Strategic Human Resource Management 2022 Tasks

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
Strategic Human Resource Management: Telstra
Name of the Student
Name of the University
Author’s Note:

1
STRATEGIC HUMAN RESOURCE MANAGEMENT
Table of Contents
1. Introduction............................................................................................................................2
2. Discussion..............................................................................................................................2
2.1 Task 1: Relation between Business Strategies and Human Resource Strategies.............2
2.2 Task 2: Detailed Discussion of the Nature as well as Theoretical Perspective of
Employment Relation.............................................................................................................9
3. Conclusion............................................................................................................................12
References................................................................................................................................14

2
STRATEGIC HUMAN RESOURCE MANAGEMENT
1. Introduction
Strategic human resource management or SHRM can be referred to as a pre-emptive
management of individuals. It needs logical thinking and then making plans for way in an
organization so that it is possible to fulfil every need of the employees (Noe et al. 2017).
Telstra Corporation Limited is a large and popular telecommunications organization in
Australia that have been sharing few important and noteworthy services and products to the
customers. Telstra is considered as one of the most successful organizations in the world and
this is mainly because of the effective and efficient strategic of human resource management
(Telstra. 2019). This following report would be providing a detailed discussion over SHRM
for Telstra Corporation Limited with a relation between business strategies and HR strategies
as well as theoretical perspective of employment relationship.
2. Discussion
2.1 Task 1: Relation between Business Strategies and Human Resource Strategies
A business related strategy can be stated as the collection of few competitive actions
and moves, which any business utilizes to attract the customers, compete successfully for
strengthening performances as well as obtaining the organizational goals (Cascio 2015).
There are few distinctive purposes of a business strategy, which include achievement of
effectiveness, perceiving as well as utilizing opportunities, mobilizing the resources, securing
a beneficial position, overcoming the threats or challenges and finally directing efforts or
behaviour. There is a stronger relation within business strategies and human resource
strategies.
This HR strategy is an important output of the strategic management, which is being
aligned with the business strategy for bringing major success in the company (Bratton and
Gold 2017). There are three vital aspects, which are needed to be highlighted while

3
STRATEGIC HUMAN RESOURCE MANAGEMENT
understanding the relation between business strategy and HR strategy, which are Separation,
Fit and Holistic model. In the separation model, there exists no specified vertical integration
within business and HR strategies. The fit model eventually recognizes that staffs are the
main resources for achieving business strategies, hence HR strategy should be designed for
fitting every requirement of the business strategy. The holistic model, on the contrary,
recognizes staffs as the main sources of competitive advantages and not only the mechanism
to deploy organizational strategies (Armstrong and Taylor 2014). HR strategies in this model
is quite critical, as the competences of staffs become major business competences. Telstra has
been focusing on their unique business strategies and ensuring that each and every employee
is gaining satisfaction from the work.
2.1.1 Explaining Vertical Alignment as well as Horizontal Integrations in Telstra
Corporation Limited
Vertical alignment between the human resource strategies is extremely important for
ensuring that there is a specific vertical fit during categorization of the configuration of the
practice of human resource management or strategic management procedures of the
company. This type of vertical fit could be controlled by simply directing the HR towards
every primary and secondary initiative of Telstra Corporation Limited (DeCenzo, Robbins
and Verhulst 2016). The vertical fit can be termed as the major ideology of this human
resource management and can be solely associated to the approach on the basis of
contingency, even before creation of the entire fit of every management strategy like human
resource management for the long term objective. The second important factor is the
horizontal fit, which has significant implications of the HRM practices within Telstra. The
best fit ensures that there should be an assessment in the extent until where vertical
integration within the practices and policies of HRM and business strategies of the company.
The notion of a link within these business strategies and performances of all staffs is