(HRM)Strategic Human Resource Management Assignment
Added on 2020-06-06
17 Pages4122 Words123 Views
Strategic HumanResource Management
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1MAIN BODY...................................................................................................................................1CONCLUSIONS............................................................................................................................13REFERENCES..............................................................................................................................14
INTRODUCTIONStrategic human resource management is the practice of hiring, developing, rewardingand retaining employees for the benefit of individual that is workers' and whole organisation.The best method to understand SHRM is to compare it with the human resource management.The functions of HRM are limited up to recruiting and developing whereas SHRM involvesworking with employees in collaborative manner that can enhance the mutual advantages forboth the employee and the employer (Kull, Mena and Korschun, 2016). This report will describethe theoretical basis, models and practices of SHRM. The main objective of this study is toprovide business leaders with a deep understanding and thorough knowledge of strategies toshape, structure debate and assist their decision making while developing an effective strategy byhuman resource management. Further, to achieve the desired aim of promoting understanding oftheoretical basis, performance management and reward, some considerations will be made suchas managing the employee relation. The organisation selected for the promotion of SHRM is Morrisons, a retail industry. Theentity is serving the people of UK by 500 stores. Also, it provides its services and productsonline for the convenience of consumers. Thus, in order to manage such a large group and toachieve the desired business goals, it is necessary for it to follow effective SHRM. MAIN BODYEvery business requires effective HR strategies to ensure their success by attaining thedesired objectives. The main motive of linking organisation with HRM is to get sustainedcompetitive advantage that can face the rapid changes in the business environment. Thus, it isnecessary for Morrison to link the organisation with best HR policies. The basic postulate behindthe management of human resource is that the entity can adopt a specific policy for managing theworkforce along with the objective of business (Oppong, 2017). There are different modelswhich can assist in creating relationship between the entity and the human resource strategies.According to separation model, there is no link between HR strategies and business. further, itexplains that the success of an organisation is independent of the roles of human resourcepolicies. This model is totally fail and doesn't match the requirements of selected organisation.Whereas in context to the fir model, HR functions responds by defining a strategy that meets thedemand of organisation. Besides this, dialogue model focuses on two-way communication that isit recognises the demand of the organisation. If the strategy of organisation is not observed to be1
feasible then HRM can propose alternatives. In contrary to this, people are considered ascompetitive advantage in Holistic theory. In this model, business strategies also covers someother policies along with the HRM. At last, in HR driven model strategies proposed by humanresource are the kept at the prime position in the entity. Out of all the explained approaches to human resource strategies, the most suitable forthe Morrisons is the Holistic theory. In this the strategies of business and HR are operatedtogether in a single direction. Also, there are some other schemes too which are involved in theentity rather than the HR which helps in getting the desired outcomes in a more stipulated timeframe (De Spiegelaere, Van Gyes and Van Hootegem, 2016). The theory which is increasinglypopular as the Six sigma business strategy aims on the overall development of the organisationthat can help it in getting competitive advantage. Also, when HRM added to this model than itemphasise on the internal factors too that ensures the profitability of the firm. This approachfocuses on running business on full potential as opposed to simple have strong areas and weakareas, hence a comprehensive evaluation of the performance is gained. 2Illustration 1: Link between business and HR strategiesSource: Bromiley and Rau, 2016
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
Strategic Human Resource Managementlg...
|14
|4231
|37
shrm in organisationlg...
|20
|4872
|262
Strategic Human Resource Management for East Baylg...
|23
|953
|96
Strategic Management Human Resourceslg...
|15
|4169
|85
Relationship between Business Strategy and Human Resource Strategylg...
|12
|3963
|97
TASK 13 Relationship between business strategy and human resources. Critical evaluation of HR practices related to Performance Management and Rewardslg...
|17
|4240
|365