Report on Human Resource Department in Business Enterprise

STRATEGIC HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENTS
Executive summary..........................................................................................................................1
TASK 1............................................................................................................................................1
Relationship among the strategies of HR and business..........................................................1
Comparative analysis of various theoretical concepts and models of strategic HRM...........3
Specific HR practices in performance management and rewards..........................................6
Nature and theoretical perspectives of Employment Relations..............................................7
Role of major actors towards development of employee relationship...................................8
Mechanism of participation of employees and their voice...................................................10
REFERENCES..............................................................................................................................11
Books Martin, G. and Reddington, M., 2010. Theorizing the links between e-HR and strategic
HRM: a model, case illustration and reflections. The International Journal of Human Resource
Management. 21(10). pp.1553-1574....................................................................................11
Patel, P.C. and Cardon, M.S., 2010. Adopting HRM practices and their effectiveness in small
firms facing product‐market competition. human resource management, 49(2), pp.265-
290.and Journals...................................................................................................................11

Executive summary
This report is based on understanding that human resource department in every business
enterprise has its important role in development of effective employee relations at workplace.
Business strategies is similar with human resource as it also relates with development of human
capital which is significant to increase the longevity and leads to success of business. There are
some important business trends which provides major impact on companies policies related to
development of human resource and overall business policies of enterprise. Vertical integration
considered as important activity of merging two or more business units similar company that are
at different stages of production.
TASK 1
Strategic management of human resource is considered as major concept or task that
implies to the practice of business enterprise to attract, develop, rewards and retain qualified
employees at workplace (Hollenbeck and Jamieson, 2015). It is also considered as a practice of
developing effective successful strategies HR functional unit in enterprise to sustain its
employees through development positive employee relations. In present report, As an HR
consultant in Marks and Spencer which is major retail store that has its headquarters in UK and
also operates in other overseas nations. As per scenario, M&S have also developed various
business and Human resources strategies in order to achieve their goals and objectives in retail
industry. Further, there are various important relations among the business strategies and specific
human resource strategies also been considered in order to provide an understanding about the
impact of employees on business performance of M&S.
Relationship among the strategies of HR and business
Today, functional unit of human resource has more effectively defined strategic role in
M&S and its policies also affects the bottom line. It is further considered as major challenge for
the Human resource managers in M&S to convince the executive teams of leadership that human
capital is major significant and beneficial resource in which the organization needs to make
investments (Kramar, 2014). Further, effective return on investments is considered as suitable
and major part of consideration to include the HR department as part of overall business strategy.
Further, here are some important relationship between strategies of HR and overall business
strategy have been mentioned above:
1

 Similarity: As per the analysis, business strategies is similar with human resource as it
also relates with development of human capital which is significant to increase the
longevity and leads to success of business (Sparrow, Brewster and Chung, 2016). In this
context, HR department in M&S also involves executive leadership teams that discuss
with professional in HR to create complementary objectives of HR and overall business.
It implies that both other functional and leadership teams along with HR professional
aims develops strategies with an aim of achievement of organisation objective of
retaining qualified employee and achievement of competitive advantage over rivals like
TESCO, ASDA and Sainsbury. HR Policies and productivity: Process of recruitment and selection of HR unit of M&S is
a predomination of developing a productive workforce at workplace (Jabbour and de
Sousa Jabbour, 2016). In present competitive business environment within retail industry,
maintaining qualified workforce in which the employees should have high job
satisfaction and job security is important M&S to increase its business performance in
market and compete with other firms. Increasing the performance is also leads to rise in
productivity of enterprise which is an aim of development of business strategy. Effect of trends : There are some important business trends which provides major impact
on companies policies related to development of human resource and overall business
policies of enterprise (Shen and Benson, 2016). These trends are technology, marketing
techniques, promotion, customers expectation, innovation and creativity etc. Among
these major trends innovation and creativity provides major impact on both HR and
business strategies of M&S. For making innovation in business practices along with
introduction of new and innovative products and services, it is essential for cited
organization in increase the skills, knowledge and capabilities of employees so that they
will contribute in increasing the sale of organization. Through this, M&S will be able to
achieve customers satisfaction and will be able to retain their loyalty towards the
organization. Interaction between executive leadership: It is considered that quality of communication
between the HR executive and other executives of M&S is the real test of relationship
among human resource and whole business strategy. Employee involvement in cited
organization also defines the improvement of relationship among the HR and executive at
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