Strategic Human Resource Management

Strategic Human
Resource Management

Table of Contents
INTRODUCTION ..........................................................................................................................4
TASK 1............................................................................................................................................4
P1 The key trends and developments which influences the organisation strategies ..................4
P2 External and internal factor that influence the HR strategies and exercises .........................5
TASK 2............................................................................................................................................7
P3 Theories and concept related to the growth of employees ....................................................7
TASK 3............................................................................................................................................8
P4 Change management model for HR strategies.......................................................................8
TASK 4..........................................................................................................................................11
P5 Measuring and monitoring of HR outcomes .......................................................................11
P6 Employee development and sustainability development ....................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource are consider as a major asset to any organisation. Through the help of
human resource only the organisation is able to achieve its determined mission and goals. In an
organisation managing the human resource is very much important as it helps the organisation in
proper and fuller utilisation of human resource. Their are various strategies which are applied in
managing the employees. These strategies are formed according to the current and future trends
which are running in the business environment. The proper management of human resource
should be such that the employees career objectives must be integrate with the objectives of
organisation. For reference purpose this report has taken an example of a company, Marks and
Spencer. Marks and Spencer is a British company which has its reach through the various
countries in the world. It is a retail business which was establish in the year 1884 by Michael
Marks and Thomas Spencer (Delery and Roumpi, 2017). The retail store of the company is
located at around 1463 sites through the world.
This report discusses about current developments and trends to influence the strategies of
HR, the internal and external factors which influences these strategies, and relevant theories and
model for the growth and to manage the change management in an organisation.
TASK 1
P1 The key trends and developments which influences the organisation strategies
Strategic HRM is the integration of human resource with the organisation mission, goals
and aims. The purpose of strategic HRM is also to bring the necessary innovation, flexibility in
the workings of human resource and the try to bring up the competitive advantage in the
organisation. These strategies are formed by viewing the external forces or factors which impacts
the operations or policies regarding the employees. The strategies are develop to get it fit into
organisational culture in such a way that organisation performance gets increase (Akinlade and
Shalack, 2016). The formation of strategic HRM is necessary for improving the job satisfaction
among the employees, makes the proper utilisation of human resources, decreases the turn over
ratio, the increase in the productivity of organisation which helps the timely completion and
achievement of goals of the organisation. As mentioned above these strategies for HRM are
formed by taking the external forced under account, these external factors may include:

Political factor: The political factor refers to the regulations and policies set by the government
itself. Some of the example of political factor may include tax rates, stability of government,
corruption, tariff law, import and export laws and so on. As in the case with M&S company, it is
founded in Britain where the government is very much stable due to which the policies which are
formed by the government is stable. But when the political party of the country is unstable there
the policies gets changed very often. The company is operating in the country where the political
party is stable which gives the merit of not changing the company's policies or rules very often
(Bailey and et al., 2018). The frequent changes in the policies and operations of company many
results in confusion which can also be the reason for the company for not achieving its goals.
Technological factor: Technology is something which keeps on changing very often. The shift
of the organisation from labour intensive to technology intensive is putting an impact upon the
strategies formed by the HR manager regarding the employees. The company M&S is applying
most latest machineries and technology which enables them in producing the products with more
efficiency and in less time. The more use of machine has replaced the need for human labour.
Therefore due to this factor the strategies for human recruitment needs to get implement by
taking this factor into account about the number of employees the company would be needing.
Recruitment and selection: The recruitment and selection program for the HR manager also
gets impacted as the company believes to acquire most of its talent from the outside sources like
college campuses, or from any other social professional platform (Baluch and Ridder, 2020). For
performing these activities and to attract these talent a major use of technology is required.
Because through the use of technology the company can educate the candidates about the job so
that talented candidates can get attracted and apply for the vacancy.
Cost reduction: The major goal of HR manager is to acquire the employees in such a way which
helps the company in reduction of its cost also. Through the proper formation of strategies by
taking these external factors into account the cost for the company can get reduce to such extend.
P2 External and internal factor that influence the HR strategies and exercises
The policies and goals of M&S company greatly formed by taking both internal and
external factors under account. The short as well long term planning of HR is done through
considering these changes only (Das and Kodwani, 2018). Considering both these factor in the
formation of strategies is very important as they shows the direction to the HR manager about the
kind of policies and plans should be focused on. These factor do influence the operations of