Strategic Human Resource Management - IBM Assignment

STRATEGIC HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
1.1 Importance of the strategic human resource management....................................................1
1.2 role of the strategic management in an organisation............................................................2
1.3 Evaluate the contribution of strategic human resource management to the achievement of
an organisation’s objectives........................................................................................................3
LO2..................................................................................................................................................3
2.1 business factors that underpin HRM planning within an organisation................................3
2.2 Assess the human resource requirements in a given situation..............................................4
2.3 human resource plan for an organisation..............................................................................5
2.4 Critically evaluate how a human resources plan can contribute to meeting an
organisation’s objectives.............................................................................................................5
LO3..................................................................................................................................................6
3.1 The purpose of human resource management policies in organisations..............................6
3.2 Analysis of the impact of regulatory requirements on human resource policies in an
organisation.................................................................................................................................7
LO4..................................................................................................................................................8
4.1 Analyse the impact of an organisational structure on the management of human resources
.....................................................................................................................................................8
4.2 Analyse the impact of an organisational culture on the management of human resources. .8
4.3 Examine how the effectiveness of human resources management is monitored in an
organisation.................................................................................................................................9
4.4 Make justified recommendations to improve the effectiveness of human resources
management in an organisation.................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource management strategy is a connection between strategies and human
resource of the IBM.
Strategic human resource management is concern with the practice of
attracting,rewarding,retaining of the staff members and developing for the benefits of both the
employees as well as organisation. human resource department that practice with the strategic
human resource management is not able to do work independently they have to interact with the
other department of an organisation. in order to achieve their goals and then create the strategies
that align with the objectives as well as the organisation. This involves implementation of
different functions in the department of human resource(Gallus, J. and Frey, B.S., 2016.).
Human resource planning involves determining the current needs and the future needs of
the IBM. Human resource planning is like a link between overall strategic plan and human
resource management of the organisation IBM.
Reviewing Human Resource Management is also very important because it involves
modification of the human resource management if needed. The reviewing of human resource
management can be done annually, quarterly, monthly or as per specific requirement(El Dirani,
A.M. and Harwood, I.A., 2015.).
IBM is a multinational American company which is of Information Technology. Its
headquarter is in Armonk, New York. The company is having its operation in over 170 nations.
The company was founded in the year 1911. IBM is founded by Charles Ranlett Flint Thomas J.
Watson. IBM is having Ginni Rometty as its CEO, Chairman, and President. The company is
having its revenue around 80 billion usd, its net income as around 8 billion usd. The company is
giant with its number of employees as around 350000 in number as of 2018.(Nieves, J. and
Quintana, A., 2018)
LO1
1.1 Importance of the strategic human resource management
Importance of the strategic HRM on the performance gains with IBM are as follows.
Management of the employees-human resource management is concerns with the most
crucial asset of an organisation that is its employees-the main objective of the mangers are to
mange its ,employees both in the terms of efficiently and effectively .mangers of the IBM are not
provide the training sessions of their employees but also ensures that the employees fell

motivated and also valued ,and gets the appreciation in terms of rewards .continuous motivation
of the employees minimised the employment turnover rateShen, J. and Benson, J., 2016.).
communication-internal communication plays a crucial role in terms of both the
organisation as well as for the staff members,.companies such as IBM,SHRM make the effective
strategies within the employees and also for the betterment of the organisation. they ensures the
communication between the staff members and the high level management teams. through this
communication it can reduce the chaos as well as confusion between the employees and among
the top level management . it also ensures the new and innovative ideas from the employees
which is beneficial for the organisation(Taylor, T., Doherty, A. and McGraw, P., 2015.).
monitoring the performance of the staff members- SHRM managers strategies
include the analysing and the monitoring performances of the staff members as compare to the
set standards of the performance doesn't match with the set standard of the company
then ,mangers can take the appropriate steps to improve the performance of the employees.
1.2 role of the strategic management in an organisation
strategic human resource management assumes more importance as it provided the
human resource for the other organisation function also(Gallus, J. and Frey, B.S., 2016.).
basically there are two process of the strategic process given below
1. strategy formulation
2.strategy implementation
role in the strategy formulation- in this formulation scanning of the environmental is
followed,here it helps an organisation recognise its opportunities and also threats within the
external environment. through HRM provides the crucial help in scanning the existing
opportunities as well as threats.
here in this practice HRM also provides the information regarding to the internal
strength and weakness of the organisation. it also give the unique HR capabilities for the
company that enables the company to react on the quickly on the changing demands(El Dirani,
A.M. and Harwood, I.A., 2015.).
role in the strategy implementation
as it is sated above that strategic hrm provides the human resource interaction with other
function areas also .

it plays a vital role in the successful execution of the organisation's strategic business plan .it can
support the strategic business plan in some other ways also .such as HRM involved in the
execution of strategy related to the form of restructuring well as downsizing ,health care cost
and also the retraining of the employees.
1.3 Evaluate the contribution of strategic human resource management to the achievement of an
organisation’s objectives
The contribution of strategic human resource management to achieve IBM's goal is
immense. The IBM can achieve its goal of making more and more profit and investing that
profit in the growth of the organisation. This can contribute to the IBM in the following ways:
Managing the IBM infrastructure
By managing the infrastructure of the IBM, it can have the best infrastructure in the entire
industry. Which will attract the customer to buy more and more quality product of the
company(Shen, J. and Benson, J., 2016.).
Helps in planning
The contribution of strategic human resource management to achieve IBM organisation objective
by helping the organisation IBM planning. Planning plays a very crucial role in the growth of the
organisation which will help in executing the plan and no extra effort is required other than
planning in the organisation. There are so many benefits of planning such as it will reduce the
cost of the organisation, it will reduce time involved in the organisation to perform particular
taskTaylor, T., Doherty, A. and McGraw, P., 2015.).
Helps in doing Research
The strategic human resource management will contribute the management in achievement of its
goal by doing research in the organisation. The research will help the organisation to innovate
the product and develop it for the customer. This will enhance the innovation budget of the
organisation IBM and which will ultimately results in something new in the organisation which
have the potential to capture the market of the organisation(Taylor, T., Doherty, A. and McGraw,
P., 2015.).
Helps in hiring appropriate employees
The strategic human resource management will contribute the management in achievement of its
goal by hiring the appropriate candidate for the appropriate position in the IBM. This will
increase productivity in the IBM. Increasing the productivity in the organisation will lead to

profit in the organisation. If there is profit in the organisation then ultimately it will lead to
growth in the organisation(Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015.).
LO2
2.1 business factors that underpin HRM planning within an organisation
growth cycle and planning of an organisation- this stage creates a deep impact in the
HRM planning .the requirement for planning is felt when the organisation starts to grow in
various fields .mature organisation have less flexibility so they show less growth while new
organisation have high flexibility in each and every decision. so because of the more flexibility it
shows more growth .the decisions which are big and posses high risk are mostly taken some
timer and planning is kind of reactive. IBM company growth cycle takes time.
Type as well as strategy-it is very crucial to determine the organisation type because of
different factors such as production producers which is involved in the business,also the number
and the types of the employees needed. in addition to this managerial skills are also required. it
determines the requirements of an organisations. such as need of the additional employees comes
in the organic strategy(Gallus, J. and Frey, B.S., 2016.). The organisation anticipate its needs and
also plan them in early .there is also careful planing is needed as no vacant places is remained
there.
Time horizon-it affects the personal planning. a plan may not be too long as the change
in the environment .plans can be concerned as the short term plans such as 6 months to 1
year .long plans are around for 3 years to the 25 years.
the accurate life of a plan is not so possible as to detect it,plan can be delayed due to various
factors.
2.2 Assess the human resource requirements in a given situation
The requirement of the human resource in the given situation where the when The senior
vice president Mr Randy MacDonald arrived at IBM he found that the IBM was very much
focused on administration activities and this is not good. Considering the present scenario where
the IBM is too focused on administration as a core activity for example giving the pay checks to
the employees on time etc. such activities should not form core activities of the IBM and
activities such as Attracting, retaining, and motivating employees are all core and such
activities(El Dirani, A.M. and Harwood, I.A., 2015.). Here the human resource requirement by

the HR manager is to follow the instruction of the vice president by Attracting more and more
employees by offering more salaries to the potential employee which are working in the
competent companies. Retaining the potential employees of the IBM by rewarding them timely
and giving them incentives and promotion timely for the work done by them, this will make the
employee more loyal. And also by motivating the employees by performing activities by the HR
manager through which the employees of the organisation be always motivated. This will
enhance the productivity in the organisation.
The HR manager can also give timely training and development to enhance the skill level
of the existing employees and this will boost the performance of the employees and which will
make the IBM more profitable. Training will enhance the knowledge of the employees which
will make the employees more competent(Shen, J. and Benson, J., 2016.).
2.3 human resource plan for an organisation
By maintaining adequate employees -this is the crucial function of the HR department by
ensuring the enough people in an organisation and also provides the right job for the right
people. as needs of the employees is full filled by the managers of the IBM as employees feel
more friendly environment and also feel motivation .a fair recruitment of the people at vacant
vacancy. IBM ranked larger organisation in no of the employees once.
Helps in the change management -sudden change is very difficult for the employees of an
organisation,as developing new skills is a time taken process ,so in order to solve these kinds of
problems company can provided time to time training sessions so that employees adapt the
changes and also increase the efficiency and productivity both in terms of employees and
organisation. IBM brings different changes in technology for the company and employees adapt
these changes(Taylor, T., Doherty, A. and McGraw, P., 2015.).
Maximise the employee performance- company always motivate their employees for their
good work and keeps maximise their performance by increased their production capacity. staff
members increased the performance by providing proper training .motivation gives in the form
of monetary and non monetary reward. such as discounted health check-up,other vocational
trips provided to the employees so that they are more loyal towards the organisation.

2.4 Critically evaluate how a human resources plan can contribute to meeting an organisation’s
objectives
A proper plan is must and implementation of the that plan is even more important than a
good plan, human resource plan can contribute to a much greater extent towards the growth of
the organisation IBM which are mentioned below:
Effective cost
By doing effective planning the IBM will reduce its cost at much greater extent. IBM by a proper
human resource plan will make organisation more profitable. It will the organisation's objective
of consistent growth because the organisation will become more good at managing the
employees by a proper plan. Cost for the organisation is a very big issue, slicing it will lead to
generation of wealth to expansion(Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015.).
Time efficiency
A proper planning will lead to efficiency in time and the IBM will perform more work with the
given time. This will save time of the IBM and which will lead to perform more important task
by the organisation utilising that time and involving the organisation in growth of other factors.
Employment solution
Human resource plan can help the organisation achieve its objectives by having ready
employment solution for the IBM. This make the recruitment process easy and to hire employees
of the organisation will become more easy because having employment solution at its best will
lead to hiring of right individual for the organisation(Gallus, J. and Frey, B.S., 2016.).
Boosting Performance of the employees
Proper planning will help the organisation achieve its objective by boosting the performance of
the employees which is by if the plan is good then it will result in its best performance and which
will result in knowing faster way of doing the things and doing the things in right way.
Will result in Personal development of the employees
The organisation IBM can achieve its goal by proper allocation of resources and placing right
person at right job. This will ultimately results personal development of the employees as the
employees will now be performing right job and this will also make the employees more
motivated and more energetic because they got what they want in the job(El Dirani, A.M. and
Harwood, I.A., 2015.).

LO3
3.1 The purpose of human resource management policies in organisations.
Human Resource management's purpose in the IBM or the other organisation is at
Macro-level. HR takes care of organisation's culture and leadership. It have to also ensure that
there is consistent compliance of various rules and regulation mentioned under the laws such as
labour laws, employment laws, health and safety laws, ensuring that the employees are always
motivated towards the work, Administrative Responsibilities, HR policies and procedures must
be in parallel with the organisation such as IBM and also the other organisations, this for
example if the organisation is having its goal to increase its budget on technology, research and
development then HR Department should focus on hiring the best scientist, engineers for the
accomplishment of the goal, Preparing contracts of the employees, Training and development of
the employees, Research on various retirement plans and there benefits to both the company and
employees of the company, etc(Nieves, J. and Quintana, A., 2018).
So the purpose of the HR management policies to work for the organisation with the
motive of its consistent growth in long run. Because for example if the organisation is not
following the laws it can result in liabilities in the future and this will ultimately reduce the
growth of the organisation by falling its profits in the future. As a HR manager, its the utmost
duty of a HR manager to take care of the laws are followed consistently, also the above
mentioned factors should be followed consistently, and other then that as a HR manager, the
manager should also focus on how the job is designed like whether the employee will finish it on
time or not, how the work is distributed to the employee of the organisation, how is the
relationship of the employee with the employer etc(Shen, J. and Benson, J., 2016.).
3.2 Analysis of the impact of regulatory requirements on human resource policies in an
organisation
There is significant impact of the regulatory requirements on the human resource policies
in an organisation because as a HR manger, the manager have to change all its HR policies
accordingly. The HR manager have to make sure that all the policies are followed on consistent
basis to avoid the IBM from any liabilities in the future. The HR manager must consider federal
laws, state laws, local laws and also the the international laws a which includes generally the
laws related with recruitment, termination, benefits, minimum wage law, relation with the
labour,etc. Some of the laws are mentioned below:

Equality Act 2010:
The aim of this act is to harmonise discrimination law. According to this law all employees are
equal and must not be discriminated or terminated by the HR manager on the basis on gender,
age, disability, sex, etc. As a HR manager, its the responsibility of the HR manager is to imply
this law constantly which will help the IBM to be a developing company(Taylor, T., Doherty, A.
and McGraw, P., 2015.).
Fixed Term employees Regulations 2002:
The fixed term employees must not be contrasted in comparison of permanent employees and the
manger and the HR of the IBM should not give the Fixed Term employees less favour because
they are equally compatible with the permanent employees. As a HR manager it is very
important for him to make sure that IBM comply with this law as this will impact the IBM in a
positive way and can also impact the IBM in a negative way if it is not followed in the form of
respective penalty(Taylor, T., Doherty, A. and McGraw, P., 2015.).
Employee Polygraph Protection Act 1988:
According to this act the employers are prevented from telling lie to the employee. As a HR
manger it is very important for the HR manager to ensure that the employer is not telling lie and
not giving falsify information to the employee because this will benefit the employer as all is
happening in a good faith. As a HR manager it is very important for him to make sure that IBM
comply with this law because if not followed it can impact the IBM in imposing penalties to the
IBM.
LO4
4.1 Analyse the impact of an organisational structure on the management of human resources
IBM organisation structure, the meaning of it is how certain activities of the organisation
are directed with the aim of achieving the goal of the organisation. The activities can be
responsibilities, rules and roles. Here the information in the IBM flows from top to down so it
will impact the management of the human resource to also pass the information in the same
manner to the lower level department from the upper level department. This will ultimately help
the IBM which have designed the structure to achieve the goal of it, it can impact the
compensation of the employees, recruiting and hiring process of the employees, etc. IBM is a

Centralised organisation and is a large organisation which follows Multidimensional structure so
as a HR manager should comply with the structure(Jamali, D.R., El Dirani, A.M. and Harwood,
I.A., 2015.).
Hierarchy is specific in the IBM. As a HR manager it would be the duty of the HR
manager to follow that Hierarchy because a organisation which is successful defines each
employee's task or job and also how it is best fitted in the overall system of the IBM. So as a HR
manager, the HR manager of each operating segment should be divided accordingly because
each operating segment operates with its own organisation.
4.2 Analyse the impact of an organisational culture on the management of human resources
The meaning of the organisational culture in the IBM is the assumptions, values, beliefs
which contributes to the environment of the organisation socially and psychologically it has its
own impact on the management of the human resource by the way that they are required to
follow the culture of the organisation(Gallus, J. and Frey, B.S., 2016.). Like the IBM follows
Team oriented culture than as a HR manager it is the duty of the manager to distribute the work
to each member of the team. IBM organisation culture is also detail oriented the the HR resource
must do a detailing in the product and also perform each task assigned in detail and also
generating the detailed report of the work do;ne by the employees. IBM employees are paid well
for the work performed by them is also the responsibility of the HR manager, The compensation
of the employees will be impacted by the culture of the organisation which is of detailing in the
work. Also the IBM organisation culture is outcome oriented then this will impact the training
and development of the employees as the employees will be provided the top notch training and
it will result in more accuracy in work(Taylor, T., Doherty, A. and McGraw, P., 2015.).
IBM organisational culture includes Stability of the employees so the HR manager should
fulfil the demands of the employees to make them stable towards the work. IBM, also believe in
innovation and this will impact the employees to be hired which are possessing more and more
innovative ideas. So as a HR manager it is the responsibility of the HR manager to hire more
innovative people in the organisation.
4.3 Examine how the effectiveness of human resources management is monitored in an
organisation
The monitoring of human resource management means to gather the information of the
employees about the activities of the employees and also the location in which the employees are

located by using various methods and this will help the IBM in understanding the behaviour of
the employee, characteristics of the employee, etc. which ultimately help the employees in
increasing the productivity of them. The forms of monitoring can be different or there are many
ways of monitoring such as Email, Voice Recording, Video Surveillance etc. The effectiveness
of the employees is monitored by placing the employee where the employee is actually from and
also where the IBM is located this will result in more saving of the employee and also an
employee with more saving will perform well as the employee will be much satisfied and this
will ultimately result in effectiveness of the Human Resource management. The information of
the activities are also gartered of the employees which will help in deciding whether to give
promotion to the employee or not this will impact the Human resource management in a
effective way because the employee will be given the promotion on the basis of fair evaluation of
them and this will also boosts the other non promoted employees to perform at that level. So
being a HR manager of the IBM, the manager should manage the employees according to the
performance of them in the organisation(Gallus, J. and Frey, B.S., 2016.).
4.4 Make justified recommendations to improve the effectiveness of human resources
management in an organisation
The justified recommendation to improve the effectiveness of the human resource
management in IBM are as follows:
As a HR manager of the IBM it will be the the most important thing to improve the effectiveness
of the human resource management can be improved by:
Improvement in the hiring process
The employees of the IBM must stay with the IBM for the long time and do not quit the job
easily. For this as a HR manager of IBM, the manager must improve the hiring process which
can be done by making the hiring process more rigorous.
Training and Development
The HR manager of the IBM should make the employees of the IBM very competent by giving
them proper training and developing the skills required to perform the job and also pay them
accordingly(El Dirani, A.M. and Harwood, I.A., 2015.).
Recreational activities encouragement for the HR management
Encouraging recreational activities in IBM will lead the employees to be motivated and will keep
the minds of the employee fresh and ready to deal with any adverse situation or any complicated

task in the organisation, here as a HR manager of the IBM it is the duty of the manager to keep
the employees of the organisation always fresh by arranging for them recreational activities like
yoga, mediation, etc. which will make the employees of the organisation spiritually sound.
Rewards for the extra work to the HR management
If the employees are working more than it is very fair for them to expect more, and to meet the
expectation the employer or the HR manager of the IBM must pay rewards to the employees
which can be in the form of cash or kind. This will motivate the employees to work more and
this will lead more and more revenue generation for the company(Nieves, J. and Quintana, A.,
2018).
Using the Technology
IBM can improve the effectiveness of the employees or human resource management via its
sound technology which will help the IBM in performing the task more quickly and easily
without any delay in work or consuming less time. For example giving training to the employees
by video conference will lead to quick conveying of the message to the trainee and which will
ultimately benefit the IBM overall.
Work always on quality
A work done of quality is always appreciated. IBM should always understand the quality of the
product and how to grade it and how to label it. Without increasing the budget or price
improving the quality of the product. Product here can be good employees and hiring them at
low cost and high productivity(Shen, J. and Benson, J., 2016.).
CONCLUSION
The above mentioned data have conclusion related with Explain the importance of
strategic human resource management in organisations, how important it is towards the
organisation IBM to do strategic human resource management. The organisation IBM have to
work together with the human resource management. Under this it is also described the purpose
of strategic human resource management activities in an organisation, which will help the IBM
in its overall development. Evaluating is also done relating to the contribution of strategic human
resource management to the achievement of an organisation’s objectives. A human resource plan
is also developed which describes how a organisation can achieve its goal. What are the benefits
of the planning in the organisation to achieve the goal of the IBM. It also undertakes what are the
factors to be considered in human resource panning(Jamali, D.R., El Dirani, A.M. and Harwood,

I.A., 2015.). Under this it is also mentioned how the human resource plan can contribute towards
meeting the goal of the organisation or objectives of the organisation. It is also mentioned what
is the purpose of human resource management policies in the organisation. Analysing the impact
of regulatory requirement explaining certain laws. Under which certain laws such as equality
law, Fixed term employment law, etc. are mentioned, which also says the impact on the
organisation. The impact of an organisational structure on the management of human resources
are also mentioned which shows the importance of the human resource management. The IBM
culture such as its belief and its impact on human resource is mentioned here. The effectiveness
of human resources management is monitored in an organisation examination of that is also
mentioned(Gallus, J. and Frey, B.S., 2016.). How the IBM can improve the effectiveness of
human resource management by implementing various methods in the organisation such as
recreational activities, giving rewards to the employees, giving appropriate training to the
employees.

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