Strategic Human Resource Management and Organisational Behaviour

This document discusses the importance of strategic human resource management and its impact on organisational behaviour. It includes case studies and strategies for improving employee skills and productivity.

Running head: Strategic Human Resource Management and Organisational Behaviour
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1Strategic Human Resource Management and Organisational Behaviour
Table of Contents
TASK-1..........................................................................................................................2
Question1...................................................................................................................2
Question2...................................................................................................................4
Question3...................................................................................................................5
Question4:..................................................................................................................7
TASK-2..........................................................................................................................8
Question1...................................................................................................................8
Question2.................................................................................................................10
TASK-3........................................................................................................................14
Introduction..............................................................................................................15
Discussion................................................................................................................16
Question1.............................................................................................................16
Question3.............................................................................................................17
Question4.............................................................................................................18
Question5.............................................................................................................19
Conclusion....................................................................................................................21
Reference and Bibliography.........................................................................................22

2Strategic Human Resource Management and Organisational Behaviour
TASK-1
Strategic Management is the process in which the organisations formulates,
implements and evaluates the business strategy to achieve the organisational goal and
objective. Strategic Human Resource Management (SHRM) is the core philosophy that
explains the way that individuals in the organisation are managed and how it is involved into
HR policies and practices to inflate the productivity of the firm (Wheelen et al. 2017). The
practice and policies need to be in integrated with the strategic planning so as to make it
consistent. It is the set of managerial decision and action that bring outs the long term
performance of the organisation. Strategic human resource management involves
environmental scanning, strategic formulation, strategic implementation, evaluation of the
plan and control (Welford 2016). The strategic management predominantly focuses on the
evaluating and monitoring environmental threats and opportunities with regards to the
organisation’s strength and weakness.
Question1
The key importance of strategic human resource management is to enhance employee
skills by analysing the business problem which is apart from human resource Strategic human
resource management aims at directing and solving problems effecting people management
issues globally for the long run. In the following case study of Alex Erate the actions that has
to be taken care is to identify the key HR areas where the strategies is to be implemented to
improve the skill, motivation and productivity of employees in the future. The HR mangers
face many challenges in an organisation such as employee participation, reward system,
human resource flow, performance management and high commitment work system with
respect to globalisation.

3Strategic Human Resource Management and Organisational Behaviour
The major focusing issue involved in strategic human resource management are-
-Analysing the opportunities and threats exists in the external environment of the
organisation.
-Formulating the strategies that will coincide with the organisation’s internal factors such as
their weakness and strength with the external factors opportunities and threats, in simple
words analysing SWOT analysis of the organisation.
-Implementing the strategies as it has been formulated.
-Evaluating the implemented strategies to make sure that the organisation is benefited with
the changes and the objective is duly achieved.
Value-added selling for UrPhone4everything, the following points highlights that how
to create value to the product so as to grab the attention of the customer and for long run
commitment of the product. Assess the audience needs- Meeting the needs of the customers
grabs more attentions towards the product, offering better quality to the customers, improving
the customer service for the products, improving the product’s packaging and design, for the
customers providing extra expert advice and increasing the delivery speed.
The Strategic Management is concerned with the overall organisation departments.
The overall organisation includes the major four functional areas they are marketing, human
resource, operation and finance. The strategic human resource management can be linked
with the other departments of the organisation as it is an integrative approach.
Strategic human resource management in marketing which is the core department of
any organisation impacts the business deeply, hence as for introduction, recognition of the

4Strategic Human Resource Management and Organisational Behaviour
new product, for creativity and new innovation it is highly essential for that strategic human
resource management approach to be applied to implement the strategic plans like new skills
or experience is needed for the employees (McKiernan 2017). The department need to make
strategic plans in recruitment, training and selection of new staff.
Strategic human resource management in finance, the finance department is
concerned with raising capital for different operations in the organisation and ensuring
enough revenue generated to recover the cost of the company. Therefore, strategic decision
must be taken to raise the capital in order to sustain in the future.
Strategic human resource management in operation management is very indispensable
in an organisation for example according to the case study UrPhone4everthing is very
successful in the market, the layout of the overall site shows strategic thinking. Therefore, to
adapt proper strategies SHRM helps the operation management to successfully lead the
business.
Question2
The roles which can be played in UrPhone4everthing business are business partner.
The role of business partner is to make a profitable approach towards the company. Alex
Erate is a long-time friend and being a preferred partner it can be suggested to Alex and the
other two member to develop an app which can advertisement of the contract of 7000
apartments as well they can directly purchase or can have rent for the apartment, as it a new
contract people are unaware of the apartment so through that app they can even offer some
discounts for early booking in this way the business can attain attention of the customers and
it is profitable to both the organisation as well for the new contract.

5Strategic Human Resource Management and Organisational Behaviour
Question3
Construction is a type of industry where uncertainty is considered to be very common
than the other industries. Uncertainty refers to the possible risk which can be raised during or
after the establishment of the business. Generally, the construction projects go on for a
specific duration however the final benefit or outcome from the investment is realised in the
future. Hence complete market analyses is mandatory for the business to find out the
possible risk and opportunities and this can be done by analysing PESTLE AND SWOT
analysis. The factors which must be considered before proceeding to the HR plans, can be
incorporated by analysing the external and internal environmental factors by using PESTLE
and SWOT analysis which puts great impact in successfully acquiring the new contract for
UrPhone4everything. The PESTLE analysis aims to identify the key factors that impacts the
external environment of the business. The investment is a real- estate business hence the
analysis is used to analyse the real-estate market of UK.
Political issues in UK, the government in UK is progressively taking interest in the
property investment sector. The political and government conditions is positively looking
forward for stimulating growth in the property market such as making out ways of making it
convenient and easier for developer to initiate new property in the market, both commercial
and residential. Particularly there are evidences of some political movements ensures that the
low end market is rejuvenated to stimulate the first-time buyer. There are many political
efforts put to stimulate the new business and this is a positive sign and option for the
commercial investors, as the upcoming business is more likely to rent property and this is
more cost-effective.

6Strategic Human Resource Management and Organisational Behaviour
The economic factors give the ability to understand the current growth of the country
so as to predict the productivity of current and for the future prospect as well. The reduced
ability of the people to borrow money, so as to purchase own house or apartment either, the
commercial or residential will have the direct impact on the property investment market. The
property investors generally have a good customer base, as it has been quiet difficult for them
to purchase their own house therefore they are more willing towards rental apartment or
property as their alternative. During the economic slowdown many commercial and
residential owners lost their property and they were unable to repay their mortgages, hence it
is a good scope for the property investors who possess sufficient cash to purchase apartments
below the market price.
The social business environment, the chief factors influencing the new contract from
initiating is population, the current population of UK is 66.85 million and it is a good
opportunity to build 7000 apartments according to the population of UK. The affordability of
the individuals encourages them to buy apartments or rental apartments. The rising income of
people in UK means they are able to afford house and apartment. The immigration of
individuals from other countries stimulates the purchasing power of apartments in the minds
of the people.
The technological drivers ensure good opportunities as well as progress in the
property investment market. This provokes the property investors to grab the attention of the
potential customers this signifies that the potential customers have access towards the
growing competition. Therefore, the organisation need to offer services on property
investments by using the technology so as to capture the maximum possible audience.
Technology has made work smarter and easier than complicated.

7Strategic Human Resource Management and Organisational Behaviour
SWOT analysis enables the company to define its position as well as the competitive
companies by analysing the business strength, weakness, opportunities and threat. It helps to
determine the company’s contracting and planning phase.
Strength- Selection of good contractors, who can satisfy their criteria it strengthen the
project and creates confidence within the investor. If a bad contractor is selected then both the
investor and the contractor can have serious problem which can involve huge loss,
requirement of more resources and this can lead to more risk and break fall of the business.
Increase in population in UK also acts as a strength, more people more is the demand for
apartments. The Chinese investors is a cash-rich person therefore there is no issue fir any
kind of loan or credit.
Weakness- The weakness of the business can be determined when the investor’s
interest lack in protection by the supervisory board. If the investors and the contractors lack
in the proper use of desired materials. Many situations have raised when the contractor is not
willing to make the required and big changes hence this may lead to discrepancy between the
contractor and investor and therefore, undesired outcome can be resulted.
Opportunities- The possible opportunities for the business can be suitable contract
terms which directs to safe investment. The contract is a huge project hence after the success
of project there is chance of diversification of the business in UK.
Threats- Delays in the schedule can affect the business by increasing the expenses and
huge reduction in the profit of the investor. Organisational disturbances, unsynchronised
work, inappropriate planning, investor’s negligence, negligence in buying the materials and
supplies. If the quality of the construction is poor then it becomes a big challenge as well a
threat, not meeting to the level of customer’s expectation can be injurious to the business.

8Strategic Human Resource Management and Organisational Behaviour
Question4:
The preliminary HR requirement for the organisation considering the new contract
are: Workforce planning that is recruitment of engineers, labours, operational manger,
program developers and installers
Official organisational hierarchy
Incorporating new policies to protect and guide the business
Risk management programs to be introduced.
Encouraging team-work in the organisation for better communication and productivity.
Maintaining proper departments
Improving the employee efficiency
Introducing work ethics and employee moral values
Figure out the ways to improve the business image and activity,
Strategic Management- the continuous process of planning, monitoring, analysing and
assessment which is necessary to meet the organisational objectives and goals.
TASK-2
Human resource planning is the process of identifying and the systematic planning the
requirement of the company and making the needful changes to meet the company objective
and goal. Human resource planning can be correlated with strategic management so as to
make strategic decision and implement the changes.
Question1
Human resource planning for UrPhone4everything includes recruitment of employees
and managers, employee retention by creating a positive environment in the organisation,

9Strategic Human Resource Management and Organisational Behaviour
training and development of the employee. The most important purpose of the human
resource planning is develo0pment of the management it is because a well experienced and
trained manager is very important for the productiveness and effectiveness of the company.
The planning can be done by using the theory of “SMART”. SMART refers to Specific,
Measurable, Achievable, Realistic and Time bound. These criteria can help the new contact
to achieve its goal based upon the HR management (Warren 2015).
Specific: The goal and objective must be specific; it can be owned by drafting the
objective or goal statement for example, UrPhone4everthing, the business rapidly expanded
only after 6 months of establishment hence the goal is to become a world-wide brand and to
be a market leader across the world.
Measurable: UrPhone4everything aim should be measurable so that the metrics
benchmark can be used and it can be quiet tricky. It means that identifying exactly where to
stand after reaching the goal.
Achievable: The goal which is set by the company must be achievable. If the mission
is fixed and the people are determined, then the goal becomes achievable.
Realistic: The goal and mission must be feasible that is realistic there is no sense of
making a goal which necessitates the required resources which are unavailable. Strategic
planning and critical thinking is needed to make the goal feasible and realistic.
Time bound: The success of any company is determined by how fast the business can
underpin its position in the market. The goal must possess a deadline and if the deadline is
not affixed properly the SMART approach becomes useless. The time-bound strategy allows
the company to adapt proper management of time and utilise it properly.

10Strategic Human Resource Management and Organisational Behaviour
Question2
MEMO
UrPhone4everthing Ltd Human Resources Policy
To: Staff of UrPhone4everything
From: Human Resource
Date: 28.03.2019
This policy applies to UrPhone4everything
The company UrPhone4everthing is emerging very fast, it has taken broader base in the
market. Therefore, the organisation needs to adapt certain policies and procedures in order to
maintain discipline and fair practices in the organisation.
The Human resource policy aims to seek from all the staff and business team to operate to
their full potential. Human Resource policies enables to maintain general guidelines and
UrPhone4
Everythin
UrPhone4everything policy approved by the company’s human resource management; it
represents the management direction to the business on this issue: Compliance with this policy
is mandatory through aligning UrPhone4everything management system process and people
behaviour to the commitments below.
Policy Statement

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benefits to the employees where the employees have the legal rights to get the benefits from
the company. The policies include ethical norms, legal and regulations where the employees
will be protected from discriminatory and arbitrary action by the management. Employees
can note the policy manual in case of any disagreement or conflict (Wheeler 2017). The
company has all rights to eliminate discrimination and support diversity within its workforce.
The following rules and regulation are to be maintained by the staff:
1. Hours of work- The working hour of the employee is determined by the requirement
of particular department or section.
 The minimum working hours (lunch and break are excluded) 48 hours per week or 8
hours per day, this is for full time staff (Bryant and Allen 2013).
 If the employee is seeking for half day, then in that case a mail, has to be dropped to
the HR manager and the salary will be deducted by 10%.
 Staffs who are working less than the given number of working hours without any
legal notice, or if the staff is absent without legal notice deduction in remuneration
and disciplinary action will be taken against the staff.
2. Maternity Leave: The maternity leave is for 36 weeks under “Statutory Maternity
Pay” the maternity leave is paid for 13 weeks and the additional weeks are unpaid in
the organisation.
3. Employee Monitoring- It is highly advised to limit the usage of cell-phone while work
and it is highly recommended to avoid unnecessary and unjustifiable activities in the
organisation. Strict actions will be taken if these rules are not being followed.
4. Living wage and minimum wage- The minimum wage for 40 hours a week is £7.85
per hour or £314 a week by “Low Pay Commission” which is enforced by HM
Revenue and Customs. The living wage of the employees is £10.55 per hour £422 a
week.

12Strategic Human Resource Management and Organisational Behaviour
5. Termination of employment Contract-
 Resignation from the job- An employee must make it clear for resigning from
the job with legal notice. The employees are required to give before one month
legal notice to the HR. In the situation where the employee had to leave in
short notice then the employee needs to approach their respective employer
and see whether this can be agreed or not. If the necessary is not followed by
the staff then legal action will be taken against the staff.
 Termination of the employee will be alleged when the employees do not meet
the requirements of the organisation, if the employee doesn’t perform his/her
job effectively and if any misconduct is observed within the organisation, the
misconducts could include: creating, violence, theft, fraud, sexual harassment,
unacceptable activities.
6. Employee Equality- According to the “Equality Act 2010”, the organisation protect
the employees from any kind racism and discrimination based on gender, colour,
sexual orientation civil partnership, marriage, pregnancy, disability, age, race and
religion. Strict actions will be taken if these law is violated by the staff and this type
of misconduct will not be ignored. According to the act it gives right to equal pay for
both women and men doing equal job.
7. Grievance Procedure- Generally it becomes difficult to adapt new change, new
working environment, staff may face some kind of problems. Hence they are free to
confront before the management the difficulties they are facing the grievance
procedure provides to deal with these kind of cases.
8. Health and Safety: The employer has general responsibility of the staff to avoid
serious injury, disease and death occurring to their employees at work.

13Strategic Human Resource Management and Organisational Behaviour
Particularly the employee must take these certain measures such as maintaining safe
system of work, providing the competent employee to take the task, if required the
employee can half-day eave for nay health issue and the employees will be provided
with adequate information, training and instruction.
9. Whistle-blowers- Under the “Public Interest Disclosure Act 1998”, protects the
workers from being dismissed or victimised for making any kind of disclosure. The
information which includes the illegality, criminal activity, and any kind of danger to
safety and health, concealment of information or damage about these matters are
protected.
10. Casual Leave- Apart from holidays and week-offs, the employee can have two casual
leave in one month, if the employee takes continuous leave, then there will be
reduction in the remuneration and claiming for time-off to be sick is a clear
misconduct and this may subject to dismissal.
Please ensure that the above mention policies are made available to all the staff
member and it is hoped that the policies are not biased and beneficial to the organisation and
must be followed by the employees.
Any queries regarding the policy can consult to the Human Resource Department.

14Strategic Human Resource Management and Organisational Behaviour
TASK-3
Executive Summary
The purpose of the study is to examine the impact of different management and leadership
theories on organisational strategy and structure. The organisation adapt different strategies
and theories in order make the environment of work more justifiable and to ensure proper
strategic decision has been taken by the organisation. The paper also emphasises the
structure, culture and strategies on the human resource management. The paper highlights the
effectiveness of HRM in organisation and evaluates the link between leadership, management
and HR. Leadership strategy has been analysed for UrPhone4everything with addition to that
HR strategy has also been analysed the following report.

15Strategic Human Resource Management and Organisational Behaviour
Introduction
The overall productivity of the company mostly depends upon the management
specially the human resource management, it plays a vital role in the development of
organisation. The study focuses on the various theories, concept of human resource
department to build a blueprint that how this department works and how the department is
able to manage the whole organisation. The leadership theories and the concept of leadership
unites the whole organisation into one by motivation and their skills. The organisational
structure of the companies make the jobs more sophisticated and makes it easy to understand.

16Strategic Human Resource Management and Organisational Behaviour
Discussion
Question1
Amazon is a multinational company generally deals with technology. The CEO of
Amazon is Jeff Bezos. Bezos is moreover possessing task oriented transactional leadership
style. In this type of leadership style influences the subordinates to do what the leader wants,
it can be said that it is moreover an autocratic form of leadership. Transactional leaders are
addressed as quiet effective for the organisation as they are more focused on the achieving
the operational goals and the outcomes. Bezos is also seen as a transformational leader, as
Bezos tries to seek innovation in the organisation, creating a whole new vision for the future
which gains the attention of the customers (Bezos link their long-term goals with their
employee’s value. The organisational structure and strategy: CEO responsibilities and roles,
Web service of amazon, Finance management, Business Development, Consumer Business,
Legal, Accounting, Human Resource (Bernheim, and Bodoh-Creed 2017). The organisation
strategic plan which is being applied by Amazon is by offering their potential customers a
better and equal product at a comparably lower price and a product which can give the
customer more value with respect to their money. Mostly the customers are focused on the
price of the product which give the Amazon competitive advantage (Cook 2015).
Question2
There are a lot of impacts of organisational strategies, structure and culture on the
management of human resources. Organisational structure is the framework or the design by
which the company is administered. Organisational strategies are a set of firm plans that will
help in achieving the goals smoothly and organisational culture refers to the ideology, values,
rituals and other behavioural norms within the organisation. Amazon follows a hierarchical
structure (Lock 2017). It focuses on business function and this structure enables them the

17Strategic Human Resource Management and Organisational Behaviour
firm managerial control through which the strategic management initiatives are firmly
implemented and followed. An effective organisational structure is aligned with the business
strategy. It is structured in order to attract and retain the best talents, by creating positions that
will leverage the best skills in them and help in providing growth and development thereafter
ensuring smooth and meaningful work (Nishi and Paluch 2018). It helps in proper
recruitment, hiring, training and development as per the needs of the companies. Employee
engagement is also dependent upon organisational structure (Bailey et al. 2018). The
organisational culture of Amazon is that it is bold, customer centric and has a peculiarity. It is
ready for any kind of challenges and adapts itself to the changing situations (Alabdulhad 2017).
An organisational culture boosts the employee morale and affects how a person within the
organisation perceives everything. The decision making, the attitude to change, the
communicative openness and the freedom in between different levels are also affected. It
enables the human resource to respond to the demands of the market in a flexible way (Al Saifi
2015). It helps the employees in going beyond their normal limits and think out of the box and
thereafter bring out new ideas and solutions. Amazon’s corporate strategy is being considered
to be concentric diversification. It leverages technical capabilities and follows a cost
leadership strategy and maximum customer satisfaction. The activities of the HR of a
company depend on the strategies of that company and any kind of recruitment and selection
is done on that basis. It is to be ensured by the HR department that the human resources are
effectively and properly aligned with the organisational strategies.
Question3
The effectiveness Human Resource management in Amazon to obtain the competitive
advantage:

18Strategic Human Resource Management and Organisational Behaviour
1. Amazon provides the right and required amount of talent to the business at right time.
HRM seeks to assure that a required number of qualified labour in a specified timely
fashion.
2. Amazon also ensures that the firm is properly staffed, when the recruitment and
selection process is done effectively then supply of qualified and good individuals are
positioned in the organisation.
3. The organisation uses appraisal technique for motivation and it creates interest within
the employees to work productively.
4. Effective pay system, is a method through which the organisation can focus on the
efforts of the employees to obtain the desired goal of the organisation.
5. Ensuring that the staff is properly skilled to do the designated task and support the
development of the organisation.
The link between leadership and human resource management, leadership is a
part of human resource. In strategic management two theories which is in trend is human
resource and leadership. When we focus on management, it incorporates planning,
organising, staffing, directing and controlling. Leadership is concerned with directing
function of management (Northouse 2018). Leaders focus on team-work, motivating,
listening, inspiring, building relation and inducing the followers toward goal.
Question4
It’s a well-known theory that an organisation must have its own strategies, with the
other management strategy, leadership strategy is also one of the factor which has a great
impact upon the organisation’s productivity (Antonakis 2017). A leadership strategy is
basically a map that line up investments in the development of leadership with the aspiration,
goals, and strategy of the business. Leadership strategy emphasises on making an explicit of
the numbers of leaders required, what kind of leaders are required, where the leaders are

19Strategic Human Resource Management and Organisational Behaviour
needed and what type of skills they must possess, as well as their behaviour showing in what
fashion they accomplish their work both collectively and individually to achieve their goal.
The following leadership strategy to be established in UrPhone4everthing are:
 Collective Capabilities
 Competency, knowledge and Behaviour
 Quantity or number of leaders required
 Desired Qualities
 Leadership Culture
Question5
All the organisations depend on proper leadership techniques that guide the
individuals to adapt to the unprecedented changes. The case has shown that
UrPhone4Everything® has expanded rapidly and he has hired 5 people for different
functions. The organisation therefore requires a proper leadership technique that will guide
these people and the several engineers to be taken for the projects to perform their work
efficiently. The business strategy is to take the business to a next level and expand the
business further in order to be a market leader. Mr. Alex Erate initially failed to venture
because of his casual behaviour but later on he has succeeded because of his visions
(Maduenyi 2015). The person is a visionary and creates innovative techniques. The leadership
style that can be implemented here are transformational leadership, visionary leadership and
charismatic leadership. Alex Erate is the core of the innovation and therefore he possesses the
charisma to influence the other employees through his charms and innovative skills that will
guide the others to automatically follow him. This leadership pattern can change the beliefs
and the values of the employees. The visionary leadership will help him to transform his
visions into reality (Noe et al. 2017). His vision of going to the next level can be achievable
only by some predetermined strategies and determined visions. The transformational

20Strategic Human Resource Management and Organisational Behaviour
leadership will initiate changes in the organisation and will motivate the others. Challenging
bars will be set and higher performances will be expected. People will be rewarded for their
performance and will be appreciated. The leader will be involved with the employees and
will be very responsive to all the problems and thereafter there will be more commitment.
These leadership styles will be applicable as the engineers who will be needed to be recruited
for contract and the other employees needed for the business expansion will be having
different thought process and different attitudes. Only these leadership styles can help them in
creating a proper coordination, understanding and cooperation among them.

21Strategic Human Resource Management and Organisational Behaviour
Conclusion
It is inferred from the above discussion that how human resource management play a
vital role in organisation in and every possible way. Strategic human resource management
is interrelated to the whole organisation department and from the discussion it is conferred
that how human resource department helps the maintain a cordial and intact relationship
between the organisation. It is also inferred from the whole study that how a company needs
to plan and think strategically to establish its company. The study has also elaborated how
the leadership skills and strategy is necessary for the organisation and hence cannot be
ignored. The overall analysis from the study infers each and every department of the
organisation need critical and strategic thinking, the departments must coordinate with each
other and only then a business can have a clear vision and mission and will be able to
achieve the organisational goal.

22Strategic Human Resource Management and Organisational Behaviour
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