Strategic Human Resource Management: Theories, Practices, and Recommendations

HRM
Strategic human resource management
Student’s name
10/6/2019

Strategic human resource management 1
Contents
Introduction......................................................................................................................................2
Task 1...............................................................................................................................................2
Relationship between business strategy and human resource strategy........................................2
Strategic Theories of strategic human resource administration are-...............................................3
Best human resource practices of performance management and rewards-....................................5
Recommendations............................................................................................................................6
Task 2...............................................................................................................................................7
Employment relations......................................................................................................................7
The theoretical perspective of employment relations-.....................................................................7
Role of actors within employee relationship-..................................................................................8
Changing nature of the employment relations.................................................................................8
Recommendations............................................................................................................................9
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

Strategic human resource management 2
Introduction
When we talk about strategic human resource management, it mainly high spot the various
business goals, which are set by the organization with the help of various resources in order to
foster innovation, generates employee’s motivation, satisfaction, productivity and eventually
working over the overall enhancement of the performance in long run. Other than this, it has also
seemed that such aspects help the companies to solve the business objectives and obstacles or the
issues, which may arise within the direct purview of HRM (Buller, and McEvoy, 2012).
In overall aspect when we see the strategic management aspect it mainly highlights the various
objectives and plans which in favor helps or benefit the organization for improving itself at large
and along with this, they also practice in developing an entire philosophy, which helps in
nurturing the modernization, resistance, and modest benefit. Lastly, in an organizational term
planned management human resource it majorly talks about the receiving and participating in
various HR purposes, which additionally helps the organization in the devising and operating of
various the commercial policies by executing various Human resource doings (Williams,2017).
Task 1
Relationship between commercial plan and human resource
plan
When we talk about the business strategy and human resource aspect, it mainly highlights the
stronger relations and connectivity amongst these two. Moreover, in terms of the human resource
aspect, it mainly highpoints the participation of the executive management team, which are
conferring with the human resource specialists in order to grow the various other goals for both
the human resource and for the overall businesses. Therefore, business strategies there are
various important aspects for which CEOs and other management executives apply various HR
does such as organizational projects and response from the employees, which are well calculated
and skilfully transported in order to improve the complete proposition, which helps in driving
success of the employees as well as organization at large (Soomro, and Shamsi, 2018).

Strategic human resource management 3
Furthermore, when we talk about in concern to human resource strategy, it mainly highlights
information about the various rules and guidelines, which are made within the association for the
various employees. Moreover, the development of the human resource strategy helps the
company in recruiting and fetching the best of all employees to improve the overall performance
and productivity within an organization. Hence, due to such an aspect, it is realized that human
capital and human resource is considered as the most valued resource for an association.
Additionally, in terms of vertical alignment aspect, such meant strategies help in safeguarding all
set of policies, which are mainly in concern to the companies objectives, mission, vision, and
defined goals. All these strategies are prior set by the organization in order to highlight the
multiple aims, and mandatorily such approaches are mainly linked to safeguarding the set
objectives, which are to be applied efficiently in order to fulfill the set goals of the organization
(Burns, Goldsmith, and Sen, 2014).
In terms of horizontal arrangement or horizontal incorporation highlights the businesses who
expand themselves parallel in size, diversify their product and offerings. Such practices that are
adopted by the organizational are meant successful because this generates an ability to generate
more revenue together rather we compare a single build company. By adoption of such a strategy
also helps the company in cutting major costs in technical aspects, production, and distribution
and in terms of research and development aspects. For example, companies like Instagram,
which are newly, formed works with Facebook, Starwood hotel and resort who apply horizontal
integration by acquisition with the Marriott worldwide in the hospitality industry (Anitha, 2014).
Therefore, from the above discussion, it is seen that today’s business environment is competitive
in nature. These companies mainly target human resources, which deliberately helps the
companies in satisfying their set economical advantage feature. Therefore, such aspects display
that strategic human resource management is constantly changing according to the environment
which further helps and supports the company by generating the planned outline and support the
companies' long terms perspectives.