Strategic Human Resource Management

This report discusses the key trends and developments in strategic human resource management (HRM) and their influence on an organisation's HR strategy. It explores the internal and external factors that shape HR strategies and practices. The report also examines theories and concepts related to the growth and development of strategic HRM, using the example of Marks and Spencer. It highlights the importance of aligning HR strategies with organisational goals and the role of HR in talent management, career and performance management, change management, and measuring HR outcomes.

Strategic Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Key current trends and developments that influence an organisation's HR strategy.............1
P2 Analyses of both external and internal factors which influences HR strategy and practice. 3
TASK 2............................................................................................................................................4
P3 Theories and concept relating to the growth and development of strategic HRM to specific
organisational examples..............................................................................................................4
TASK 3............................................................................................................................................6
P4 Appropriate change management models support HR strategy in application to relevant
organisational examples..............................................................................................................6
TASK 3............................................................................................................................................7
P5 HR outcomes can be measured and monitored and applicable on organisational situation. .7
P6 HR management and sustainable performance can meet organisational growth and
objectives.....................................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource department in an organisation plays a major role by hiring the talent
forks and placing them at the right position. Human resource department makes the strategy
about how they will conduct or start the recruitment process, how they will invite applications
from more and more people, at what criteria they will hire a candidate and etc. Hence, strategic
human resource management is the process of attracting, recruiting, selecting, developing,
rewarding and retaining employees to attain the goals of both the individual and the organisation.
For reference this report has taken an example of a company, Marks and Spencer. Marks and
Spencer is a British multinational retailer in its headquarters in London (Armstrong and Taylor,
2020). The company sells the products of high quality clothing, home products and food
products. The company was founded in the year 1998 by Michael Marks and Thomas Spencer.
Currently, the company has around 1463 stores at different locations.
This report will discuss about current trends and developments which influences HR's
strategy, how internal and external factors influences HR's strategy. This report also covers the
theories and concept relating to the growth and development of strategic HRM and effectiveness
of HR management in organisational goals (Budhwar and Debrah, 2013).
TASK 1
P1 Key current trends and developments that influence an organisation's HR strategy.
With the dynamic changes into business environment, the strategies formed by the HR
also got change with time. The trends and developments which influences an organisation's HR
strategy are as follows-
Globalisation- Globalisation is the process of integration of labour, technologies, ideas,
knowledge and capital across countries. In this modern business environment, businesses are
now forced to do their activities with a more external focus. Now the organisation is adopting
cultural diversity and the resources get exchanged across nations. The HR strategy has to be in
accordance with these recent trends (Collings, Wood and Szamosi, 2018). They has to acquire
the organisational work force which matches the knowledge and skills require to match with
global business environment. As in case with Marks and Spencer, they have establish itself at
many countries. They are known and established globally. To survive in global market they

needs workforce who has the ability to analyse the global competence and make decision
accordingly.
Strategic HRD and talent management- Human resource development has become very much
important and has evolved over the past few years very rapidly. The changes in the business
environment are so sudden that HRD strategies needs get aligned regularly with the current
trends. The strategic plan must be flexible enough that the recent trends or change can get fit into
the plan. Marks and Spencer integrate the HR into organisational plan. It conveys and
communicate its plans to the employees and then discuss about how they will achieve their goal
through the their employees. Do the organisation has to train and develop their current workforce
or they need to hire new employees for the attainment of organisational goal.
Career and performance management- The traditional system of career management has
become obsolete, it no longer has been in practice in business now. The time has gone when an
individual sticks to a company for 10 years (Daley, 2012). Now a days the employees frequently
changes their company for higher growth. For this, the company needs to make its strategic plan
in accordance with the above. They need to develop their plans which forces the employees to
get stick with them willingly because attaining a whole new employees is much costlier than
retaining them. Marks and Spencer has made their strategies in accordance with that. They plan
their employees future career such that the employees remain stick with them willingly. The
company regularly makes efforts and change their career and performance management plan in
accordance with current trends.
Evaluation of training- In modern time business majorly focus in developing their employees
by providing them the necessary training and orientation programmes rather than hiring a total
new force. It is said that employment of new employee cost more to the company than giving
training to the present employees (Delery and Gupta, 2016). Giving training and development
sections will build up the skills into the employees which help the both individual and
organisation in the attainment of their goals respectively. Similarly in case with Marks and
Spencer, the company also tries to train its present employees than recruiting the new employees
from outside. Training the employees for their betterment and organisational betterment will
motivates the employees. They will build a trust into organisation that the organisation in which
they are working is putting efforts in their career building. This also reduces the turn over ratio
into the company.

P2 Analyses of both external and internal factors which influences HR strategy and practice.
There are many factors, internal and external, which influences the strategies and
practices of HR. Internal factors are the factors which an organisation can get its control, for
example, employees, suppliers, business structure and etc. Whereas external factors are the
factors which are out of control of any business for example, globalisation, global business
environment, technology and the like (Emeagwal and Ogbonmwan, 2018). The influencing
factors are as follows-
Available Labour Pool ( external factor): The major function of human resource departments
is to retain their current workforce and hiring the new employees for the company. There is a
factor known as labour market availability. Which is affected by unemployment rates, qualified
workers available in a reasonable commuting distance. The organisation might faces a difficulty
in identifying and attracting the candidates which are suitable for the job, especially when the
demand of same skill set is high in the industry. As in case with Marks and Spencer, it is possible
for the company that they might not get the kinds of candidates which they are looking for or
they might have difficulty in attracting the candidates which are in demand through out the
industry. For this the company might train its current work force according to the requirement
they have. This will save the cost of recruitment process for the company also. The organisation
HR strategy should match with organisational goals, and the organisational goal is set according
to the external factors also. There can be times when the company is not finding the right talent
for this company, for example the company is looking for a good advisory board which can help
the company for right advising but company is not able to finding one, here the company might
faced issue.
Government Regulation ( external factor): Government regulations are the rules and policies
which are formed by the government Federal and state workplace laws and policies are the
factors that are external to the human resource management. Policies and laws made by
government affects the HR strategies. These policies can influence how a company undertakes
his hiring, training, appreciating and compensating its employees. Any misstep could result a
sanction and notice against the company. As in case with marks and spencer, the company hires
some percentage of disabled people in their organisation (Hendry, 2012). It is obligatory on the
company to do such due to the policy of Disabilities Act in many countries. To fulfil such act,
the company has hire disables and develops its infrastructure accordingly. The government

regulation or laws keeps on changing which is mandatory for the companies to follow. Any
change in government regulation, the company also has to bring the change in its system which
does creates confusion into the system. Then the HR department has to mould its strategies
according with it
Level of Growth ( Internal factor): The level of growth also influences the HR strategy. If the
company is expanding they will be in need for human resource which will make them to hire
more and more forks for the company. But if the company is planning to shrink itself then it
might be possible that the company will cut their employees from job. In accordance with this
the company HR strategies get influence and they frame the plans accordingly. Marks and
Spencer, as a global company keeps on expanding itself. For expansion purpose, they need work
force, from this it will become mere duty of the HR to plan their strategies accordingly (Jackson,
S. E., Schuler and Jiang, 2014). The number of employees needing with the skills and knowledge
required is discussed with the organisation and then the strategies is made by Human Resource
department stating how and when the recruitments will take place, what candidates to look for
and how to pitch them, compensation and the like. If the company is planning to open more
stores in any city then the HR would follow the different strategy but when a company just wants
to bring some change into its system and for this requires new employees, then the HR
department would follow different strategy.
Use of technology ( internal factor): The technology aid uses in some human resource
functions does affects human resource planning for HR department and company. For Example,
the companies uses technology that make greater use of tools such as the employee can change
benefit plans by own, providing training and development programme through the use of
technology. The technology helps the human resource management in saving of time and money.
Marks and Spencer uses the technology where it feels the need. The company does uses the
technology in delivering the training programmes to their employees, information technology
where employees can see their leaves, total working days, apply for leaves or any half day at
their portals. This helps the company in easy editing and sharing of information. The HR
department also make the use of information management system in which it has stored and
saved all the data about the employees. Here data includes personal details, performance, salary,
allowance, promotions and etc. From these data also HR makes strategies.

Internal policies and employee relations: Internal policies and regulation is different of every
company which does affects the strategies of HR (Jiang, 2012). For example, the company will
fill the vacant position through external sources or through internal sources and develops the
strategies accordingly. As in case with marks and spencer, the same applies. The company
evaluate that whether they would be needing force to fill a vacant position within the
organisation or from outside of organisation. If they will fill the vacant position through
promotions then the necessary training and development programme would be providing to that
candidate for getting prepare him/her. But if the organisation wants to fill the vacant position by
external hiring because the organisation is need of fresh blood and idea then required strategies
will be followed.
Cloud Technology:
It is the available software platform where the user’s data are stored. This technology enables the
users to edit, store and fetch the data from anywhere and anytime. This helps the organisation in
storing their data as a huge capacity of information can get store into it. The cloud technology is
in trend among the companies as the work for maintaining the papers for data has been reduced
to zero. Some companies also take this technology as backup and as a big data analytics. The
company Marks and Spencer too uses this technology into their business structure. The human
resource department also make use of this technology as it helps them in:
Accountable about employees: Through cloud technology the HRM department can save every
detail and information about the employees or labour working in the organisation. All the data
and information is stored at a software platform from where they can fetch any sort of
information from it.
To know about performance: The cloud technology also stores the data about the past and
current performance of the employees. They keep all the accounts about where an employee is
under performing and where it can do an incredible job. This information is very much necessary
for the company, Marks and Spencer, at the time of promotion or rewards. This information is
also proves to be great help when the organisation is providing the training and development
programs for those whose performance is not up to the mark.
Aligning the people: The HRM department uses this technology also in aligning the workforce.
They place the employee into an organisation. They put them at the place which is beneficial for
the company as well for the employee. The company HRM department takes the help of cloud

technology in knowing the number of employee working into a particular department, the
number more needed into the department and how that number can get filled either by placing
them from outside or from the inside of an organisation.
TASK 2
P3 Theories and concept relating to the growth and development of strategic HRM to specific
organisational examples
There are many problems which a HRM department faces and they use various measures
or theories for overcoming these issues or problems. There are various theories and
concept are available relating to the growth and development of strategic HRM, and they
are as follows-
Evaluating the performance during promotions:The decisions for promotion is taken by the
manager of the particular department along the HR. Both these people decide for the promotion
and promoted employee. For deciding the candidates for promotion the HR department uses the
540 degree performance appraisal method. 540 Degree is a performance appraisal method in
which the performance is person is not evaluated just by the feedbacks given by his co-worker,
superiors, sub- ordinates, peers but also by their suppliers and vendors (Purce, 2014). The
company evaluates the performance of employee through everybody he interacts with. The
whole analyses of behaviour, performance and attitude of that individual is evaluated. From the
540 degree performance appraisal method, the strengths and weakness to targeted person can get
evaluated. This technique is used for motivating target person. As in case with marks and
spencer, the company uses this method when it wants to promote a person. For promotion
purpose, the organisation evaluated all the people to which the target person interacts, gets the
report from all these people and then makes the decision accordingly. For example, the
organisation, Marks and Spencer is in need for a manager and is planning to promote the best
employee to manager. For this purpose the organisation would evaluate the performance of all
the candidate which it think has performed significant into the organisation and has the capacity
to run a team. By evaluating the performance the company can attain the best candidate which it
thinks can be suitable for the job role.
Monitoring of performance: The performance of employees gets monitored at the end of every
term. Performance evaluation is necessary to undertake the training and development program to

theose whose performance is not at par. It is the duty of HR department to provide such
programs to employees so that they can build up the required skills and knowledge and can
perform better into the organisation.Performance management refers to the observing and
monitoring the actual performance of the organisation to the standard goal. In this the
performance of employees and department are evaluated and analyse. After analysing of their
performance it is matched with standard performance. If the organisation founds any kind of
deviation then necessary steps are taken by the manager to bridge the gap between the actual and
setted performance (Ridder and Baluch, 2017). In the company, Marks and Spencer, the
performance management is done to evaluate the performance of each and every employee and
department. Through this method the organisation can detect its loose point or area which is not
performing as expected. The method is also applied on employees and by this managers would
get to know about who is underperforming and who's performance is significant. Training would
be given to the employees who's performance is not up to the mark. Whereas managers will
appreciate the people who has given a significant performance to the department. For example,
Marks and Spencer could not able to attain its goal, then it would review its performance of its
departments to take out the area where the actual hole is present. Through review the actual
problem can get attain the some specific measures could be taken by the company to fix it. The
problem can only be solved by getting to know about performances of company’s department.
To know more that which department has not attained the required target.
Hiring to candidates: the major task of HR department is to hire the people for an organisation.
The HR department works very close with every department into the organisation as they tell
them about the number of employee they might need at current or in the near future. The HR
department invites the talented candidates through the medium of E- recruitment. This is the
method in which an organisation hires the people through online. They post invitation where
people applies, from the available application, the HR team will select the talented forks by
taking their interviews via video call, or face to face. This is a modern technique for conducting
recruitment process (Sparrow, Brewster and Chung, 2016). Similarly, Marks and Spencer does
look for the candidates at online platforms also. They search on the sites like linked-in where
they may finds suitable candidates to fill the vacant position in their organisation. They also post
their job vacancies at their own website or through other websites like indeed and etc. By this
they can attract the candidates from various platforms.

TASK 3
P4 Appropriate change management models support HR strategy in application to relevant
organisational examples
There are many appropriate change management models available to support HR strategy
in application, and they are-
Example 1: To establish the use of information technology into the organisation.
Earlier the employees use the paper to store the work. They do it manually. This process
is very much time consuming and the maintained of such papers is hard and involves cost to the
organisation. Therefore the company has planned to shift all his work at digital platform. Marks
and Spencer decides to take a software platform where they can store all of their data and
information. To bring up this change the organisation might faces some sort of problems and
restriction from the employee. The HR department can use the below theory to solve such
restrictions.
Also earlier the employees of the organisation use to do manual entry about their entrance
and exit from the premises. Now the company has decided to put the electronic finger print entry
and exit where employees need to scan their fingers at the screen to mark their attendance. This
method is totally new for the employees and they might feel hesitate in adopting it as they are
very use to about their previous practice. For this purpose also Kurt Lewin’s change model can
be used.
Kurt Lewin's change Model: Kurt lewin has develops a change model which is consists of
three steps i.e. unfreezing, changing and refreezing. This model is very much simple to
understand and implementing of change (tahl, Björkman and Morris, 2012). For lewin, the
process of change can begin with analysing creating a perception about the need for change, then
shifting towards the new and desired level of behaviour and finally solidifying that new
behaviour as the policy. Marks and Spencer can use this method when it needs to introduce any
change in organisation. A change can be in structure or policy or any technological change.
Unfreezing: In this process the company creates an awareness about the change into
organisation. They aware its people that why change is necessary, the benefits they would be
getting from change and how the change can get initiated. The company ( marks and spencer) if
want to establish a technology into its systems and working has to create an awareness about the
need to bring technology into working style. The organisation need to establish its advantages

i.e. it will saves a lot to time of employees, efficient working can get done by technology and so
on. By this the organisation can unfreezes the regular system of work.
Changing: It is said that change is a process in which the person moves to a new state of being.
In this step, the organisation brings change into its operations. Though the people might face
difficulty in its initial days but due to proper training and support these problems can get nullify.
Similarly, when the company (marks and spencer) brings the change with the introduction of
new technology into an organisation then do can creates some issues regarding adaptability,
these issues can get cover up by providing necessary training and motivation to the work force.
Refreezing: Refreezing is the process where the organisation again freezes the change. In this
step the change which was introduced to the organisation get fixed into the operations. In this
stage all the people has adapt to the change and are habitual to that. With reference to Marks and
Spencer, the company's employees are now totally comfortable with the introduction of
technology and are in habit in using it. The employees at this stage freezes their style of working
and got comfortable with the change.
For example, the company wants to bring a technology change into its operations. The company
aims to minimise the use of paper and now they have planned to save and stored all their
information and data in computers system through information management system. As this
information management system is new to the employees they probably would know how to
operate it, so this could be possible that some of their employees would restrict this change as
they have habit of paper work. Some employees may not have that potential to understand the
use of information management system, and there could be other issue also. Therefore for this
purpose the organisation should organise some training and development program which could
teach the company the use and benefit of this system. The program should also motivates the
employees by make them understand about how this change can help the organisation in
achieving its goal. Apart from this the company can also set prize money for the employees who
take more interest into bringing change. These can be some factors which the company can use
in establishing required changes. From this, the company is unfrezzing the operational activities
and bringing the change into the organisation.
After training and development programs and motivational efforts the employees would
be practicing the change and by some time they will be get used to of that change, this bring
freezing of change.

TASK 3
P5 HR outcomes can be measured and monitored and applicable on organisational situation
There is a term called sustainable growth. It refers to the comprehensive or overall growth
of the whole organisation. Here over all growth refers to the market share, market growth and the
growth into the employee’s skills and knowledge. It has been said that the employees are the
main asset to the company. In order to understand talent of people and their talent are considered
as critical part of business success. Herein, HR plays significant role in order to find best ways
and methods to retaining talent of their employees. On the other side, it is necessary for HR
manager to make good relations with their employees so that they can achieve their targeted
goals and objectives in a successful manner. Thus, it is necessary for HR manager to find out
best outcomes in order to measure entire situation of an organisation (Tyson, 2014). There are
several kind of approaches and techniques which all are used by firm in order to measuring and
monitoring outcomes of several HRM practices, those are going to be discussed below:
Resource based view: This is most useful approach which is used by firm in order to
resolve each and every issue of few specific issues so that they can attain some another task to
achieve targeted goals. On the other side, this approach refers to the particular framework which
is very helpful for firms by which they can identify different strategic resources so that they can
achieve competitive advantages in an appropriate manner. The main purpose of this aspect is to
provide meaningful strategies for heterogeneous by which they can make themselves special
along with able to give large number of goods and services to them. By having internal resources
within the firm they can achieve future opportunities and able to deliver best ways to gain
effective outcomes. For example: Now a days Marks and Spencer is facing few issues in regards
with employees behaviour as they have to identify few resources so that they can solve this
particular issue (Stewart and Brown, 2019). For this, firm required to develop training sessions
for their employees so that they can best result. Further, it will help them to make qualitative
workforce that increase firm's value and probability.
The best fit approach: This is another approach used by firms in order to monitoring
better outcomes of HRM practices in order to achieve best outcomes for the betterment of future.
It will help firms by which they can perform better and able to analyse different types of HRM
practices in order to make one of the better solutions for employees so that they can perform
well. By adopting so many HR practices firms can use one of the best fit approach that improve

entire working conditions of firm. For example: If M&S facing such kind of issues than HR
manager is able to recover entire issues by developing best approaches for their employees. On
the other side, they can have better resources in terms of finance that makes best suitability of
this approach on firm.
Key performance indicators: Key performance indicators are the factors which are
considered essential for the success of an organisation. The key indicators include the areas
where the performance of employees can affect the growth of an organisation. It is the duty of
HR department in find these key indicators and compare the performance of all the employee
upon it and then take the necessary steps.
10-C: 10 C is the scheme for the employees for their retirement prupose. In this scheme a
particular amount gets detected every month from salary and adds up into the Provisional Fund
account. When the employee takes retirement or leaves the organisation, he gets the entire
amount yet accommodate in his PF account. This the responsibility of HR department to educate
the employee about such PF and the amount the company will subtract from their salary. From
the scheme the employees fill very secure about their life after retirement.
P6 HR management and sustainable performance can meet organisational growth and objectives
Every company has its own mission and objectives to carry out their business activities.
The mission of Marks and Spencer is to create the value for quality, innovation, service and trust
into the market place and into the customers. There are many approaches which an organisation
can use to evaluate that whether the organisation has becoming successful in achieving their
objectives or not. These can be analysed through:
Key performance indicator (KPI)
The term of key performance indicator analyse as the model which is used by firms in
order to identify and measure overall performance of particular task as well as process. There are
several characteristic with few aspect, those are mentioned in beneath:
Concrete :It refers to the tangible unit that commonly have particular goals and
objectives.
Measurable : In this aspect KPI should be measurable if it is not then it is not KPI.
Reachable : This element always identify KPI into the actual manner that will be easy for
firm to achieve their targeted goals.

Relevant : In this stage relevant data exist only along with, it worth a lot for firms as they
can achieve their goals within short period of time.
10-C model of HRM
It is most important and considerable aspect of firm such as Marks and Spencer. On the
other side, it is known as collection of 10C'S by which it is called 10-C model of human resource
management. 10C's of this model has been described below:
Comprehensiveness :It generally involves different types of aspect in regards with
people management.
Credibility : This is used by firm's staff in order to make successful strategies with the
help of top management.
Communication : Effective communication always develop best culture within the
workplace of firm.
CostEffectiveness : It is based on promotional systems as well as fair awards.
Creativity : It mainly generates unique strategies in order to gain competitive advantages
frequently.
Coherence : It is necessary for firm which is required by human resource to take
initiatives to run firms activities.
Competence : There are different types of marketing strategies in order to achieve
targeted goals and objectives.
Change : regular development and investment is required by firm so that they can sustain
for long period of time.
Commitment : In this employees must able to have motivated goals to achieve targeted
objectives among firm.
HR Development Techniques
There are large number of tools and techniques which are used by firms in order to
formulates human resource predominant within the business entity (Wright, Coff, and Moliterno,
2014). There are several activities used by Marks and Spencer, those are mentioned in beneath:
Performance appraisals: These sorts of appraisals given by firm to their employees in
order to develop best ways to achieve targeted goals and objectives in order to sustain at
marketplace for long period of time.

Feedbacks: These are taken high authorities and superiors in order to examine overall
mind set and opinion of people at marketplace. With the help of this firm is able to earn high
profit and develop good relationship with people.
Performance Counselling and Coaching: This is given by firm to their employees in
order to deliver best effective outcomes according to employee's skills and knowledge. Thus, it
will fulfil organisational goals and objectives in a proper way.
All the methods discussed above bring sustainability into the organisation. Here sustainable
development means the development of employees as well as of organisation. The above
presented theories are some methods which have been used by the company in establishing the
sustainability growth into the organisation. It is said that when the employees feel satisfied
because their personal growth is also increasing in their organisation, their motivation level and
contribution level into their work also gets increases. The entire organisation knows that their
success is decided by the contribution done by their employees, such contribution helps the
organisation in achieving the very next level of growth. The talented candidates get easily
attracted to such organisation and the organisation by this does not have to face the problem for
lack of talented candidates.
CONCLUSION
From the report presented above, it is conclude that there are many trends and
developments which influences organisation's HR strategy like globalisation, level of technology
used, level of growth, internal policies and the like. Also they are many internal and external
factors which also affects the same, some are- government regulations, internal procedure and
structures, training and etc. Apart from it the report also the methods and theories which helps an
organisation in initiate the changes like lewis Kurt theory. Besides this the report also talks about
the theories and concept relating to the growth and development of strategic HRM like 540
degree performance appraisal, performance management and E-recruitment. For reference, the
report has taken an example of a company, Marks and Spencer. From this example the report
tries to cover all the topic in reference to this company.

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