Strategic Human Resource Management

This article discusses the role and purpose of strategic human resource management, its relationship with other functional areas, impact of regulatory and legal requirements on HR policies, and the impact of business ethics, CSR, and sustainability on HR policies. It also evaluates the impact of organizational strategy, structure, and culture on HR management and provides a comprehensive HR strategy. The article concludes by discussing the critical evaluation of the relationship between business strategy and HR management.

Strategic Human
Resource
Management

Table of Contents
Strategic Human Resource Management...........................................................................................1
Zurab Kopaliani................................................................................................................................1
Table of Contents..................................................................................................................................2
INTRODUCTION.................................................................................................................................4
TASK 1.................................................................................................................................................4
1.1 Assess the role and purpose of the strategic human resource management function and activities
in an organisation. Covered in PPT...................................................................................................4
1.2 Evaluate how human resource management is related to other functional areas. Covered in PPT
...........................................................................................................................................................4
1.3 Evaluate how human resource management is related to other functional areas. Covered in PPT
...........................................................................................................................................................4
2.1 Assess the business factors to consider before human resource planning. Covered in PPT.........4
2.2 Determine human resource requirements in different organisational contexts. Covered in PPT..4
2.3 Develop a human resource plan for organisation.........................................................................4
TASK 2.................................................................................................................................................5
3.1 Explain the purpose of HR policy................................................................................................5
3.2 Assess the impact of regulatory and legal requirements on HR policies in organisation.............5
3.3 Assess the impact of business ethics, CSR & sustainability requirements on HR policies for
organisation.......................................................................................................................................6
TASK 3.................................................................................................................................................6
4.1 Impact of an organizational strategy, structure and culture on the management of human
resources............................................................................................................................................6
4.2 Develop structured, relevant & comprehensive HR strategy.......................................................7
4.3 Effectiveness of human resources management...........................................................................7
5.1 Critically evaluate relationships between business strategy & human resource management......8
5.2 Discuss the implementation & measurement of HR approaches using relevant metrics..............8
5.3 Monitor and evaluate HR strategy that supports organisational mission, vision, values &
objectives...........................................................................................................................................9
CONCLUSION...................................................................................................................................10
This has been concluded from the above mention report that the strategic human resource
management helps in enhancing the productivity of company as well as profitability. The main role of
human resource is to hire the well qualified as well as talented employees that can able to perform the
organizational activities in an effective manner. Human resource function of company works with the
other functions such as operations and finance. They all work together for attaining the organizational
objectives within given time period.....................................................................................................10
REFERENCES....................................................................................................................................11
Book & Journals..................................................................................................................................11

INTRODUCTION
Strategic human resource management is explained as linking of the human resources
with the strategic objectives and aim to make improvement in performance of business and
also develop the organizational culture (Al Ariss, Cascio and Paauwe, 2014). It is helpful in
improving the performance of company through integrating as well as aligning with the
business strategy. This present report has been consideration on European Club and founded
in 1900. It is non- profit making charity consisting providing the scholarships for the gifted
children from the poorer countries opportunities to study in United Kingdom. In present
report will be discussed about the role and the purposes of strategic human resource
management function at workplace. Impact of the regulatory as well as legal requirements on
the human resources policies will be mentioned. There will be studied regarding relationships
among the business strategy and human resource management.
TASK 1
1.1 Assess the role and purpose of the strategic human resource management function and
activities in an organisation. Covered in PPT
1.2 Evaluate how human resource management is related to other functional areas. Covered
in PPT
1.3 Evaluate how human resource management is related to other functional areas. Covered
in PPT
2.1 Assess the business factors to consider before human resource planning. Covered in PPT
2.2 Determine human resource requirements in different organisational contexts. Covered in
PPT
2.3 Develop a human resource plan for organisation
It is essential to developer plan within the organisation so that activities in office
properly. So where is involve in Human resource planning and are mentioned below-
 Determining HR needs- The first ages to analyse the needs and demand of HR
suggest giving the information about the growth and decline of sales as well as profit
how it will impact the workforce what is the economic situation etc.

 Determining recruiting strategy- This depicts the how recruiting will be carried out
for the vacant job.
 Select employees- This involves hiring in selecting appropriate employees at right
time.
 Develop training- Depending on the strategic plan, what training needs are emerging,
what type of technique is to be used during the training, problems faced etc.
 Determine compensation- This is the most important step process in which pay scale
and other benefits related with compensation bonus healthcare incentive and other are
discussed.
 Appraise performance- It is also important to praise the work done by the
employees so that they get motivated to achieve goals and objectives this is done by
setting standards and appraisal methods.
HR Planning-
TASK 2
3.1 Explain the purpose of HR policy
Purpose of polices are-
Organisational structure- The first main purpose of HR policies that it provide a brief
the endings about the relationship between the employer as well as employee and maintaining
the organisation structure information as well as there is norms which are related with work
schedules safety measures and many more (Piszczek, 2020).
Legal issues- Another purpose of HR policies also that to provide information and
suggestions about the loss rules and regulations related with government and businesses stop
moreover it also helps personnel to have knowledge about their rights and responsibilities.

Consistency- It also show the another objective of HR policies to management consistent
practices at workplace within the organisation. Frequent changes create conflicts amongst
employees and team members which lead to poor performance (Chakraborty, 2020).
3.2 Assess the impact of regulatory and legal requirements on HR policies in organisation
It is important to analyse the impact of regulatory and legal requirements on HR
policies so that process is carried out in most efficient way without facing any legal problems.
It is responsibility of the HR manager to make ensure that all the responsibilities linked with
employment, security and safety and other legislations related with entities seen with proper
consideration.
Federal laws- This is concerned with concept of employment from the hiring
to the termination process. These also draw the outline of basic provisions and standards
including employee rights, wages standards, accounting and auditing etc. This has direct
impact on HR policies in organisation and essential to be considered effectively.
State laws- This law focuses on different stages of employment status medical leave
transfer posting requirements notice period before the termination etc. Various states have
different types of state laws and there are many other local governments which have their
own employment laws (Sequeira, 2020).
International laws- Employment plays vital role at both domestic as well as
international level and also so it have different policies and procedure accordingly. Which
changing field of time with the increase in globalisation working overseas has become more
important as well as needed for growth. In foreign government & environment there a law are
different from the home country and for which business practices also varies.
EMPLOYEE MEMORANDUM
To: CEO-European Club
From: Senior HR manager
Subject: Strategic HR policy
Date: 5-7-2020
The purpose of this memorandum is to remind you of European Club HR policy concerning the low
wage provided to staff. Unlicensed and false policies or any other activities and can expose you and
the company to Equality act under the law and government legislations.
To ensure that you do not violate employee minimum wage policy, you should provide your
employees with fair and equal wage by properly following the instruction of management and superior
authorities. Likewise, you should not discriminate the salaries on the basis of age or gender and need
to ensure that everything is done with permission or clear verification of managers of superiors.
Finally, you should not copy the other strategies in business.

 The company will not tolerate any employee making unauthorized behavior at workplace.
 The company will not tolerate any employee illegally transferring information to rivals.
 Any employee found with unethical activity subject to termination from the company.
 Any employee illegally making illegal download information and to give to any third party,
including clients and customers, is also subject to termination.
This policy will be strictly enforced to make sure that you and the company are not exposed to serious
legal consequences.
Bob, senior manager will be visiting your department over the next week to inventory the actual
activities done in club and using of resources, foods and drinks etc. If any illegal activities found might
lead to termination of employee. Please do not hesitate to contact me if you have any questions.
3.3 Assess the impact of business ethics, CSR & sustainability requirements on HR policies
for organisation
In relation with European Club, they focus on employee’s health and safety policy
which reflects their concern towards their employees. Moreover, HR manager can implement
or provide with more insurance or health benefits and can circulate them through notice or
memo.
Business ethics- Ethics are important in business for developing values at workplace.
In relation with the European club, they need to focus on so that employees work together.
This is also increase retention period of employees within the organisation for longer period
of time (Davis, 2019).
CSR- It is important for enterprises to fulfil their corporate social responsibility so
that goals and objectives are achieved in proper manner. By focusing on CSR, it will be
easier for European club to increase our goodwill in the market.
Sustainability requirements- This also have deep impact on HR policy of organisation as because
working consistently and on daily basis leads to use of more resources and capital which decreases
the sustainability period of business.
TASK 3
4.1 Impact of an organizational strategy, structure and culture on the management of human
resources
The organizational structure develops the positive impact on the management of the
human resource. Human resource develops the strategies so that all employees can work
accordingly. Motivate employees to achieve good results through setting high expectations
for the each individual and also tying their objectives to specific business objectives. Find

things simple for employees to see the effect of their work on company's profitability. The
main focus of the human resource management is to communicate all the strategies is staff
member so that they can work on the basis of it. Other than this, organizational structure
plays a necessary role at workplace. It is necessary for the company to develop the better
organizational structure so that every employee can work in an effective manner (Luthans
and Doh, 2018). From this, they can able to understand their roles and responsibilities which
they need to be performed in a better manner. Organizational culture is needed to the
common for all the staff members. It is the responsibility of Human Resource Management to
provide the common culture of all the staff members at workplace so that they can perform
together in a better manner focus on achieving the organizational objectives.
Edgar Schein model
Artifacts
The first phase is traits of enterprise which can be easily heard & felt by individuals collectively known
as artifacts. The dress code of the employees, facilities, behaviour of the personnel
Values
The one is in which constitute the organization culture is values of the personnel. The values of
individuals working in the entity play an important role in deciding the organization culture.
Assumed Values
The third is assumed values of the subordinates which can’t be measured but do have an impact on
the culture of entity. There are certain beliefs and facts which stay hidden but do affect the culture of
the organization.
4.2 Develop structured, relevant & comprehensive HR strategy
Strategies are important with structured and relevant measures so that goals and
objectives are achieved with positive manner. So developing the HR strategy several
elements and are explained below-
Vision- To deliver high quality hospitality at affordable prices
Mission- To increase the sales revenue and market share growth
Strength
 Main strength of organisation is that it
has goodwill because of its focusing
on corporate social responsibility.
Weakness
 Due to more charity, club is unable to
increase the profit ratio.
Opportunity
 It can merge up with other non-profit
organisation for business expansion.
Threat
 Decrease in profit might lead to low
employment in club. )(Ferrell, 2019).

Best practices- After analysing SWOT, it is important to examine he best practices
which are beneficial for firm.
It is essential to develop strategies within the organisation so that growth and
development is being achieved at rapid scale by the corporation. So, the above matter shows
structured and comprehensive HR strategy which could be used by organisation to gain
competitive advantage and deal with the rivals appropriately. This also results in examining
overall performance and position of the business within the market (Harrington, 2019).
4.3 Critically monitor effectiveness of human resources management
In this, effectiveness human resource management is related to replicating the regular
functions with the constancy as well as consistency that signals the stability to staff members.
The department of human resources oversees so several important activities in the company,
such as recruitment, selection, training and development, advantages, relationships with
employees and more. Employees will better deal with any problems or questions that might
arise for your company and its staff through the development of an appropriate human
resources management plan. The main focus of human resource management is on hiring the
high qualified staff members, provide them training and also enhance the productivity of
company (Meyers and van Woerkom, 2014).
Monitoring is done by using of MBO technique-
It develops a comfortable climate in the workplace.
It’s quick and easy.
As managers work directly with employees to identify and solve
problems, MBO improves the quality of decision-making and problem solving.
5.1 Critically evaluate relationships between business strategy & human resource
management
Business strategy as well as Human resource management both is essential for
enterprise growth and development. It is essential for organisation to consider both the
concept at depth.
Business strategy- It is defined as set of objectives and actions in written document
which are being used by entities to gain the competitive advantage within the market. The
help of different strategies as well as tactics it become easier for organisation to carry their
functions and operations in most efficient manner.

Human resource management- It is a concept which is related with the hiring of
employees, managing and maintaining the environment at workplace. This includes various
types of functions such as motivation, development, compensation, communication, hiring,
training etc.
Inter-relation
 HRM practices & Business strategy-Strategies as well as practices are to be linked
with each other as because practices help HR manager select the most appropriate
strategy at workplace. Both provide and help business to explore opportunities as well
as to grow at larger scale (Harrison, 2019).
 Firm performance, practices and strategy- The concept of practices and strategy is
also linked with some performance because directly have impact on organisational
progress and growth level.
 Increase productivity- Business strategies when are used with the HRM practices
increases the productivity level of enterprise and which is beneficial for higher
development.
After analysing the interrelationship between the business strategy and human
resource management it has been saying that it is important to have a proper
knowledge of both the concept so that process is being carried out effectively.
5.2 Discuss the implementation & measurement of HR approaches using relevant metrics
HR metrics are the measurements which are being used by the organisations to
determine and examined the effectiveness of HR initiatives covering area such as training,
cost of labour, expenses per employee etc. With the help of proper awareness it will be
beneficial for human resource manager duck the analysis and measures effectively. There are
various types of HR metrics which organisation should consider during the process and are
mentioned below-
 Percentage of performance goals met or exceed- This is essential to determine the
proper analysis of performance goals whether they have been achieved or not and
their relation with firm objectives.
 Turnover percentage of low performing managers- This metrics is also crucial for
the decreasing growth of firm and turnover rate of low performing managers.
 Percentage of employees in programmes- With the help of this metrics shoes
percentage of employees in PMS that show improvement within year.
It is important to implement HR approaches with proper search and methods so that
they are being adopted in appropriate way.
So, the above paragraph shows that when implementing and measuring HR
approaches it is crucial to use the above stated metrics with effective decisions so that
problem solve issues do not occur during the process (Yusliza, 2019).

Vision- Main vision of club is to be the entertainment place for public
Mission- Main mission is to be the happening club of UK
Objective- There objective is to maximise the customers at larger scale.
5.3 Monitor and evaluate HR strategy that supports organisational mission, vision, values &
objectives
It is important to monitor and evaluate strategy mission vision values and objectives
of the organisation within a period of time. It is done by focusing on strategies of HR which
are discussed below-
Assess the current situation- The first step and strategy is to focus on current
situation of the entity so that analysis is being done on such as technology improvements,
updated system resources and development department etc. Also tools like SWOT analysis
can be used for analysing the current situation of enterprise (Christopher, 2019).
Envision the future- After the current situation has been evaluated by planning team
it is time for to consider how it will have an impact on future perspective of the enterprise.
Develop objectives- It is also important to focus and objective while monitoring and
evaluating the HR strategy because without setting up the long term and short term objective
not possible for organisation to carry out the process.
Monitor and evaluate- The last step to monitor and evaluate the best practices which
is beneficial for the firm. In this following points are to be considered as important for
example analysing me progress track of objectives opportunity to identify growth areas and
annual action priorities.
After a brief analysis of above matter it has been seen that focusing on HR strategy is
important so that mission and vision of company are being achieved with the interval period.
This also helps in in eliminating the occurrence of risk and critical situations. It is the time to
process but need to be considered priority by the HRM department.

CONCLUSION
This has been concluded from the above mention report that the strategic human
resource management helps in enhancing the productivity of company as well as profitability.
The main role of human resource is to hire the well qualified as well as talented employees
that can able to perform the organizational activities in an effective manner. Human resource
function of company works with the other functions such as operations and finance. They all
work together for attaining the organizational objectives within given time period.

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