Strategic Human Resource Management: A Case Study of Coolco

The report aims to understand the importance of strategies in the role of human resource management. It analyses the STEEPLE analysis for identifying key drivers to perform organisational changes for analysing external market conditions of the organisation. Also, how socio-cultural factors impact on the HRM intervention, stakeholders analysis and conflict resolution take place is also going to discuss in the report. Also, important recommendations are also provided to solve HRM issues and manage the workplace activities properly.

Strategic human
resource management

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK ..............................................................................................................................................3
Complete a STEEPLE analysis...................................................................................................3
Identify 3 socio-cultural and 3 socio- economic factors from the analysis which impact on the
choice of HRM interventions......................................................................................................5
Critically evaluate stakeholder interest.......................................................................................8
CONCLUSION ...............................................................................................................................8
REFERNCES:................................................................................................................................10
Books and Journals:..................................................................................................................10

INTRODUCTION
The report aims to understand the importance of strategies in the role of human resource
management. This departments plays a significant role in organisation as it carries out various
activities to manage different employees within company. Human resource managers provide
trainings, compensation, rewards, fulfil vacant position in company and focus on any HR issues
to perform smooth practices in organisation. This report analyse various factor of HRM integrate
through working on the case study of Coolco. It is British company established in UK in the year
1978. the company deals in pre-prepared food in both single and packaged meals(Collins, 2021).
Therefore, the report is going to identify the STEEPLE analysis for identifying key drivers to
perform organisational changes for analysing external market conditions of the organisation.
Also, how socio-cultural factors impact on the HRM intervention, stakeholders analysis and
conflict resolution take place is also going to discuss in the report. Also, important
recommendations are also provided to solve HRM issues and manage the workplace activities
properly.
MAIN BODY
TASK
Complete a STEEPLE analysis
This tool is effective and vibrant which provide an analysis of external market
surrounded for the organisation. This helps in identifying what are crucial factors that needs
more concentration. The company will lead to achieving competitive advantage and secure
positive market image. These important factors are described in relation to Coolco:
Social: This factor undertakes the concentration over social cultural and society trends.
An organisation needs to look for all the society beliefs, values and culture they share with each
other in order to provide goods and services effectively. The organisation needs to adopt the
change in society which result in customer satisfaction (Jiang, and Messersmith, 2018).
Therefore, coolco company has changes its strategy from feeding families to strap line prepared
and priced for busy people. This has result in creating positive impact in the company which
raised revenue.

Technological: it becomes crucial in the large and complex business environment to
adopt technology in performing every business practice. It binds the customer and business
together through social media, digital integration and latest software. The managers of coolco
needs to have much impact in technological advancement. The company required to focus more
on technological up gradation. It helps to manage employees at off-site location, working from
home and conduct crucial meetings. This will support good HRM practices.
Economical: as per this factor, an organisation play vital role in the contribution of GDP.
Retail sector has the high contribution in the market that maintain demand and supply, interest
rate, people purchasing power and inflation within the economy. The more there will be
employment opportunities, the more country will lead to attain good money flow. Coolco
organisation its positive contribution towards economy by serving low cots food products and
planning schemes to hire graduates (Armstrong, 2019). This is a positive strategy that will
contribute in the welfare of economy. Although, the company faced losses ion the past year due
to the dis-interest of the employees but it does not drastically impacted on the Coolco.
Political: political factors combine all the interferences that government and political
parties laid on an organisation. These influence are related to tax duties, trade barriers, anti-
corruption laws and many more. Coolco does not getting any impact of the political factors due
to having effective laws and clear guidelines while serving to UK. Any changes in the political
regulation might lead to impact on the company for which pre-panned and risk management is
required.
Legal: an organisation is bounded with several legal laws and provision that must be
undertaken effectively. In UK, laws are propound relation to employment act, equality and
diversity, employees welfare, customer exploitation and many more. The organisation needs to
obey al these to have positive impact into market. The Coolco has maintained legal regulations
by maintaining equal opportunities for all employees, support equality and diversity and Health
and safety. It helps the company to serve better in society and create good name in the eyes of
laws.
Ethical: as per this factor, the organisation needs to be ethically responsible for their
practices in the society. It is necessary to analyse what is wrong and what is right in order to gain
society engagement. There is need to analyse What is wrong and what is right to make a
difference in creating business performance. The Coolco company has positive behaviour

towards society and its values which leads. The company engaged in many care acts for
environment, ethical practices for charity and communities. The company has involvement in
many ethical acts as they focus on rights acts.
It has evaluated that all these factors are essential for the the organisation to take vital
business decisions. The factors consist in STEEPLE analysis which become vital for the Coolco
company to analyse the impact of external business environment. The company needs to mainly
focus on technological, social and economical factors which becomes hurdles to gain positive
brand name into market (Harrison, and Bazzy, 2017). The company must adopt technology and
digital marketing to promote products and services. Apart from this, the Coolco needs to build an
innovative business environment and culture which would help the employees to cope up with
the dynamic business environment. There is need for undertaking external market conditions to
follow all the legal provisions and frameworks. The company also focus on the social factors as
customers are being more demanding and want money worth satisfaction. This would be done
through adopting current market trends and such organisational strategies.
Identify 3 socio-cultural and 3 socio- economic factors from the analysis which impact on the
choice of HRM interventions
HRM intervention is the crucial concept for every business. These intervention basically
means the practices and ideas which could be profitable and effective for the company. As
human resource management is a broader concept which requisite many activities across all the
departments. It takes planning for human resources, fill vacancies and provide training and
development (Wang, 2019). The decision of HR interventions helps in enhancing the overall
business performance by maintaining employee coordination, commitment and efficiency. There
are various cultural factors which impact on the managers decisions to choose HRM
intervention. As these interventions decided after considering the cultural aspects, background of
employees, coordination and unity. These cultural factors helps in deciding the right and wrong
for the company employees.
Performance management: It is very essential point for organisation. Performance is the
vital elements for organisation to maintain profitability and productivity in the organisation.
Good performance management will lead to makes employees capable to perform major tasks
and admit challenges. HR manager of Coolco organisation needs to focus on this factor as it is
not necessary that every employees is as smilier capable as others. Everyone has some strength

and weakness which impact on their performance. Therefore, the managers needs to make
interventions by looking for each individual capabilities. this will help the employees to work on
their weak factors and enhance performance growth through getting effective training, leaders
support and good team coordination. It is vital for the coolco company in order to gain
competitive advantage by managing workforce carefully.
Managing Workforce diversity: an organisation is required to have diversified workforce
in order to maintain the workplace culture. It becomes crucial to have different backgrounds and
multicultural workforce in order to maintain equality and economic welfare. Diversification
brings, many opportunities for global expansion, coping up with challenges and creating
coordination among different background people (Reji, 2020). It is essential for the HR manager
of Coolco organisation to provide awareness and a culture of diversified workforce. It will help
them to gain economic value by supporting all genders, background and culture in the company.
The manager need to look for the intervention by focusing on the need of every employee
whether men or women.
Developing Talent: this social cultural factor put emphasize on the developing each
individual talent within the organisation. Each individual has different abilities, attitude and
talent while working in the company. It depends on the knowledge, beliefs and culture they
follows. The HR manager of Coolco company is required to provide training and development
opportunities to enhance talent and knowledge within organisation. The manger needs to decide
interventions that will support and take advantage of talented employees by giving them
authorities, responsibilities. The company will lead to maintain interest of employees within the
organisation.
All these are important factors that needs to be taken into consideration while making HR
strategies, plans and interventions. This will help the managers to understand each individual
strength and cultural beliefs to keep them satisfied and happy for positive growth in the
company. The managers needs to focus on employee retention which could be done through
providing good cultural aspects and practices. The coolco organisation has to mainly looking
towards resolving conflicts, maintain coordination through enhancing performance and
workplace diversity.
Socio-cultural factors

Culture: every organisation has different organisational culture which leads to creates
different workplace practices. The background of employees are no same and differs their
attitude and beliefs. Therefore, the Coolco company needs to focus on different background and
provide training programmes as per individual understand. These cultural aspects are important
to play effective performance and workplace activities as it will be beneficial for the grow and
success of Coolco.
Customer preference: the socio cultural factors include the customer preference as it
also varies from person to person. different individuals also have indifferent values, belief's and
demands according to their cultures (Misbah,. and Budiyanto, 2020). So the coolco needs to
analyse the demands and beliefs of customer and then design products and services according to
that. It will keep the employees updates about serving products to which market areas by
differentiating them.
Language: this factor is the most crucial which impact on the decisions of HR
intervention. Language is important for every employees to share same goals and motives while
working in a team. The manager of Coolco needs to maintain multilingual cultural and provide
training for the same. This will impact on the productivity of organisation through keeping
coordination's and mutual understanding.
Socio-economic factors
Gender equality: this factor is the most in the economy. it is required to maintain
gender equality and diversity within an organisation. This creates positive impact on the
company which leads to provide many benefits in the economy. They could attract more fresh
talent in the organisation. it keeps the employees motivated and dedicated towards workplace
practices.
Competitors: This factor focuses on the economic competition within the industry. It
also impact on the decision of HR strategies (MICHEL, 2019). The trainings will provided by
being dynamic and competitive market to the employees. So that, this would not affect the
profits and stability of Coolco.
Globalisation: this factor is also most crucial to take growth and expansion in the
organisation. HR mangers needs to train and hire employees who have potential to work in
multicultural environment, face uncertainties and adopt new places. So that, they will provide
trainings and policies in such a manner that employees would be able to achieve.

Critically evaluate stakeholder interest
Stakeholders are the key people for an organisation to achieve aims and objectives of the
company, these key people include all the investors, shareholders, customer, stakeholders and
public group which contribute in the success of the company (Havdyda, 2018). In order to
analyse the stakeholders interest in Coolco, it is vital to do stakeholder analysis which is
described below:
High power, high interest: this quadrant ficus on those key people who have both high
power and interest in the organisation. These are head of departments and shareholders of the
company. They need to be happy and satisfied for long term benefit in the company.
High power, low interest: these are the key people of the organisation who have high
power but does not have much interest in the organisation functioning or products. These are the
suppliers of the coolco comp may as all the products inessential depends on the supplies.
Low power, high interest: as per this quadrant, it consist the people who have low
power and but has high interest in the organisation (Shaheen, and Almohtaseb, 2020). These are
the employees and staff. Not all employees have high position in the company but they need to
take interest in each and every practice of the company. Customer are also belong to this
category in the Coolco as they do not have power to exploit companies decision but take interest
in information, products and company practices.
Low power, low interest: as per this quadrant, people who have low power as well as
low interest as well are the non-active employees or par time employees of the company. The
shareholders are not actively interested in the company.
Recommendations
From the above report, it has analyse that Coolco company has to take essential actions in
order to keep their employees retained and happily working. This could be done through in
following manner.
 The Coolco needs to be ready for future uncertainties by maintaining an innovative
culture in the organisation. The company will leads to provide regular training a peer the
market trends and environment.
 The company is required to promote diversity to create positive influenza into society.
This will create cross cultural and multilingual environment to take growth in the
international market.

 The HR manager need to look for technological development and use various HR
software for keeping check on employee performance, give rewards and appreciation and
manage the teams effectively.
CONCLUSION
The report has concluded that human resource management is an important activities for
the organisation. It has identified that, there are vital functions performed by organisation which
impact on the external functioning. These are social, technological and economical which require
more concentration in the practices. Also, there are various socio economic and cultural factors
that creates influence on the decision making of the HR intervention. The managers needs to
look at all the provision of equality and diversity which is necessary for positive growth and
economic development. Therefore, the report has also concluded with various stakeholders of
company that belongs to different quadrants.

REFERNCES:
Books and Journals:
Collins, C.J., 2021. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management, 32(2),
pp.331-358.
Jiang, K. and Messersmith, J., 2018. On the shoulders of giants: A meta-review of strategic
human resource management. The International Journal of Human Resource
Management, 29(1), pp.6-33.
Armstrong, M., 2019. Strategic human resource management. pdf drive. Com.
Harrison, T. and Bazzy, J.D., 2017. Aligning organizational culture and strategic human
resource management. Journal of Management Development.
Wang, X., 2019. Strategic Human Resource Management and Corporate Performance. Modern
Economy, 10(01), p.311.
Reji, R., 2020. STRATEGIC HUMAN RESOURCE MANAGEMENT–A SUSTAINABLE
HUMAN RESOURCE MANAGEMENT. SRM JOURNAL OF BUSINESS
HORIZON, p.35.
Misbah, M. and Budiyanto, B., 2020, October. Strategic human resources management to take
the challenges of the society era 5.0. In International Conference of Business and Social
Sciences.
Shaheen, H.A.K. and Almohtaseb, A.A., 2020. Framework for Exploring Fit and Flexibility in
Strategic Human Resource Management in Jordanian Telecommunication
Companies. European Journal of Business and Management Research, 5(1).
Havdyda, M., 2018. FROM PERSONNEL MANAGEMENT TO STRATEGIC HUMAN
RESOURCE MANAGEMENT (Doctoral dissertation, Тернопіль: ТНЕУ).
MICHEL, S., 2019. Strategic Human Resource Management (EM054M5V). Human Resources.