Strategic Human Resource Management

This report explores the concept of strategic human resource management and its significance in achieving organizational objectives. It discusses the HR policies and practices followed by TK Maxx, including high commitment management, best fit approach, and hard and soft HRM. The report also analyzes the external forces that influence HR strategic decisions, such as the employment market, government policies, skilled and unskilled labor, technological advancements, and economic conditions. Additionally, it examines the various functions of HR and the challenges faced by line managers in delivering effective HRM.

STRATEGIC HUMAN
RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Analysis of HR Policies and Practise.......................................................................................3
2. External forces and its effect on HR strategic decision...........................................................5
3. HR function and HR policies and practise. .............................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is a practise of managing people and to improve their
performance to achieve company’s objective and assist company to gain competitive advantage.
This report shows Human resource policies and practice include HCHRM is taken within TK
Maxx and include best fit and hard or soft Human resource management. Further external forces
are identifies that affect HR strategic decision within company. Lastly, different manner HR
functions are organized and deliver their policies and practise.
MAIN BODY
1. Analysis of HR Policies and Practise.
To manage flow of work in company, different policies are implemented by TK Maxx
for flexible working culture to employees and better satisfaction of employees. These policies are
for employees and company to manage things for employees. Some of the Human resources
management policies that are followed by TK Maxx are:
High commitment management (HCHRM)
HCHRM importance of personal responsibilities, empowerment of employees in whole
company and all level of management, independence of employees are focused in the policy.
Basically, high commitment system in its job design and work culture structure. It helps to
complete task in motivated manner. High commitment practice are assumed as a natural process
of motivation. It encourages employee’s commitment toward company (Nishii, and Paluch,
2018). It assists company's employees to work more for TK Maxx to attain task with effective
performance. TK Maxx motivate employee to deliver their best efforts towards company.
HCHRM encourage job anatomy, innovation and creativity of employee job satisfaction and
commitment leads to increase in employee outputs and believes in independences. However,
HCHRM include flat hierarchy and inter-firm networking and build a strong relationship with
management and employees. The main purpose of high commitment management in Human
resource management is to motivate employees, feels valued in organization and satisfaction of
employees that aspire work and leads to high output by them.
Whereas, there are some of difficulties in high commitment management of human
resource management. TK Maxx finds difficult to implement fully HCHRM practise in company
because this practice is successful only effective undertaken by TK Maxx to implemented fully
in organization to get the best output from employees. It is important for TK Maxx to go through

a transitioning stage from their previous sort of management to implementing high commitment
practise. Transition can find difficult to know right balance between high and low worker
influences and changes of practise are adopted along with it.
Best fit approach
This approach fit express importance of ensuring that strategies are appropriate for organization
which include its operation, culture and external environmental. Strategies of Human Resource
are on particular needs of both organization and its employee. Best fit are based on the emerging
HRM policies according to business strategies. These strategies involve performance of
employee, policies and planning future activates of business to achieve corporate aim. It
emphasizes on possible fit between HR activities and organization stage of development of its
external structure which include suppliers, competitors, labours and internal structure within
organization (Michael, 2019). These policies support overall competitive strategies and also
according to individual employees. TK Maxx is maintain the Best fit approach which help
employee top get motivated through recognizing and incentives are being provided to them. The
culture is well maintain within organization to increase morale of working towards company.
Hard and soft HRM.
Hard HRM refers to policy where HRM is focused on recruitment and identifies
workforce to manage to workflow of company. Policies followed by company is quite traditional
and employee are not involved in decision-making of company. This process include following
feature of approach:
1. Regular change in employee number in company that shows high employee turnover and
high recruitment by company.
2. Lower wages are offered by company to employees for work.
3. Appraisal is based on employee performance I.e. good or bad performance of employee.
4. Little business transparency for employees that shows not much involvement of
employees into business decisions.5. Traditional fashion style of leadership in company is followed to manage and control
operations.
Soft HRM is the approach shows treatment of employees as an essential human resource
in company. This makes more progressive outlook as individual are treated as an important part
of company (O’riordan, 2017).This model is more focus towards motivation of employees

through various rewards and recognition. Soft HRM model includes following features in
company:
1. Employee empowerment of TK Maxx
2. Focuses on long term planning by company through workforce.
3. Open and transparent business model in TK Maxx where employees are also involved to
take a part on decision-making and increase the morale.
4. Good pay scale given by TK Maxx to employees with incentives and bonus package to
employees.
5. Follows democratic style of leadership in TK Maxx to motivate each employee.
2. External forces and its effect on HR strategic decision.
The human resources policies are affected through external policies which are not in
control of company (Leidner, Baden, and Ashleigh, M2019). The strategic decision which is are
affected through external forces need to change with change in environment or external forces.
Therefore, following are external factors that affect strategic decision of TK Maxx: Employment Market: The employment condition of a country can directly affect
operation of TK Maxx. Risen in unemployment rate in UK country is mostly high to
other countries. The change in market condition influence the strategic decision of
Human resource management. Unemployment can also influence policies of employee
hiring in company and pay scale are quite low at a time of recession in country. It is the
biggest external factor that affect strategic decision on talented pool and might also affect
ability of hiring of employee in company. Recession create more unemployment and
companies are removing employee from company. Government policies: The policies of government regarding employee’s benefits and
policies that need to be accomplished by company towards their employees can also
affect the strategic decision of human resource department of TK Maxx. New workplace
compliance standards for human resource are under pressure to maintain law and
procedure. These type of regulation changes every process of HR department i.e. from
hiring of employee to training of employees. It can increase cost of TK Maxx to comply
all regulations of government and decision are affected on HR strategies (Doz, 2020). Skilled and unskilled labour: Skilled labour are segment of workforce which had a
specialized skill of work which is gained through training, experiences and knowledge

gained. They assist company to carry more complex work in company and difficult tasks
that are apart from routine functions. They generally have high education, expertise
knowledge through training and experience and consider higher wages. Company
sometimes find difficulties to hire such skilled labour due to their higher pay scale which
may or may not affect TK Maxx at a particular time of requirement.
Unskilled labour are opposite of skilled labours. This skill of workforce segment is opposite of
skilled labour. These workforces are associated with a limited skill or nominal economic values
of work performed (Sinkovics, Kurt, and Sinkovics, 2018). These are generally paid low due to
their lack of education level. It can affect TK Maxx operation level which are working on ground
level or lower level of management. It affects HR policies on the basis of training of those
employees. These can increase cost of training of unskilled people that are operating on ground
level of company. Technological advancement: it is also considered the external influence because at a
time new technology HR department focus on to reduce cost and are more money.
Technology can work as an employee in more effective manner and cost saving. It
changes the decision of company and HR strategy. HR need to change its policies to hire
specific employees only and reduce lower ground employees.
 Economic condition: The economic condition of country is affect whole operation of TK
Maxx. Inflation and recession in economy directly affect company. Human resource
department need to change their policies and strategic decision of company. The policies
influence company working and can be avoidable only if analysed certain activities
around globe and avoid uncertainty that affect TK Maxx operation.
3. HR function and HR policies and practise.
HR function is organized by TK Maxx are:
 Compliance and legal labour law are head duty of HR department within an organization.
This law defines relationship between employees and employer in company and
employees interest are protected (Souza-Monteiro, and Hooker, 2017)
 Planning human resource management and strategic decision-making is also one of the
function for company and future planning of company.
 Recruitment and selection of potential employees for company on vacant post. HR
department ensure right job for right person.

 Training and development of employees to increase the performance of each employee
and efficiency in working performance to attain the job.
Ulrich model is a generation of HR professional of TK Maxx are used as HR function. Three
legged model is used by company in order to maintain provide employee retirement life easy.
This approach shows the common source of employees during their retirement which include
social security, employee pension and personal savings. It was based on notion of separating HR
policy making, employee champaign administration and business strategic partner role. This is
followed by TK Maxx due to large scale of business operation in market (Aikaterini, Ioannis,
and Vasilagos, 2019). This model is difficult to understand and maintain balance between
transaction and customer expectation. Principle followed by Ulrich models are:
 It assists company to measure the TK Maxx performed according to defined Metrics.
 These model create unified structure in organization to deliver values
 It also creates competitive edge for a company.
 It clearly defines distinction or Human resource roles and responsibilities.
The roles and challenges that are faced by Line managers in delivering the HRM.
Roles of Line manager are:
 Attracting top talents from market and select the top most potential company in order to
accomplish the company's aims and objectives.
 Line manager develop leaders of tomorrow through proper training and developing of
each employee to face challenges on different situation and to skills to overcome
efficiently.
 Manger builds a culture of continuous learning of employees by improving skills and
knowledge in their field become expertise. They also include growth through appraisal
and incentives (Swaffield, Evans, and Welch, 2018)
 The also face ensure safety and security of employee in company to satisfy and motivate
for work. It also includes government rules and regulation that are fulfilled by manger. Compliance with laws and regulation that are regarding employee and work culture to
operate smooth in market without any allegation on company from government or public
side.
Challenges of Line Manager are:

 Sometimes it is difficult to pool most potential employees that match with position of
vacancy. Right person for Right job are unable to find by manager. It is difficult to find
the potential employee that match job requirement of company (Ali, and Akter, 2018).
 Training and development of employees are delayed due to absenteeism of employees
that suffers work of company increase cost of employees. It also affects operation of TK
Maxx as it increase the work load is unable to balance.
 Unable to maintain work culture according to employees demand and to provide
satisfaction and motivate employees towards company to achieve the objectives.
 Attribution in company which shows decrease in size of employees in company that may
suffer in achieving objective(Barry, and et.al., 2018)
 Balance between management and employees is also one of major challenges that are
faced by line manager. Commitment, profits, salary and incentives, health and safety of
employees in workplace and participative working are expected by employee from
management which sometimes unable to achieve.
CONCLUSION
The above report concluded that, Human resource polices and practise Assist Company
in order to maintain workplace more efficient for employees. These policies help management
and employee to work together for company to achieve target objective. Further, Policy of
HCHRM, best fit HRM and Hard and soft HRM are followed by TK Maxx in order to maintain
smooth operation in market. The external factor which affect strategic decision of human
resource department of TK Maxx which analysed by HR department to avoid challenges and loss
from same. Lastly, function of HR and polices and practise with help of Ulrich model followed
by TK Maxx. However, different role and challenges of line manager are found at a time of
Delivering of HRM.

REFERENCES
Books and journals
Aikaterini, G.N., Ioannis, S. and Vasilagos, T., 2019. Do external environmental factors effect
on strategic choice decisions of innovation?: The case of service organizations in a
cross-cultural comparison. Journal of Transnational Management, 24(3), pp.185-230.
Ali, M.J. and Akter, S., 2018. Human Resource Management (HRM) Practices: A Case study on
Arcadia Group, UK. Global Journal of Management and Business Research.
Barry, M., and et.al. 2018. The'Good Workplace': The Role of Joint Consultative Committees,
Unions and HR Policies in Employee Ratings of Workplaces in Britain.
Doz, Y., 2020. Fostering strategic agility: How individual executives and human resource
practices contribute. Human Resource Management Review, 30(1), p.100693.
Leidner, S., Baden, D. and Ashleigh, M.J., 2019. Green (environmental) HRM: Aligning ideals
with appropriate practices. Personnel Review.
Michael, A., 2019. A handbook of human resource management practice.
Nishii, L.H. and Paluch, R.M., 2018. Leaders as HR sensegivers: Four HR implementation
behaviours that create strong HR systems. Human Resource Management
Review, 28(3), pp.319-323.
O’riordan, J., 2017. The practice of human resource management. Research paper, 20.
Sinkovics, R.R., Kurt, Y. and Sinkovics, N., 2018. The effect of matching on perceived export
barriers and performance in an era of globalization discontents: Empirical evidence
from UK SMEs. International Business Review, 27(5), pp.1065-1079.
Souza-Monteiro, D. and Hooker, N., 2017. Comparing UK food retailer’s corporate social
responsibility strategies. British Food Journal.
Swaffield, J., Evans, D. and Welch, D., 2018. Profit, reputation and ‘doing the right thing’:
Convention theory and the problem of food waste in the UK retail sector. Geoforum, 89,
pp.43-51.
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