Strategic Human Resource Management

This document discusses the current trends and developments in strategic human resource management (HRM), including employee expectations, changing skill requirements, employee involvement, technology, work-life balance, and development. It also analyzes the internal and external factors that influence HR strategy and practice, such as goals and objectives, marketing tactics, and technological changes. The document explores theories and concepts related to the growth and development of strategic HRM, including the Standard Causal Model of HRM and the 6-box model of HRM. Additionally, it discusses change management models that support HR strategy, such as Lewin's Change Management, McKinsey 7 model, Nudge Theory, and the ADKAR Model. The case study of Whitecollars, a UK-based consultant firm, is used to illustrate the application of these concepts and models.

Strategic human
resource
management

INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................2
P1 Current trends and developments that influence an organisation’s HR strategy..............2
P2 Analysing the external and internal factors influence HR strategy and practice..............3
P3 Theories and concepts relating to the growth and development of strategic HRM..........5
P4. Change management models support HR strategy in application to relevant organisational
examples.................................................................................................................................5
P5. Discuss how Human resources outcomes can be monitored and measured and apply this to
a specific organisational situation..........................................................................................7
P6. Effective HR management and development can support sustainable performance and
growth to meet organisational objectives...............................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is defined as the function in an organization which is
related to the management of employees in every possible way to make them satisfy for job and
at the same time it’s roles and functions enhances the productivity of the firm as well. Employee
management is a primary function because it gives the opportunity to achieve the operational
goals of an organization (Boella and Goss-Turner, 2019). Organization chosen here is
Whitecollars, It is one of the UK based consultant firm founded in 2017. It mainly deals with the
HR services to other big or small organizations. It also plays a role of strategic business partner
which supports other firms in growing and developing with good talents and high skilled people.
The following discussions are made on the current trends of HRM, internal and external factors
influencing HRM functions, various theories which assist HRM to grow and develop their
strategies, change management model helps HRM in it’s application, analysing different
situation that how the HRM outcomes can be applied to them and at last it is discussed that how
the HRM functions supports in achieving performance management and organizational goals and
objectives.
1

MAIN BODY
P1 Current trends and developments that influence an organisation’s HR strategy
Employee Expectations
Now a days education system is more upgrading full of theory as well as practical knowledge.
Earlier, education system was normal so expectations was also not very high of the employees
but now it is all advanced with high skilled strategy so expectations has also increased of the
employees in terms of monetary as well as non-monetary factors. In context of Whitecollars, HR
needs to change their strategies according to the expectations of the employees until they deserve
those expectations to be met (Brueller, Carmeli and Markman, 2018).
Changing requirements in skills
Currently employees are more well and over qualified with more high skills and practical
knowledge because of the advancement in everything like in technology, marketing, operations,
productions and many more. So employees tries to acquire skills according to the current needs.
Therefore, changing skills requires more modifications in employees or vice versa. In context of
Whitecollars, this influences the HR strategy to be more updated to tackle such changes or
development.
Employee involvement
Now a days employee seeks their career to be more develop with their growth in knowledge and
experience. Earlier it was the system that if employee were given a task to do, they complete bit
without any queries. But now it is system that employee wants to involve in decision making
process in a firm. In context of Whitecollars, employee wants to involve as this enhances the
career and availability of more opportunities as involvement gives a thorough knowledge of
business plan and management (Chams and García-Blandón, 2019).
Technology
It is a most trendy part that influences the HR activities. Because technology is most growing
and upgrading sector in every business and it is important for every firm to adopt technical
advancements for better and smooth functioning of the operations. In context of Whitecollars,
this affects the HR strategy as more and more technology is involved, then the firm is requiring
the high skilled specialised people to manage and maintain those technical things. This needs
high training and change in strategies of payroll and development of the employee.
2

Balance between work life and personal life
Earlier it was only the trend of earning money so people never cared of giving their time
to their family members or friends. They were not knowing what the personal life is. But now
along with the professional life, employees equally want the space in their personal life also with
good satisfaction in both of them. In context of Whitecollars, it is important to adopt the HR
strategy which can make employees to better balance between their work and the personal life so
that they can work with good efficiency in working hours which improves the operations of an
organization (Chyhryn and et. al., 2019).
Development in human
It is a trend now a days that people not only wants to earn money but seek it’s career for a
long term benefit. This requires a better experience with proper growth and development of a
person in professional as well as personal skills. This means that employees needs overall
development from the firm in order to achieve it’s long term personal goals. In context of
Whitecollars, this has greatly influenced the HR strategy to work on this issue or it can be said
that work on the current trend of employees so that they can achieve both simultaneously.
P2 Analysing the external and internal factors influence HR strategy and practice
Internal Factors Goals and objectives: It is necessary to update the goals and objectives of the firm in
order to gain more benefit. Changes in targets of the firm influences HR strategies as it is
the responsibility of the HR to provide training and development to the employees, to
hire the people who can meet the required updated goals. In context of Whitecollars, it is
necessary for the HR to provide proper training and development to employees with their
changing strategies than before because change in goals and objectives influences the HR
tactics (Ferraris, Erhardt and Bresciani, 2019).
 Changing marketing tactics: Consistently adopting same marketing strategies never
benefits the firm. It is very essential to upgrade the tactics of marketing in order to grow
and develop the firm. In context of Whitecollars, updated marketing strategies are
important to achieve the organizational targets. It is the responsibility of the HR ton look
into it and train the employees according to the changes made in the approaches of
marketing, change can be in payroll also, working timings also and many more.
3

 Technical change: There is a continues change in the technology because without
upgrading the technical equipment, firm cannot perform better in it’s operations so this
change is highly mandatory to adopt for the firm in order to improve the performance of
an organization. In context of Whitecollars, there are various software systems and
internet connections that is needed to be updated every time with the availability of new
versions. This needs the people to be more trained according to the high technical
requirements which directly influences the HR strategies in hiring, recruitment, payroll
and development of the employees.
External Factors Market changes: Marketing is a very dynamic function in an organization because it
directly relates to the market structure which already have a dynamic nature. So the
people who were trained according to the previous marketing strategy now needs to be
trained again according to the current changes in the market that highly influences the HR
strategies. In context of Whitecollars, needs and requirements of the people changes
according to the changing market strategies of the firm. Therefore, it is important to train
the people according the changes in the market (Hewett and et. al., 2018). Social changes: HR is more of responsible of the employees and they need to take care
their personal goals and emotional sense also. Social changes are more trendy now a
days. People who are well educated will definitely seek their personal image and
reputation which are highly social to maintain the status in the society. In context of
Whitecollars, HR needs to take care of social values and emotions of the employees
regarding their job satisfaction, promotion, personal growth, private space, minimal
conflicts and many other practices which relates to social changes.
 Legal changes: Legal environment is a regular changing environment where laws are
modified timely according to the trends in a market and employee requirements now a
days. In context of Whitecollars, it is important for the HR to be updated of the new
employee or labour laws are issued in a country or in the law books so that they can
manage their HR activities according to the practices mentioned in the law. This highly
influences the HR practices in an organization.
4

P3 Theories and concepts relating to the growth and development of strategic HRM
Standard Causal Model of HRM
This model states that the HR strategies are totally aligned with the business strategies.
Because business overall works in every departments and there is a connection of HR department
with every other departments. Business strategies are all set dependent on the organizational
goals and objective which are really important to be met for the firm. In context of Whitecollars,
HR needs to focus on both the terms that is employee personal goals and organizational
professional goals. They have to maintain the balance between the two. This is a very basic
strategy of HR which is purely lined up with the business strategies and work accordingly. This
helps the HR to perform those activities which are beneficial for the growth and development of
the firm (Irwin and et. al, 2018).
6-box model of HRM
This model states that the HR practices highly involves the internal and external factors
linking with an organization with a proper and effective relationship between them which must
be positively affect employees of the firm. In context of Whitecollars, there are six points
considered to link and manage the internal and external factors affecting the organizational goals
and employee management. Those points includes dynamic HR practices, original HR practices,
attained HR practices, HR outcomes and achievement of goals. All these points are important to
take into consideration to better manage the interrelationship between all the factors. By
accomplishing these factors, HR can better manage the appropriate growth and development of
the firm.
P4. Change management models support HR strategy in application to relevant organisational
examples.
Change management is the process that tools and techniques to better manage the people for
customised accomplish on basis required business outcomes (Järlström., Saru and Vanhala,
2018). Through change management incorporates toward the organisational tools for assorting
through individual for measuring its favourable outcomes by adopting the change and further
evaluation. As per the perspective of White collar company to interpreted for making to change
in their infrastructure that able to create better infrastructure towards many aspects through
following:
5

 Lewin’s Change Management: According to this model, it is one of the important
and popular within effective models that tend to make it possible as well as to
enhance better understanding for organisational goal to having better structured
change about organisational related (Keegan, Ringhofer and Huemann., 2018). It is
having two stages which are Unfreeze, it is consider to be first stage where initial
process of change takes place in appropriate manner. As per White Collar company
situation their administration or management team get prepared or they well aware
about change enhancement effective manner. Change, As per good leadership and
effective reassurance is huge important that is because according to these aspects
not get to attain for leading right decision but also tries to make more staffs to
involve in other practises in flexible manner. commonly provides better
communication ad involves time that involve key for creating better stage to take
place successfully.
 McKinsey 7 model: This is a model that enhance to monitoring or handling the
work by preparing from beginning. This involve major seven factors which are
highlight in below for White Collar company context:
Strategy: It is proper plan which get to gaining past experiences to better reach
toward the gaols (Lee and et. al., 2019). This is helps to accomplish the objective
by making understanding about to approach plan through step by steps.
Structure: Through this empower the stage that attributes of this model which
better relates on the way of which organisation that enhance to divided through
following structure.
System: As per to completing the task this is the way to attaining better activities
that perform through what stage provides relates on positive accomplish.
Shared Values: As it highly refers to processing to regulates the organisation by
systematic run through major run towards better aspect.
Style: the employees are one of factor whom manager provide task to construct in
better perform.
Skills: The competencies as well as other skills can commence towards
employees are working in achieving better outcomes.
6

 Nudge Theory: In this theory allows to clear the concept about to assort in
behavioural science related, economics and political theory but it can be applied
towards change management that can only focuses towards on business growth
(Magrizos and Roumip., 2020). This theory is useful as for example White collar
organisation where it their management team to develop more deliberately by
understanding of human behaviour influence towards who are changing people.
 ADKAR Model: This Model emphasis about theory that provide the changing
involvement enhance at that time when there is highly need to change implement
towards goals accomplishment in successful. It is describe on the basis of
individual perspective where they must interactive and get to involved change
sustain through implemented by facilitating better and productive training and
development that offers more employees. it comprise through stand for:
Awareness: It is need and requirement of change implementing.
Desire: to bring and promote the change through influence employee for
participating and contribute tehri skills.
Knowledge: To making plan as how to to enhance or introduce the
change.
Ability: To regulates by examine the change on constant basis.
Reinforcement: By keeping then it tends to implement where it reinforced
later as on well structured plan for effectively secured.
Evaluation
As per above highlight about three major model of change management that can helps to White
collar human resource strategy making to enhance better decision making at the time of
preparing to better successfully attaining task in effective manner. Individual employee can
implies their skills ad knowledge in strategy making of Human resource planning that creates
better alternative generates in terms of solution of issues and provide optimum suggestion to
resolve organisational problem.
P5. Discuss how Human resources outcomes can be monitored and measured and apply this to a
specific organisational situation.
In the situation of White Collar company where it tends to emphasis about Human resources
results optimisation that enhance proper management of infrastructure as well as implements
7

major policies, norms and regulation that helps to undertakes all working aspectation in
better and productive manner (Makhe and at.a l 2018). Some of the human resource
outcomes which enhance to better generates positive benefits:
 By contribution is key development, implementation and effective evaluation of
employee recruitment and selection where to hire potential candidate through which
it generates more long term outcomes in terms of productivity optimisation. It also
promotes for retention through better plan and processes.
 The administrator along with better contribution of creating design and effective
evaluation through innovative performance management program.
 Through develop, create and design with implement the induction and orientation
with better training and development program in which it creates more innovative
manpower by improvising skills and knowledge towards get effective gain of
positive outcomes.
 To provide supportive volunteers or leader who guide and reflect about better
understanding about organisation workplace as well as facilitates the more creative
environment that helps to innovative way to accommodate work in positive
environment with better decision making.
 By collaborative other as from development where effective implementation the
interpretation to analyse the information needs and wants to apply on the basis of
innovative technology to enhance better strategic plan which enhace better psoitiev
outcomes attainment through beeter effective manner:
 Mange own professional and development where leadership towards for ongoing
competence for which it enhance profitability.
 On the basis council the different. An employee applies more shares their view
point and experience in which some how they solving tehri grievances in towards
systematic manner effectively (Napathom, 2018).
 Through conduct better research and methodologies that can prevails more by
communicate where element of a White collar where staffs enhance innovative
through human resources practises.
Evaluation
8

Through above various practises of human resource outcomes where many activities are
involve to helps better establish administration system in term of policies, rules and
regulation that reforms new innovative idea (Pecce and Van De Voorde, 2019). As training
and development, employee engagement are one of the major practises that makes efficient
and proper execution of policies in employee work process where they can learn or gain
discipline and accomplish better targets. Many situation can arise like in White collar
company employee retention =, crises management, new advanced technology these
activities of human resource better organised to evaluate and succeed.
P6. Effective HR management and development can support sustainable performance and growth
to meet organisational objectives.
The role of Human Resource Development is the one of essential part of human resource
management which is undertakes by White collar company that enhance to make specify
better training and development to the employees in organisation. It also involves human
resource development by provide better an effective training person that is considered on the
job training and off the job training through which individual candidate employees decides
to hired or tend to be called permanent employee (Pham, N.T., Tučková and Jabbour, 2019).
Through this process ending opportunities driven to provide on the basis of performance and
capabilities as well as gaining new learning attributes as per workforce task or any other
development.
The major role of management and development that can support sustainable performance
and growth to meet organisational objectives through different aspect of procedure which
are elaborates below:
 For gaining and improvising to better initiate by assigned different roles and
responsibility to better execute which are related to the existing future job
responsibility where employees can contributes tehri skills to perform exceptionally
well.
 As human resource development helps to employees to enhance or influence
internal capabilities with providing new learning objective which helps to explore the
mind in better way through better organisational development.
For White collar company tehri culture play important role which is design by human resource
management and regulates through development between supervisor
9

 and the subordinate contributes effective skills and knowledge which among
different through better unit. Culture enhance to allows work employees in team and
individual that strong to contributes towards professional well being doing for
motivates through employee productive.
 Some of the practices which is usually enhance through every human resource
development that able to organise activities like employee engagement and
performance appraisal that majorly initiates through better attainment of growth as
well as objectives (Pius, Alharahsheh and Sanyang., 2020). This is having provides
leadership skills and management skills that generates more decision making
process. Performance appraisal integrate about the employee performance through
their productivity enhance by contributing effective skills and other competency
level that involves determination and high source of efficiency to accomplish
targets.
The Human resource of having role in management and development to enhance divide and
enhance better segregation with performance and growth trough balance in effective manner.
Employees are tend to contribute better efforts for successfully attain optimum targets for
creating an benchmark through objectify better outcomes.
10

CONCLUSION
In this above report of Strategic Human resource Management that tend to describe about
current trends with having positive development outcomes human resource strategy as well as it
creates huge support to attain productive outcomes. External and Internal factor are highlighted
to provide valuable information which creates an impact in Human resource decision making at
the time of planning about new objective that enhance in organisation. Different two theories
applies about growth and development that enhance to bring new idea to approach better
decision making along with examples. Mentioned three major change management model that
are define how change can be important in organisation and it create an impact on human
resource strategy decision making through customised suggestion along with HR outcomes in
better way. Through management and development can highly support for long term sustainable
to accomplish better growth to high objectives.
11

REFERENCES
Books and journal
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Brueller, N.N., Carmeli, A. and Markman, G.D., 2018. Linking merger and acquisition strategies
to postmerger integration: a configurational perspective of human resource
management. Journal of Management. 44(5). pp.1793-1818.
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources,
Conservation and Recyclin., 141. pp.109-122.
Chyhryn and et. al., 2019. HR Management in the Digital Age: the Main Trends Assessment and
Stakeholders.
Ferraris, A., Erhardt, N. and Bresciani, S., 2019. Ambidextrous work in smart city project
alliances: unpacking the role of human resource management systems. The
International Journal of Human Resource Management. 30(4). pp.680-701.
Hewett and et. al., 2018. Attribution theories in human resource management research: A review
and research agenda. The International Journal of Human Resource
Management. 29(1). pp.87-126.
Irwin and et. al, 2018. Entrepreneurial orientation (EO) and human resources outsourcing
(HRO): A “HERO” combination for SME performance. Journal of Business
Research. 90. pp.134-140.
Järlström, M., Saru, E. and Vanhala, S., 2018. Sustainable human resource management with
salience of stakeholders: A top management perspective. Journal of Business
Ethics. 152(3). pp.703-724.
Keegan, A., Ringhofer, C. and Huemann, M., 2018. Human resource management and project
based organizing: Fertile ground, missed opportunities and prospects for closer
connections. International Journal of Project Management. 36(1). pp.121-133.
Lee and et. al., 2019. Effects of human resource management systems on employee proactivity
and group innovation. Journal of Management. 45(2). pp.819-846.
Magrizos, S. and Roumpi, D., 2020. Doing the right thing or doing things right? The role of
ethics of care and ethics of justice in human resource management of social
enterprises. Strategic Change. 29(4). pp.485-496.
Makhecha, U.P., Srinivasan, V., Prabhu, G.N. and Mukherji, S., 2018. Multi-level gaps: a study
of intended, actual and experienced human resource practices in a hypermarket chain in
India. The International Journal of Human Resource Management. 29(2). pp.360-398.
Napathom, C., 2018. Strategic Human Resource Management: Prior Literature and Directions
for Future Research and Practice. Thammasat Business School, Thamasat University.
Peccei, R. and Van De Voorde, K., 2019. The application of the multilevel paradigm in human
resource management–outcomes research: Taking stock and going forward. Journal of
Managem ent. 45(2). pp.786-818.
Pham, N.T., Tučková, Z. and Jabbour, C.J.C., 2019. Greening the hospitality industry: How do
green human resource management practices influence organizational citizenship
behavior in hotels? A mixed-methods study. Tourism Management. 72. pp.386-399.
12

Pius, A., Alharahsheh, H.H. and Sanyang, S., 2020. Approaches and practices in strategic human
resources management. In Trends and issues in international planning for
businesses (pp. 42-66). IGI Global.
13