Strategic Human Resource Management

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.