Strategic Human Resources Management - Desklib

Learn about strategic human resource management and its impact on organizational effectiveness. Evaluate change management models, monitor and measure HR outcomes, and explore effective HR management and development techniques for sustainable performance and growth.

Strategic human resource management

Table of content
• INTRODUCTION
• Evaluation of appropriate change management models that supports HR strategy
in organization
• Valid justification for application of chosen change management strategies, models
and concepts

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• Discussion of monitoring and measuring HR outcomes along with
application within organization
• Evaluation of effective HR management and development that supports
sustainable performance and growth to meet objectives of organisation.

INTRODUCTION
Strategic workforce plan ensures that that right candidate is allotted the right
job and at the correct moment. This process sets human resources of the
organisation for identifying the talented requirements that are associated with the
future objectives of the organisation.

Evaluation of appropriate change management models
that supports HR strategy in organisation
Change management refers to a systematic approach which helps to deal with
transition as well as transformation of goals, process as well as technologies of
organisation. Main purpose of change management is to implement different
strategies which helps for effective change, controlling of change as well as adaption
of changes.

Kotter's change model:
It is one of model for change management which is introduced by John Kotter in the
year 1996. This model consist eight important steps for purpose of implementing
changes. These steps can be followed by managers of Asda for implementing changes.
• Increasing urgency is the first step in this model in which a sense of urgency can be
created by managers of Asda among employees which motivate as well as engage
employees.

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• Managers of Asda needs to be also transparent while implementing
changes and communicating with people for purpose of implementation of
change.
• In next stage, managers of Asda needs to get support from employees with
removing roadblock along with collection of feedback from employees.
• In change management, managers of Asda needs to focus on short term
goals instead of focusing on end results.

Lewin’s Change management model
• This model is easy as well as simple to understand the framework for change
management. This model involves three steps, that are, unfreezing, changing
and refreezing.
• By recognizing these three different stages of change management model, an
organisation can plan to implement new strategies within the workplace.

McKinsey
McKinsey is another change model which helps management of company to
implement long lasting changes. There are different categories which should be
understand by managers of Asda for purpose of implementing changes.
• It is refers to plan for action, road map and blueprint which helps to identify ways
an organisation again competitive advantage as well as leadership edge.

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• Share values are core values of a company according to which it is works.
• The manner in which an organisation adopt change is consider as style.
• Staff is workforce as well as employees who has working capabilities.
• Skills refers to competencies posses by employees to work in a business.

Valid justification for application of chosen change
management strategies, models and concepts
From above discussed models, it is justified that Kotter's change
management model helps in forming the strong leading alliance and
generates a sense of urgency as well as builds a strategy and vision. This
model facilitates in eliminating the obstacles and empowers the human
resources for action and generating short-term objectives.

Discussion of monitoring and measuring HR
outcomes along with application within organisation
Human resource metrics are operational methods, stating the
efficiency and effectiveness of an organisation in terms of HR practices.
They leverage the authority of information to help Asda in making the
business decisions that helps in driving a better outcome for the respective
company and its human resources.

In monitoring and measuring the outcomes of human resources, the process involves some
points that are to be considered at the time of measuring the outcomes. These points
includes:
• What should be the employee churn rate?
• What should be the absenteeism rate?
• How much employee engagement is there with their task and the organisation?
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The usual metrics for assessing the outcomes of human resources
consists of some points. These points are discussed below:
•Absenteeism rate
•Employee productivity rate
•Employee net promoter score

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The following points must be taken into consideration while measuring the
internal efficiency and effectiveness of human resources:
• What should be the costs-per-hire?
• Is recruitment done through most effective channels?

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There are several common metrics that are used to assess the internal efficiency
of human resources within the organisation. These metrics are as follows:
• Average time taken to fill the vacant seats
• Analysis of recruitment channels
• Cost-per-hire

Evaluation of effective HR management and development that supports
sustainable performance and growth to meet objectives of organisation
Human Resource Management plays a vital role in an organisation by
managing employees and their task in order to improve its performance and growth
and also help them to achieve their organisational objectives. HR management helps
organisation by recruiting best suitable, organising learning and development
programs, building employee relation, compensation and importance.

Hire to Values and Invest
HR management of an organisation is mainly focus on hiring values and
invest them in order to make sustainable growth and achieve organisational goals in
effective manner. The values which make employees potential leaders of the
organisation are compassion, innovated, or being team spirited.

Promote from within
The employees get promotion within an organisation this will make
good leadership to them and their other employees also motivated from this.
Promoting employees within an organisation make HR management more
strong and also support it to improve its sustainable performance and
growth.

Quality management
Quality management approach helps in the long-term succession of the
organisation through customer satisfaction. This method helps in
improving the processes, products and services as well as culture of the
organisation.

Creating a long- term leadership solution-
By hiring values and promoting within a organisation creates long-
term leadership solution which play essential role for making HR
management support sustainable growth in a company.

Motivating Employees
HR management of an organisation motivate employees to improve its
efficiency and values in order to become future successful leaders for the
organisation. Motivated employees help organisation to improve its sustainable
performance and growth and also help them to achieve organisational objective.

Follow organisational strategy-
HR management of the organisational should always follow its
organisational strategy in order to complete its task within time and help
organisation to support sustainable growth and performance in order to meet
its organisational objectives.

Suggestions for HR development techniques applicable in given
organisational situation and their contribution in sustainable
performance and growth
Human resources supports the sustainable performance as well as growth by
recruiting to values and spending in professional development, creating a long-
duration leadership solution, promoting from within.

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• Sustainable growth: It defines that growth which is ethical, responsible and repeatable
for and to future as well as current organisational objectives. Sustainable HRM
generates motivation, values, skills and trust to achieve long-term sustainability.
• Strategic HRM puts emphasis on internal factors of the workplace instead of
considering the external resources which influence the performance of the organisation.

CONCLUSION
From above explanation, it is concluded that the process of strategic
workforce planning sets employees of the organisation in recognising the
talented requirements that are associated with the future targets of the
company. Within the existing report, the evaluation of models of change
management is considered.

REFERENCES
• 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), p.17.
• Portnykh, S.M., 2019. Components of strategic human resource management system in
an organization. In Актуальные проблемы социальной и экономической
психологии: методология, теория, практика (pp. 138-147).

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