because change management need proper training and development.
Task 4.
P5. Exploring how HR outcomes can be monitored and measured apply this specific
organisational situation.
The human resources outcomes are referred as the targets which a company is trying to
attain through better conducts human resources activities. The main activity of HR is to hiring
and provide training and development to enhance skills improvise in their firm towards a long
term. The outcomes about HR is required to be monitored and evaluated only by company would
be able to everyone analyse the performance of result its employees will take corrective actions
required. Some of the various methods has describe on which outcomes would generate and also
monitored which mentioned below:
 Cost per hiring: This involves the calculation when HR manager used to evaluate the
expenses that indulged in process of recruitment and selection as well as training and
development program included. In perspective of TUI company that evaluate the
calculation as per employee training with their performance so that can have proper
monitoring of their outcomes. Thus, this can be beneficial for hiring such as employee
and employer.
 Staff retention and Engagement: This is one of the most important part for every
company as manager always seek to retain employees and its having turnover as well as
retention rate. Through TUI company their manager can measure the outcomes as well as
make employee motivation through create systematic work engagement (Sajeevanie,
Opatha and Dissanayake, 2020). To reduce the employee work stress employee
engagement helps to provide positive working environment along with certain activities
on which staff can shows their dedication towards the company within the company.
 Staff Performance and value: Under this method of company measures the employees
potential and having effective performance along with calculation of overall revenue as
per individual staff which allows them to monitor the outcomes of TUI Human resource
through nine box. It also allows to measure the employees overall performances and the
application of revenue of per employees. Training and development and performance

management to improvise the skills and knowledge that would generate positive
outcomes.
P6. Discuss and evaluate how effective HR management and development can support
sustainable performance.
In following there are different ways through which management and development of HR in
order to support sustainable performance can be evaluate which has been mentioned below:
 Hire to invest and value: This method is related with provide proper direction to
employees over repetitive basis which specifically with having aim of developing
sustainable better expansion growth plan. The values of TUI company involves
innovation along with team spirit as well as aim to retaining more employees to have
better company. There are the values of certain matched with standards then TUI
company to accomplish goal for effective sustainable growth in workplace.
 Promote from within: This way to describe about hiring or promoting employees
having internal member who promote referred employees for higher positions as based
for performance. In perspective of TUI company to promote its employees within the
organisation then it will not need to spend time and money on hiring and provide
training and development towards longer period of time. It depends upon the values are
matched towards hiring and training new employees towards longer period of time.
M4. Make suggestions for HR development techniques applicable in a given organisational
situation and provide an account.
For provide suggestion about HR development techniques that refers about TUI company
which should apply the most influence techniques which comes under human resource
practises. In perspective of TUI Travel company their human resource manager mainly
focused on training and development and performance management practise that would
develop the employees skills and knowledge to gain more positive outcomes. If these two
important techniques applied in TUI company too enhance employees productivity by attain
positive outcomes effectively (Tuytens Vekeman and Devos 2021). When the performance
and development is properly measured effectively would allows team to have proper actions
which leads to successful accomplishment in sustainable performance growth for TUI
company. Therefore these are the techniques used to mitigate the challenges as well as
provide new opportunities where employees generate positive set of outcomes.

CONCLUSION
From above report, it is concluded through HR strategies and policies which are the most
essential aspects of the organisation. To discussed about some trends raise in today’s
environment as well as there are various kind of human resources strategies. Further there
are certain strategies which are used by company. Training and development and
Performance management created to employee performance benefits to gain more
development. To suggested the better techniques of human resource management which
helps to enhance the company productivity generates effectively within efficient manner.

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