Strategic Human Resource Management

Strategic Human
Resource Management

Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Key current trends and developments on HR strategy...........................................................3
Analysis of various internal and external factors...................................................................4
Critical analysis of influence of external and contextual development..................................6
Critical evaluation of external factors using models, concepts..............................................6
TASK 2............................................................................................................................................6
Theories and models which are relevant to strategic HRM...................................................6
Evaluation of theories in relation to organisation...................................................................8
TASK 3............................................................................................................................................8
Change management models which support HR strategies...................................................8
TASK 4..........................................................................................................................................10
Monitoring and measuring HR outcomes.............................................................................10
Evaluation of effective HRM and development which can support sustainable performance11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is related with managing the employees within an
organisation including the practice of recruiting, hiring and deploying of employees. The HRM
of company is responsible for directing, delegation of tasks, motivating, rewarding, remunerating
etc. of employees so that they can use their efforts in an efficient manner which can help the
company in achieving its goals within time and budget (Cascio and Boudreau, 2010). Strategic
HRM are the practices which help in attracting, developing, retaining and rewarding employees
along with aligning the goals of organisation with their individual gaols which can help the
company in gaining a competitive advantage in market. In this report Travelodge Hotels Ltd is
taken which is a British private company headquartered in England, UK and operates in the hotel
and hospitality industry. The company has more than 11000 employees working in its 570 hotels
which operate all across the UK. In this report various trends in HR strategies, influences of
external and internal factors on these strategies, various theories and concepts related to HRM
etc. will be studied. Further the outcomes of applying strategic HRM will also be evaluated.
TASK 1
Key current trends and developments on HR strategy
With the increase in globalisation and changing preferences of customers it is important
that the HRM strategies of companies are changed in such a manner that highly efficient services
can be given to customers which can help in maximising their experience. Strategic HRM can
help in developing a pool of highly talented and effective workforce which can provide high
quality services to customers thereby enhancing the brand image of company in market. With the
changing current trends in market it is important that the HRM policies of Travelodge are
changed so that candidates with appropriate kills and talents can be attracted towards the
company. Following are some of the trends in market:
 Increase in globalisation: As the companies are expanding globally there is a
requirement of hiring employees having different kills, experiences and backgrounds so
that customers of all across the world can be given high quality of services. It is
important that Travelodge change its HR policies in such a manner that highly skilled
workforce can be attracted to work in company so that the quality of services in its other
branches can be maximised (Delery and Roumpi, 2017).

 Workplace diversity: Having a diverse workforce culture is also increasing in companies
which means that employees belonging to different nations, religions, culture, age, caste,
sex etc. work together in companies. This means that HR strategy in Travelodge must be
changed so that the efforts of diverse workforce can be integrated which can be done by
encouraging employee engagement, performance base appraisal etc.
 Changing requirement of skills: As the requirements and preferences of customers keep
on changing it increase the need for HR strategies to change so that the required skills
can be developed in employees which can help them in meeting the requirements of
customers. Training and development programmes in Travelodge can help in developing
the required skills in employees so that customer satisfaction can be maximised
(Ganopoulos and et. al., 2013).
 Continuous focus on improving customer experience: Maximisation of customer
satisfaction is the main aim of all organisations which means that the strategies of
company must be changed so that continuous improvement can be achieved in customer
experience. It is important that Travelodge focus on improving customer experience by
developing employee skills and encouraging better work performance of customers.
All the above trends thus affect Travelodge strategies of HR which can help in making the
workforce more efficient and effective in providing efficient services to customers (Reiche and
Oddou, 2016).
Analysis of various internal and external factors
The internal and external factors of business environment which affect businesses also
affect the HR strategies which determine the way in which the work within an organisation is
managed and completed by the workers.
External factors:
 Political: These are the governmental rules and regulations which affect businesses like
trade tariffs, taxation etc. These also affect the HR strategies as the salaries, employee
regulation, recruitment strategies etc. so that the employees can be treated in accordance
with government laws and can be given a legal and fair treatment. Travelodge must
follow all the rules and regulations of government so that trust of employees in company
can increase (Lim and et. al., 2017).