Strategic Human Resource Management

This report explores the key trends and developments that influence HR strategy, analyzes the internal and external factors that impact HR strategy and practice, and discusses relevant theories and concepts related to the growth and development of strategic HRM. The case study focuses on ASDA, a British retail organization. It also examines HR outcomes and evaluates effective HR management for sustainable performance and organizational growth.

Strategic Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Key trends and developments that influence on organisation HR strategy.......................3
P2 Analyse of the internal and external factors that influence HR strategy and practice......5
TASK 2............................................................................................................................................6
P3 Relevant theories and concept that are related with growth and development of strategic
HRM with organisational example.........................................................................................6
TASK 3............................................................................................................................................8
P4 Evaluate of change management models that support HR strategy..................................8
TASK 4............................................................................................................................................9
P5 HR outcomes that are measured and monitored to the organisational situation...............9
P6 Evaluation of effective HR management that support sustainable performance and
organisational growth...........................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management refers to an organisational department that work for
finding, recruiting, selecting and training of workforce for managing human resources of
organisation. The HR department is essential for all organisation as by enhancing employee
productivity objectives and goals are accomplished by business in an appropriate manner.
Almost all organisations are performing their work at global level so human resource
management manage diverse workforce for organisation (Ugheoke, Mohd and Wan, 2015). This
report is written from perspective of ASDA which is British retail organisation and currently
operating their business among different locations. Moreover, this report will focus on key trends
and development that influence an organisational strategy and also on internal and external
factors that influence HR strategy and practice. Theories and concepts related with growth and
development strategy with specific organisational example is also highlighted in the upcoming
report. In the last, HR outcomes is also monitored and measured with the specific organisation
situation.
TASK 1
Key trends and developments that influence on organisation HR strategy
Human resource strategy is defined as an overall organisational plan that is used for
organising and managing human capital that aligns business activities with human efforts. Along
with HT strategy developed by ASDA undertake different set of characteristic that is developed
by analysing trends and development related with organisational strategy. Some of the exiting
aspect that is impacting on HR strategy is mention as follow:
Key trends that influence HR strategy
 Globalisation- In the present scenario, all organisations perform their work with motive
of managing and performing their work at global level in order to cover more market

area. HR strategy is influenced due to globalisation aspect because now HR recruit
diverse workforce to work at global level.
 Workforce diversity- Most of the ASDA operations are completed by diverse workforce
as it is already stated globalisation leads to employee individuals from different places. In
order to overcome from conflicts HR need to learn skill such as interview, employee
management etc. to offer equal opportunities among all workforce.
 Changing skill requirement- ASDA recruit employees who are skilled but they are
different from each other but some skills such as technology and communication are
common. Therefore, HR of ASDA ensures that all employees must be trained in
respective skill to gain better results.
 Continuous improvement- The existing environment conditions are too dynamic and it
is impacting on all operations of functions. HR play an important role in managing work
according to environment conditions by implementing continuous environment in
organisation.
 Recruitment in Job seeker market- In the present scenario, there are various
individuals are searching for work or job. Similarly, organisation are also open for new
recruitment but it is difficult to coordinate between them because there are certain skills
required for completing work in an appropriate manner (Ugheoke, Isa and Noor, 2014).
In context of ASDA HR strategy is influenced with trend of Job seeker in market because
manager recruit those individuals are skilled such as communication is required skill in
retail store to explain today best deal, discount offer etc. So it is mandatory to work with
the trend of job seeker in market for screening and recruiting right candidate.
 Paid time off- The term paid off include different aspect such as parental leave, sick
leave, planed leave and so on. This generated significant attention in news cycle and
headlines due to which it is mandatory for ASDA and other organisation to improve their
paid off policy (Thoumrungroje, Racela, and Chintakananda, 2019). The decision related
with paid time off are managed and controlled by HR department of organisation. So it is
mandatory for management to developed strategy as per new regulations. Thus, the HR
policy is influenced by the trend of HR paid time off.
 End of annual review- The annual review is dying that is fixed but in present scenario
with the change in organisation functions such as technology involvement relates with

top enable technology. ASDA is also utilising technology features as there are various
operations and functions operate by employee’s at large level. So it is also mandatory for
organisation to complete their work in an appropriate manner. In order
Development that influence on organisational strategy
 Technology related learning- According to the present market conditions all operation
are completed by an organisation through engaging technology. This also refers that
human resource management also include technology among their functions in order to
complete their functions according to decided timelines. ASDA is performing managing
all details about employees with help of software so it is easily stored in the systems.
Along with this this there are various task managed by respective organisation which
undertake technology as an essential feature for developing new process to complete the
work. It results ASDA HR strategy is influence with help of technology feature as now
workforce learn new method to complete their work.
 Career and performance management- The old or traditional system for monitoring
the career performance is not suitable for the existing business environment. ASDA is
expanding their business with rapid speed in order to accomplish existing opportunity
first as compare to competitors (Raheem, 2016). Further, to achieve success in plans it is
essential for human resource management for recruiting right and skilled employees. So
the development of career and performance management influences HR strategy because
manager not recruit those individual who are not effective for organisation such as high
turnover of employee with low performance is not suitable option for vacant seat.
Analyse of the internal and external factors that influence HR strategy and practice
An effective human resource strategy is formulated with the aim of accomplish company
goals and objectives through encouraging employees to perform their role with more efficiency.
But the HR strategy is impacted due to change in organisation relates with candidates that make
company website more effective. ASDA is focused for developing strategy by analysing the
micro and macro factors to work with right strategy and practice.
External factor
Industry growth- The retail sector is increasing because they provide daily consumption
items to individuals. This refers industry growth is steady and continue as retail stores or

supermarket deal with customers on regular basis. So HR strategy or practice is impacted
because individuals perform operations on daily basis which is a challenge for organisation.
Industry attractiveness- The scope of retail industry is too wide because individuals
purchase and consume products of retail market on daily basis. This also refers industry
attractiveness in retail sector is too wide which is managing organisational work on daily basis.
Technology- Most of the organisation are performing its work with use of technology
that leads to complete work in an appropriate manner. ASDA also implement technology among
all operations because it is a huge player in market and technology leads company to gain
competitive edge in market.
Impact of competition on recruiting- The extent of competition with the industry
impact on the company ability that is related with qualified workers. Industry giant that is used
for managing employees as it is used to manage candidate through which more candidates recruit
that make suitable power (Ologunde, Monday and James-Unam, 2015). From the perspective of
ASDA it is analysed by management as small business select candidate to recruit workforce from
external environment. This factor influence on the organisation strategy as it is mandatory to
work with recruit employees. HR practice to motivate workforce is also influenced because
organisation recruit employee that are better than competitors.
Internal factors
Labour market- The term labour drives amount which is required by the organisation
for offering better compensation as it help to attract better individuals. ASDA is performing their
work at global level. The HR strategy of organisation is influenced by the management as if the
number of skilled candidates is less than management attract them by offering good amount of
package. Similarly, the HR practice of training is impacted it refers employee number is less and
they are not working role in an accurate manner.
Regulatory framework- In the present scenario it is essential for ASDA to complete
their work with desired laws. Legislation is impacting on all HR activities that typically relates
with state and federal legislation which is used in managing task and project of ASDA for longer
period. For instance the British legislation that is related with business is used for managing
work with placing activities that are operated by manager for confine of law (Nankervis and et.
al., 2019). This is also required by HR manager as right responsibilities leads to work with more
efficiency and follow of law also leads ASDA to improve organisation goodwill.

Employee relations- Internal policy and procedure impact on HR activities like if ASDA
only promote internal and local employees in the organisation than the other diverse workforce is
demotivated. Therefore, HR manager perform their work with more efficiency under which all
task are designed through which employees easily coordinate to work with more efficiency.
Along with this ASDA also ensure that staff members are trained for completing task with in
groups as it aids management to reduce the impact of internal policy on organisational practice.
User friendly technology- One of the most crucial internal factors relates with internal
factor as it impact on human resource plans. ASDA is managing the HR strategy by analysing
aspects through which organisation aids human resources to determine and understand
importance of technology. So all work is completed with decided steps and it also engage
employees to select right technology for completion of work as per decided time in order to
develop responsive and better HR practice.
TASK 2
Relevant theories and concept that are related with growth and development of strategic HRM
with organisational example
For the development of an organisation it is essential for human resource management to
formulate effective strategy that supports HR function and operations. With right theory and
concept it is easy for management for completion of work according to decided steps. Some
concepts that are implemented by ASDA are mention as follow:
Concept related with HRM
Standard Causal Model of HRM- The most popular HR model is the Standard Causal
Model of HRM. The model is acquired from numerous comparable models distributed all
through the 90's and mid 2000's. The model shows a causal chain that begins with the business
methodology and closures, through the HR forms, with (improved) money related execution for
ASDA.
AIIHR Standard Model-for-HR- The model accordingly shows how HR exercises that are
lined up with authoritative technique lead to business execution. As per this model, HR may be
powerful if its methodology is lined up with business procedure (in accordance with the best-fit
hypothesis) (Kramar, 2014). ASDA HR system is in this way got from the general methodology

to gain specific outcomes. The HR rehearses follow the HR techniques. Models incorporate
recruiting, preparing, evaluation, and remuneration to gain right and accurate results. These HR
rehearses lead to specific results. Models incorporate duty, quality yield, and commitment. These
HRM results lead thus to improved inside execution. Models incorporate profitability,
development, and quality. These results lead to monetary execution (for example benefits,
monetary turnover, better edges, and return for money invested. Two intriguing connections are
the unmediated HRM impact, which shows that some
Example 1- The existing market of retail industry is too competitive and it is impacting on
organisational work on regular basis. This defines there are various task performed by
management of ASDA and all of them work with motive of accomplishing growth in
organisation. Thus, it is essential for organisation to manage and complete their work with
motive of implementing right concept that leads for selecting effective resources for completion
of all operations properly. ASDA HR faces the major challenge of gathering all resources and
also it is complex to manage them all together. Standard casual concept perform an important
role in company and also for retail store because it is leading organisation and HR department to
arrange all resources in order to manage operations at global level. Moreover, with AIIHR
concept organisation also evaluates performance management of all its employees to analyse
their contribution in organisation growth.
8 box model by Paul Boselie- It is an amazing concept that is develop for external and
internal factors as it increase effectiveness for human resource. HR practices can legitimately
prompt improved interior execution. For instance, a decent preparing can straightforwardly bring
about better execution, without fundamentally affecting HR results. The turned around causality
in the model shows that occasionally a more grounded money related execution prompts more
interests in HR practices and better HR results (Kramar and Parry, 2014). At the point when
execution is solid, representatives are regularly progressively connected with (a HR result). This
shows the connections in the model are not generally unidirectional. By and large, be that as it
may, this HR model shows how HR system is defined and what the effect is of HR on inside
procedures and budgetary results of the business.
With both of this concept it is identified by ASDA for the growth and development of an
individual it is essential for organisation to analyse aspect which is used for generating institution
as it is used in managing population to make better influence among workforce with formulating

an effective strategy. This is also identified by management to make strategic HRM growth it is
essential to determine all essential aspect which boost organisational policy.
Example 2- Another example that is related with ASDA is to make effective recruitment policy
and strategy. This also defines management is managing people for selecting actual concept
which help HRM of an organisation for completing all task with more efficiency. Recruitment
and selection is an important method so with engaging technology in company selection process.
HR department of ASDA recruit skilled and capable employees for completion of organisation
project with more productivity. Therefore, 540 appraisal techniques which lead employees to
analyse feedback define as an employee performance appraisal method to work with more
efficiency. Moreover, it is an effective method that leads management for improving their overall
productivity by involving all stakeholders in organisation operations and functions.
Theory related with HRM
The first theory that is adopted by ASDA for the growth and development according to
strategic HRM because this theory leads individuals to adopt effective HR practices. This also
refer that respective business is conducting better results by understanding the characteristic
which are related with employees and their work. It also leads management to investigate
performance of organisation to make right results. This also refers that the AMO theory is
working with three different independent work system that shape employee characteristic and
leads them for contributing better success in organisation by defining interest of company. It also
refers that high performance is generated through AMO theory as it increase interest of
employees among organisation (Kang and Chintakananda, 2019). Example- ASDA is increasing
job employee’s knowledge in enhancing employee knowledge. After employee is used to make
effective technique that boost employees productivity by using motivation factors.
TASK 3
Evaluate of change management models that support HR strategy
The term change management is utilised by organisation for implementing change and
transforming operations, people and groups that make a project more success. ASDA is focused
to implement change management in business for completing project in an organised manner.
According to existing scope that exists in market two types of change management model is
implemented by ASDA.

Lewin’s change management model
This is one of the most popular model that make possible for understanding
organisational and structural change. It was developed in the year 1950 by Kurt Lewin which
consists of three different steps that is unfreeze, change and refreeze.
 Unfreeze- ASDA undertake first step of unfreeze to implement change in organisation by
focusing on methods that are required to change. Example- Employee turnover is high in
organisation so first step take by organisation is to prepare changes that are crucial to take
(Hollenbeck and Jamieson, 2015). So by unfreezing negative point business implement
first method which develop positive image for organisation.
 Change- It is the second stage among which real transition are implement to make
changes. For ASDA it is a time consuming process because employees not prefer to
adopt and manage changes to implement communication for re-examine of changes in
organisation.
 Refreeze- Changes which is accepted by management relates with managing and stable
again. It is used in making stage that refers to refreeze as it is used to manage staff and
process which refreeze. This is used in managing time that make pace and routine of
works in proper manner. ASDA ensure that making change lead to generate areas that
make required changes.
Positive- This is used for generating positive results that ensure in making effective work
techniques as it leads to adopt essential changes. On the other side, Lewin’s model is also
generating positive results through which task generate effective outcomes.
Negative- It is also analysed by management that due to negative aspect it is complex for
organisation for implement changes in an accurate manner but it is a time consuming process.
This also refers that negative process generates complexity to implement acquired changes.
Example- The organisation arranged all work with motive of satisfying individual need and
wants in an appropriate manner. But for this Lewin’s change management model perform an
important role which leads to understand employee’s requirement and manage them in an
accurate manner for accomplishing organisation goals by matching company goals with
individual results.
Nudge theory- It was developed by Richard Thaler and Cass Sustein, Nudge theory that
is used to make self-named book that capitalized and it also focus on cognitive biases which

leads for making right decisions. Key steps adopted by ASDA to implement Nudge theory is
mention as follow:
 Define the change- It is first step that is used by management to implement change by
defining its requirements in the organisation. ASDA require changes for managing all
resources in proper manner.
 To consider change according to stakeholders- This is essential for company to
implement change in organisation. This determines management consider that all task is
completed with engaging right stakeholder.
 Develop a plan for change- ASDA HR department implements steps which is leading
company for formulating an effective plan to adopt essential changes. Further, plan help
to implement changes in an organised manner.
 Engage all stakeholders- With involving right stakeholders organisation consider that
the impact of stakeholder must be reduce in order to manage all work properly. So with
right stakeholders it is easy in managing better decision making.
 Listen to feedback- By improving feedback on regular basis it is easy for management
to complete task properly through analysis of feedback on regular basis. This result it is
easy for ASDA to improve company productivity by analysing feedback on constant
basis.
Positive- The positive impact which is undertaken by organisation with nudge theory is used for
managing changes related with company. This defines that ASDA HR improve behaviour of its
employees due to which all work with motive of accomplishing company goal.
Negative- With globalisation most of the employees relates with diverse workforce and it
governs all persons follow different behaviour for completion of their work. So it is complex and
costly for company to improve behaviour of all employees because all of them follow different
values.
Example- 2 Raw-materials and resources are required by all individuals for completion of
organisation work in an accurate manner. But the main asset for ASDA is human resources so it
is essential for organisation and HR department recruit skilled employees. Further, challenges are
monitored in managing resources and it work as negative aspect for organisation. Thus,
management ensure is completed properly.
Bridges’ transition model

The Bridge transition model is developed by William Bridges that work with the change
consultant. ASDA started to implement this theory after monitoring and managing its book in
managing transitions. Further, the specialty for this model concentrates on transition and not on
changes. Three stages that focus on ASDA change management is as follow:
 Ending, losing and letting go- When organisation introduces change than some
discomfort is monitor (Henderson, 2017). Example- lower level employees of ASDA
face challenge so HR motivated them to support HR strategy.
 Neutral zone- This stage is related with uncertainty and confusion that exists between
new and old process of work. ASDA adopt innovation method to implement changes in
organisation. It results in enhancing productivity of ASDA through using creative
technique to adopt change. Example- to enhance individual for working with change in
all departments.
 The new beginning- It is the last stage in which ASDA pass new guidance to all engaged
workforce. Human resource management is responsible to work with right techniques
which help to accomplish organisational goal as per changes required.
Positive- This model is offering the capabilities to identify and work with reasons that are used to
make changes for completion of task with right steps that leads to obtain desired results. On the
other side, positive analysis for work is used to figure out plans in making effective results that
concrete to make subtle changes.
Negative- With consider of Bridge transition model it is used to make step-by-step results as the
specification is required in making one after results. The entire process is time consuming due to
which difficult results are gained to derive concept.
In the last, with analysis of change management model it is consider that Lewin’s change
management model is most effective for respective organisation because this leads management
to implement change step easily. Moreover, it also generates positive results among both
example which leads for selecting right and effective employees and fulfil resource requirement
to gain desired results.

TASK 4
HR outcomes that are measured and monitored to the organisational situation
Human resource decision making evaluation is important as it lead to organise day to day
activities. ASDA utilise online and offline methods to measure HR activities that save time and
also cut cost to manage employee function easily (Haddock-Millar and Rigby, 2015).
 ZOHO people- It is a cloud based HR management software which help organisation to
organise and manage employee data. ASDA manage its work by managing business with
mind. This also cater for manage business according to decided platform in making
results that spend time through focusing on ASDA project. HR use in this to reduce
absent rate and the reason to select ZOHO people tool is that it is quickly implemented by
management.
 Benchmarking- This is one of the most effective tool which is used by ASDA for
obtaining desired results. It determines that by deciding benchmark for each task
management manage similar quality for all aspects which results to monitor and achieve
company goals properly and aids company objectives towards sustainable growth.
 KPI- Key performance indicator is used by ASDA for evaluating the steps that is
implemented by organisation for analysing all aspects which is used to achieve company
objectives. Moreover, ASDA also modify and change employee’s efforts for
accomplishing success in minimum time period which lead to gain sustainability in
competitive market.
 iCIMS talent acquisition- This is an employee on-boarding software tool that offer
dynamic feature for including customizable career. It is also used by candidates for
searching career opportunities as ASDA recruit individuals to make acquisition process.
This tool is used in managing HR apps that leads in using software-as-a-service for
making areas that boost solution. Moreover, ASDA also overcome by the challenge under
which it is used to recruit talent (Frynas and Mellahi, 2015). Employee develop self-
service portal that leads to select aspect and leads employees to overcome from dis-
satisfaction among employees. The reason for selection of talent acquisition is to increase
company growth.
ASDA is utilising both this model for completion of organisational work in an organised manner
that lead to overcome from the situation of employee turnover and absenteeism. This results

organisation is able for simplifying managing workforce that support HR to retain skilled
employees.
Evaluation of effective HR management that support sustainable performance and organisational
growth
Human resource management manage and control the most important asset of organisation
that is known as employees or workforce. In the present scenario, ASDA is focused to manage
its employees because by retaining skilled and capable employees it is easy for management to
formulate competitive edge in market. In context of UK retail industry competition among
organisation is too high so by recruiting competitive workforce needs and wants of customers in
an appropriate manner that automatically increase loyal number of customers. In the last, ASDA
utilise benchmarking technique to achieve all objectives in proper manner as it is best fit for
company and support traditional as well as existing approach to accomplish company goals and
objectives.
Methodology for HRM- This is a significant part of any association and assumes an
indispensable job in human asset the board. HR administrators of the ASDA oversee procedures
to guarantee the association arrives at its business objectives, just as contributing fundamentally
to the corporate dynamic procedure, which incorporates appraisals for current workers and
expectations for future ones dependent on business requests (Dayina, 2017). It results all
employees perform their work in an organised manner which boost possibilities to work with
more efficiency for generating support about capable and skilled employees. Moreover, all
methodology that are implement relates with organisational growth.
Advantages analysis- HR directors move in the direction of diminishing costs, for
example, with enlistment and maintenance. ASDA top management and human resource
management recruit skilled employees to gain sustainability in market by motivating individuals
to perform their role with more efficiency. HR experts are prepared to direct productive dealings
with potential and existing representatives, just as being knowledgeable with worker benefits that
are probably going to draw in quality competitors and holding the current workforce. Further, for
business growth investigation about opportunity leads to accomplish desired position in market.
Training and development- ASDA is suing this method as an oldest area that is used for
providing right training to all employees. In context of business growth development process is
engaged that improve overall personality of individuals. This leads organisation to obtain better

position in market (Chang, 2015). On the other side, for growth training method is used by
ASDA to enhance work performance of the middle and lower employees which leads to HR
directors for contribute altogether in preparing and developing HR strategy and programs, they
additionally assume a crucial job in fortifying business worker connections. This adds to the
development of representatives inside the organization, thus improving worker fulfilment and
profitability.
CONCLUSION
From all the above mention report it is concluded that human resource management is a
mandatory for organisation that is leading an organisation to perform their work with more
efficiency. Along with this it is also evaluated that HR strategy aids the management to manage
overall workforce of organisation and it is developed with analysing key trends and development
that exists in the environment. Further, internal and external factors such as change in law, less
effective employment policy also impacted on HR strategy and practice. With implement of
relevant theories and concept better HR policy are developed that support human resource
management to recruit skilled and capable workforce. In the last, by analysing the effectiveness
of HR management like, training and development leads workforce to accomplish growth in an
intense competitive market.

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