Strategic Human Resource Management

This report discusses the current trends and developments that influence an organisation’s HR strategy, external and internal factors that influence HR strategy and practice, and change management models that support HR strategy. It explores the growth and development of strategic HRM and how human resources theory relates to practice in a specific organisational example. The report also discusses how HR outcomes can be monitored and measured and how effective HR management and development can support sustainable performance and growth to meet organisational objectives.

Strategic Human
Resource Management
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Table of Contents
Introduction......................................................................................................................................4
Task 1 ..............................................................................................................................................4
P1 Current trends and developments that influence an organisation’s HR strategy...................4
P2 External and internal factors influence HR strategy and practice..........................................5
M1 Influences of the external and contextual developments .....................................................7
D1 Critically evaluate the influences of key external and contextual developments, applying
relevant theories, models and concepts.......................................................................................7
Task 2 ..............................................................................................................................................7
P3 Apply relevant theories and concepts relating to the growth and development of strategic
HRM ...........................................................................................................................................7
M2 How human resources theory relates to practice in a specific organisational example........8
D2 Evaluate how human resource theory relates to practice in a specific organisational
example.......................................................................................................................................8
Task 3 ..............................................................................................................................................9
P4 Change management models support HR strategy ...............................................................9
M3 Justifications for the application of chosen change management strategies, models and
concepts, and demonstrate how they effectively support HR strategy.....................................10
D3 Critique how change management strategies, models and concepts could be implemented
together,.....................................................................................................................................10
Task 4 ...........................................................................................................................................10
P5 Explaining how HR outcomes can be monitored & measured and apply this to a specific
organisational situation.............................................................................................................10
Discuss and evaluate how effective HR management & development can support sustainable
performance and growth to meet organisational objectives......................................................11
Make suggestions for HR development techniques applicable in a given organisational
situation and provide an account of how they could be applied and how they contribute to
sustainable performance and growth.........................................................................................12
Critically reflect on how HR monitoring and evaluating techniques contribute to sustainable
performance & growth, addressing potential consequences of their implication.....................12
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Conclusion.....................................................................................................................................12
REFERENCES..............................................................................................................................14
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Introduction
The term strategic human resource management refers to an approach towards human
resource which provides solution to different organisational challenges as well as contributes to
the achievement of organisational goal. The main aim of strategic HRM is to is to enhance the
organisational overall performance as well as upholding its culture towards innovation and
competitive advantage. It is a process of identifying the current and future HR needs and
demands for a firm to achieve their objectives and goals. Strategic HRM includes holistic view
with an aim of gathering best suitable team for company's project that leads to business success
& growth (Nicholson, 2021). The present report comprises of key current trends or developments
that has an influence over strategies of human resource, an analysis towards external as well as
internal factors along with some theories that relates to the strategic development and growth. In
continuous to this, a critical evaluation upon change model is done with a proper explanation for
the outcomes of HR which are being monitored as well as measured in a particular situation.
Lastly, the concept of HR management & development is studied which plays a role in
supporting sustainable performance & growth in order to attain objectives of British Airways.
British Airways is a UK based Airline company which offers tourism services to the clients
across the globe.
Task 1
P1 Current trends and developments that influence an organisation’s HR strategy
HR strategy is the one of the aspect of an organisation which helps in enhancing
productivity of the employees and helps in development of organisation benefits. There are
certain current trends which results in influencing British Airways HR strategy. These current
trends are discussed below :
 Globalisation and its implications : Businesses now a days going global in order to
expand their operations and enhancing their customer base as well. In context with
British airways, company is developing their operations in other countries. This is one of
the current trend used by organisation manager to enhance profits an customer base
(Balogun, 2021). Further, use of latest technologies and following all government rules
and regulations will be resulting in enhancing organisational; productivity and leads to
have enhancing in profitability. On the other hand, there are certain challenges could be
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faced while being globalised, such as recruiting issues, cultural and diverse workforce,
language barriers etc. these should be consider in mind as well.
 Promote diversity and inclusion : Diversity in workforce is playing a major role in
enhancing organisation productivity (Ni, Zhang and Deng, 2021). When workers belongs
from different cast, ages and beliefs and values. This results in engaging of employees
wit each other and belonging to the that of community. This helps in development of
positive culture and learning something new within workplace transformation. Employers
should develop that type of environment which resulting in being confident while sharing
employees problems and issues. Further, they should helps in boosting employees
performance.
 Trend of Work from home : Covid 19 pandemic has made a whole world as new
normal. This has shifted towards working from home. It has shifted towards overnight
and results in working remotely as a flexible working environment (Nudurupati,
Garengo, and Bititci, 2021). In context with British Airways, they have also work
remotely for the safety of employees. It helps them in getting flexible working
environment and doing online work and attending online meetings as well. Company is
providing remote work to the employees for full time and helps them in engaging with
new technologies.
 Employee wellness programmes : With having a fast pace and competitive race, stress
level of employees getting rise and employees are feeling demotivated while performing
their task. To keep mental health on intact, it is to work systematically. This is the current
trend which is influencing the British airways HR strategy. It is to maintaining proper
work life balance and well being of the employees. This results in engaging and creating
loyal workforce.
P2 External and internal factors influence HR strategy and practice
Internal factors
 Operational strategies : Changes in operational strategies impacts more on the HR
practises because for introduction of new IT systems and processes require new staff to
training (Brandão, Veloso and Moura, 2021). So for having more effective workforce, it
is important to recruit those candidates who can develops their organisational growth. So,
this can affects the HR strategy of recruiting and practice.
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 Financial strategies : This is the another factor which can create a impact on HR
strategy and practise. This is a decision regarding reducing of costa by training that could
be resulting in changing in training programmes. Financial strategies is the internal factor
which can results in impacting the HR strategies and practises of British airways.
 Level of growth : This impacts the company rate and current growth of the organisation.
Company is making focus on recruitments and staffing. British airways, is having greater
focus on the employee retentions and improving in their organisation culture and
workplace environment (Speights, 2021). This develops take the regrettable decision so
that to loose some of their staff members.
External factors
 Technological changes : Technological changes can directly impact the strategy of HR
of British airways. As when new and modern technologies are coming in market, so
company has a pressure to use them and these can be used by employees if they are
having proper training of using it in effective manner. Also, a rapid increase in
technologies resulting in making effective communication between business and
employees.
 Economical changes : The other is economical changes, it includes change in level of
unemployment and labour market will affects supply of available employees and their
pay rates as well (Antwi, 2021). British airways is getting affected by after global
pandemic a lot. They are creating impact on the HR strategies which resulting in supply
of available people and their wage rates.
 Political and legal changes : They are impacting the HR strategies of British airways.
This is the legislation on some of the areas such as maximum working time and the other
employment rights which could directly impacting the workforce remunerations and
planning. There are different government in different states which resulting in paying
different wages to their employees. So this impacts remuneration and wages provided by
company to their employees.
 Emerging industries : this could impact on hiring of the employees within British
airways. When economy is going through recession, so this cause hiring of new
employees and high volume from qualified candidates (Schlichter, and Buchynska,
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2021). A larger pool of workforce ill be resulting in allowing an organisation to be more
selective and choosing of an candidates.
M1 Influences of the external and contextual developments
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 British
airways 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, applying
relevant theories, models and concepts
Some of the factors like changes in economy and changes in organisational structural and
technological changes etc. this helps in affecting overall organisational strategy (Adobor, Darbi
and Damoah, 2021). These should be considered in mind while having basic requirements of the
individuals and employees as well. Some of the frameworks like contingency and universalistic
theory can affect the HR strategies and their profit abilities and revenue as well.
Task 2
P3 Apply relevant theories and concepts relating to the growth and development of strategic
HRM
Contingency theory is refers to suggest that HRM must be consistent within all other
aspects of the organisation external environment. On the other hand, universalistic theory
suggested that HRM is having a direct impact on performance of organisation. Contingency
theory suggested to be having interactions rather than being simple linear relationships. In
contingency theory, one size fits all the approaches which is inappropriate. Contingency
decisions are being understood on internal and external fit (Urban, 2021). It is said that HRM
practises should be internally fit so that employees could work together an could be able to
communicate with their employees effectively in order to get desired outcomes. In relation with
British Airways, their managers take 360 degree feedbacks from their employees. For example-
As per the views of British airways, “leaders accept the employees works and they recognise and
manage the worst qualities of employees”. Also, their recruitments process is aligned with the
cultural and strategic requirements of the company. Company is having 36 million people
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working there and they have to provide proper training and development sessions to them.
Further, they are providing bonus schemes, discount shares and tax free shares to the employees.
Some of the HR practises used in British airways by their managers are discussed below :
 Flexible working arrangement : It is one of the most important HR practises which is
used in British airways. Managers are providing proper and flexible working environment
to the employees so that they could work accordingly and even relax at their workplace
( Wilkinson, Dever and Porteus, 2021). Further, due to this Covid 19 pandemic, company
has provided remote work to many of the employees so that they could develop their
productivity and works according to the process of organisational profits and revenue.
 Performance management : Performance management is the process of analysing
employees performance and their work within working environment. Managers of British
airways are conducting performance management programmes in order to analyse
employees performance within working environment. This helps in development of
employees productivity and made an ideas to the managers who is working hard and who
is not (Paulet, Holland, and Morgan, 2021). So this results at a time of distribution of the
rewards and recognition. If employees is working hard then they get rewards as well.
 E- recruitment : This is one of the effective HR practises that is being used in British
airways in order to enhance employees productivity and potentials. Company is now
conducting E- recruitment in order to hire new employees who are ready to work
according to the requirements of company. They are providing flexibility to the
employees in order to attract them towards the brand.
M2 How human resources theory relates to practice in a specific organisational example
Human resource theories like contingency and universalistic theory is used in the
company in order to retain employees for longer time and enhancing their productivity. Further,
managers of the organisations are developing their opportunities for future. Company is
providing rewards and recognition and flexible working environment to the employees in order
to motivate them according to develop their employees productivity and potential. Flexible
working environment is helpful at a time of Covid 19 pandemic (ALSAFADI, and ALTAHAT,
2021). As most of the employees are given remote working environment and work from home in
order to develop their productivity and potential.
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D2 Evaluate how human resource theory relates to practice in a specific organisational example
HR policies and strategies are the most important to analyse because this helps in
development of organisational performance and their productivity as well. Some of the theories
of HR is contingency and Universalistic theory which creates direct impact on organisational
performance. There are certain strategic and practises of organisation which could not be change
and consistent (Sony, Antony and McDermott, 2021). These includes innovation, costa and
quality which is resulting getting engaged with employees and helps in development of
organisational profitability.
Task 3
P4 Change management models support HR strategy
Now a days, business environment is changing towards becoming fast approaches. It can
be in terms of technology and working environment. Change is the most important process
which is needed by every organisation after this Covid 19 pandemic. Change management results
in changing of different things like techniques, technologies, organisation core values and beliefs
(Chiu, Nahrgang, and Tesluk, 2021). HR manager help change management in getting two
principal ways. These are first is make sure that general change objectives and aim are met by
involved in the designing and execution stages with the managers; and the next is using their
acquaintance with the company workers to understand their expectations during the time of
change. The main objective is to implement strong process and to adopt change environmental
and techniques. There is a change model related to the company which is discussed below :
Kotter's change management model
 Increasing urgency : This is the first stage which creates urgency in employees in order
to motivate and engage them towards the process.
 Building a team : Company managers are determining the skills of a person this is
responsible for completion of the task.
 Get right vision : It is to take into account and not just the strategy of an organisation.
Managers of the organisations should focus on employees innovation, creativity and their
emotions.
 Communication : Managers should be transparent an communicate effectively with the
people about their change is being implemented (Jooss, McDonnell, and Conroy, 2021).
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 Get things work : In this managers provide supports and collect feedbacks of the
employees.
 Focus on short term goals : Setting of small goals and objectives in order to boost
employees performance and their potential.
 Incorporate change : Employees are given rewards and recognition for their better work
and change their workplace as well.
 Don't give up: Obstacles are unavoidable and changes could not be overnights.
M3 Justifications for the application of chosen change management strategies, models and
concepts, and demonstrate how they effectively support HR strategy
Change management strategies are more effective for development of organisational
growth and opportunities. There is a model of Kotter's change management model which helps in
focusing on employees response to change (Wang, Cai, and Xiang 2021). This model consisting
of eight stages which supports HR strategies in order to develop their change within working
environment.
D3 Critique how change management strategies, models and concepts could be implemented
together,
Change management strategies and model helps in focusing on employees response to
change. It develops employees potential and their productivity and allows British airways to
develop change in their working environment. Some of the strategies used to communicate
effectively with the employees. There are various HR practices such as performance
management, workforce planning and managing employees motivation (Rakova, Yang, and
Chowdhury, 2021). These are being impacted by the change management model. Because
change management needs training and development sessions in order to make changes within
workplace.
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Task 4
P5 Explaining how HR outcomes can be monitored & measured and apply this to a specific
organisational situation
The human resource outcomes are refereed as the targets which a company is trying to
attain through the conduct of human resource activities. The main activity of HR is to recruit,
train, develop and retain skilled employees in their firm for a long term. The outcomes of HR is
required to be monitored and measured because through this evaluation only a company would
be able to analyse the performance or results of its employees and will take corrective actions if
required any (Bratton and Gold, 2017). There are various methods or indicators through which
the outcomes can be monitored in British Airways which are mentioned below: Cost per hiring: This involves a measurement of all expenses that is indulged in the
process of recruitment and selection of an employee. British airways can calculate per
employee hiring cost and compare with their performances so that can have a proper
monitoring of their outcomes such as whether it is beneficial for hiring such employee or
not. Staff retention & engagement: This is another matrix of measuring the outcome of HR
by monitoring the satisfaction level of employees, their turnover rate as well as their
retention rate. British Airways through this can measure the outcome in a way like how
much of the staff would recommend other for their company, how much the employee's
are dedicated, for how much time period an employee wish to stay in their company
(Desarno and et. Al, 2021) .
 Staff performance and value: Under this method a company measures the employees
potential and performance along with a calculation of overall revenue per staff which
allows them to monitor the outcome of HR. British Airways conducts this through a nine
box matrix that allows them to measure the employee's performance and an application of
revenue per employee formula.
Discuss and evaluate how effective HR management & development can support sustainable
performance and growth to meet organisational objectives
There are different ways through which the management & development of HR in order
to support sustainable performance can be evaluate which are mentioned below:
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 Hire to invest & value: This method is related with provide guidance to employees over
repetitive basis specifically with an aim of developing sustainable expansion & growth
plan. The values for British Airways involves innovation, team spirit, as well as an aim of
retaining more employees so to have a better company. If the values are matched with
standards then British Airways is able to achieve its goal and have a sustainable growth
performance (Ozbilgin, 2020).
 Promote from within: This way talks about hiring or promoting employees internal
members for higher position based on to their performance and company's need. If
British Airways is able to promote its employee's from within the organisation then it will
not need to have spend time & money on hiring and training new employees and also will
be able to retain its employees for longer term. Through this British Airways can develop
a sustainable organisational growth and achieve its goals.
Make suggestions for HR development techniques applicable in a given organisational situation
and provide an account of how they could be applied and how they contribute to
sustainable performance and growth
The suggestion for HR development technique is that British Airways should apply the
above listed techniques in regular context with constant monitoring at each step so that can find
the deviation if occur at any and take corrective actions for it. The techniques are applied by
analysing the HR and employee's performance along with a development of proper plan for the
same so that can have sequential and flawless application. If the techniques are applied and
performance is measured in proper and effective way then the managers of monitoring team will
have proper results about the performance and can measure them with the standards in effective
manner. When the performance and development is measured effectively this would allow team
to have proper actions which will lead them in successful achievement of goals as well as
sustainable performance growth for British Airway (Pham, N.T and et. al., 2020).
Critically reflect on how HR monitoring and evaluating techniques contribute to sustainable
performance & growth, addressing potential consequences of their implication
A continuous HR evaluation and monitoring will present the current status of the
employees which will allow to find the variation in their performance and a chance of rectifying
the same at the moment so that this will not effect further work or operation. If the evaluation is
conducted at right time then the management or HR can decide upon the things which provides a
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large scope of achieving sustainable performance and growth in future (Salas‐Vallina, Alegre
and López‐Cabrales, 2021). The consequence of its implication could lead to delay in
achievement of organisational goal as the evaluation process takes time, on the other hand the
employees of British Airways can get frustrated at a point or can have demotivation as their
performance is evaluated at each step which gives a feeling of non trust among them.
Conclusion
From the above, it is concluded that HR strategies and policies are the most essential
aspects of the organisation. There are certain current trends which are coming in today's
environment and there are various internal and external factors which can impact organisation
human resources strategies. Further, there are certain theories and strategies which are used in
British airways which helps in becoming consistent and development of the employees
productivity. Further, change is the most important for the organisation in order to stay within a
market. In addition, it is necessary to adopt changes and monitor all the performance which is
conducted. So it is used to meet organisational goals and meet sustainable working environment.
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