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Strategic Human Resource Management Assignment : NHS

   

Added on  2019-12-28

13 Pages3275 Words414 Views
Strategic Human ResourceManagement1

EXECUTIVE SUMMARY Strategic HRM may be defined as an approach which helps in managing the human resources tothe significant level. It supports organizational goals and thereby helps ion getting the desiredoutcome or success. The present report is based on NHS which is one of the leading careorganization of UK. It can be summarized from the report NHS undertakes guest model of HRMwith the motive to develop high level of motivation among the personnel. Besides this, it can berevealed from the report that HR strategies and policies are highly influenced from the variety ofinternal and external factors. Thus, HR manager of NHS needs to keep all such factors in mindwhile developing the policy farnework.2

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................3METHODOLOGY..........................................................................................................................3FINDINGS.......................................................................................................................................3Key models, structure and priorities............................................................................................3REFERENCES................................................................................................................................53

INTRODUCTIONStrategic human resource management is the most important aspect associated withsuccess of business. It consists of different practices related to recruitment, selection as well astraining & development which aids to determine long run success of business with inclusion ofhighly skilled employees. Present report is based on National Health Services (NHS) whichoffers variety of services for problems which are being faced by patients. Further, secondaryinvestigation has been in entire report by focusing upon key models related to HR role, structureand priorities. In addition to this, internal and external influence on HR practices has also beenanalyzed.METHODOLOGYThe current investigation will be based upon secondary information which is collectedwith the help of different sources such as journals, books and online articles. Here, examples willbe quoted in accordance with gathered information so as to draw valid outcome. Furthermore,key models related to HR role and structure as well as priorities are reviewed along with impactof internal as well as external factors on performance of business.FINDINGSKey models, structure and prioritiesThere several models of HRM under which Guest model is one which reflects detailinformation related to HR practices of business. It covers 6 dimensions such as HRM strategy,practices outcome as well as behavior outcome. Along with that, performance, financial outcomeare also included. It enables corporation to integrate all business activities and deliver goodquality of services to large number of users (Assas, Pennock and Miyan, 2015). For example,businesses use different strategies for acquiring skilled and competent personnel in order todetermine long run success of the business. Furthermore, practices are applied for developmentof employees in them for training and other learning program. Furthermore, HRM outcome isgot by business in term of higher competent personnel. At the same time, behavioral outcome isextracted with the help of application of strategies like employee engagement, reward programetc. On the other hand, performance outcome are formed in the form of higher retention ofemployees. Apart from this, workforce are retained for longer time span that aids to reduce cost4

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