Strategic Human Resource Management

Strategic Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
1. Introduction the organisation and discuss the chosen organisational aims and objectives.....1
2. Discuss the working procedure of the organisation and assess the activities pertaining to
recruitment, retention and management of important human capital resources..........................3
3. Analyse the business factors that underpin HR planning and assess human resource
requirements................................................................................................................................7
4. Develop a human resource plan for recruitment, retention, training and development.........11
5. Explain the purpose of having human resource management policies..................................12
6. Choose a minimum of three or more major regulatory requirements which are influencing
firm............................................................................................................................................13
7. A visual depiction of the current organisation charts and discusses the major characteristics
of firm’s organisational structure...............................................................................................14
8. Impact of organisational culture on management of human resources in establishment......16
9. Examine how effectiveness of human resource management is monitored..........................17
10. How can the effectiveness of human resources management can be improved..................19
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20

INTRODUCTION
Strategic human resource organization is the series of different actions and processes that
assist to connect the HR utility with the business venture’s aims and goals in the company to
develop the execution in effective form. Getting attention and retaining skilled people in the
form is important but challenging work and task in current time altering or active company
world. In that refernce it is much crucial for an establishment to choose the accurate individual
nevertheless no approach employment in accurate and effective form (Boon and et. al., 2018, p.
29). SHRM is the immense idea of administrating individual which is based on their value
structure that human source are one of most exclusive assets to maintain in the company
atmosphere for long period. To achieve efficient from of results, it is highly essential for
company to constantly describe own proficiency and initiative to stay rivalry in marketplace.
Another main concentration on the SHRM is to assure the organisational civilization, method
and construction of venture and excellence, obligation and encouragement is crucial to
accomplish the company aims and goals in possible way. This report is maintained to Marks &
Spencer which is the British multinational retail sector company and operates its business
intentionally. The corporation operate its business and specialised in clothing, home products and
food items in the wider marketplace. This written document will discuss about consequence of
tactical human source in the wider organisational perspective by considering the explanation
outside and improvements that instantly impact the HR approach in the company. Moreover, it
consists the existing hypothetical basis of HR development that assists to collect prospective
information and knowledge for taking efficient decisions. Major Regulatory requirements,
discussion of organisational chart and cultural factor will also discuss by considering contact of
organisational culture on administration of manpower. Further, will explain about efficiency of
workforce administration and how it can be improved in effective manner.
MAIN BODY
1. Introduction the organisation and discuss the chosen organisational aims and objectives
Overview of company- Marks & Spencer is a main British international retail corporation which
was incorporated in 1884 and is headquartered in London, England, UK (Jiang and Messersmith,
2018, p. 29). This organisation was established by Michael Marks and Thomas Spencer. There
are 80,000 individuals are employed by this company and create their involvement in operating
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the company and performing business operation in effective manner. The firm run its business in
retail sector and specialises in buying garments, home products and food commodities. The
business venture has more than 1,380 outlets around the world in which 910 UK oulates,
considering over 220 owned and just about 350 franchise Simply Food stores.
Mission- The major purpose of M&S is “to create apparitional excellence available to all and
offer product at affordable cost.”
Vision- The main aim of the company is “to excite and motivate consumers at each turn and to
be standard against which others are evaluated.”
Objectives- The objective and motive of respective organisation is to construct a sustainable
company by consistent, gainful, growth and to make sure that responsibly in meeting business
responsibility to shareholders and wider stakeholders.
Current situation of the firm- In existing time, entire business sector organisations are
suffering issues with the Prior to the COVID19 impact, both major businesses were devising
good and effective success and growth in executing the transformation programme (Soltis, Brass
and Lepak, 2018, p. 12). However, the disturbance of this pandemic galvanised the employees
of M&S to secure the future of business. The company are analysed to learn from its response to
the crises and accelerate the transformation to assure that M&S is changed for good. In the face
of an unprecedented international issue, the best has been brought out of its 78,000 employees
who have performed their duties and responsibilities tirelessly to deliver for its target audiences.
The current situation of its financial data is that revenue of the enterprise is £10.2bn and profits
are £67m. To get over this current crisis situation, the firm emerge “Never the same again”
programme will accelerate its transformation and satisfy to potential to deliver long time,
sustainable and profitable development for stakeholder or investors, employees and others.
Importance of strategic HRM-
Human source administration is the organisational purpose which is concentrated on
employment, administration and offering direction for the workers of a company. Tactical human
resource administration is a measurement of human resource administration. Deliberate human
resource management is crucial as rather than concentrating on internal complexities of HR,
SHRM concentrate on tackle and resolving issues what consequence persons administration
associated complexities in the extended run internationally (Meyer, and Xin, 2018, p. 29). In
perspective of M&S, the main importance of SHRM is to maximise workers skills by directing
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on business issues that occurs extrinsic of manpower. The performance that necessary to be
engaged at first for a tactical human resource administrator is to find key HR areas. SHRM also
replicate some of the existing issues suffered by human resource administration and permits
main determinations to better support established objectives and aims.
2. Discuss the working procedure of the organisation and assess the activities pertaining to
recruitment, retention and management of important human capital resources
Strategic human resource management
SHRM can be explained as the connecting of workforce with tactical aims and goals in
reference to grow company execution and improve organisational civilization that promotes
creation, flexibility and destructive benefits (Ren, Tang and Jackson, 2018, p. 35). In a company
SHRM states adopting and considering the HR purpose as a tactical associate in the formulation
and performance of the firm’s plan of action by HR activities like recruiting, choosing, training
and rewarding individuals. SHRM strategy is a business’s overall arrangement for administrating
its manpower to support it with its company actions. These plans of actions set the way for all
the main regions of HR, consisting recruitment, recital appraisal, improvement and recompense.
Human resource process is a method of bring possibility and visibility to a common
function of the HR division. This potentiality makes it easier for workers to interact with their
HR teams and assist human resource managers respond to workers with timeliness and accuracy.
There are several human resource processes and components like human resource planning,
recruitment, on boarding, Employee relations, compensation and benefits, performance
management and recruitment & selection which are critical for the efficient administration of a
business form. In M&S, the HRM division of the corporation effectively consider these process
and components for proper operating its business.
Components of HRM
There are numerous components of Human resource administration and these
components of the form are curial to recruit, retain and management of human resource with the
company (Li and et. al., 2018, p. 61). The description of them in context of M&S is as under:
Planning and organisation- It is main factor of HR function. it consists setting aims and
objectives, framing, evaluating and choosing strategies, tactics and policies needed for
accomplishing the goals and hit the target of M&S. The HRM division of respective company
assists management plan for future development
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Recruitment and selection- It is an efficient component of human resource management which
is critical for selecting and hiring workers with the effective abilities and skills. In M&S, HR
recruiters of the company use effective process of recruitment and selection to hire competence
workforce that combine with the organisation’s civilization and have the abilities and ability to
constrain the enterprise foreword (Olson and et. al., 2018, p. 69). The recruitment activity
considers finding and explaining business needs, getting attention of prospective workforce and
choosing or employing the effective individual.
Compensation and performance- To stay aggressive in a extremely supple company
atmosphere, organisations must provide payments and advantage packages that get attention and
use performance measurements that can utilise to encourage, reward and retain these individual
till long term. To evaluate execution, the HR function of respective venture us a rage of tools an
methods, considering self and peer evaluations, target for targets for individual or teams and
workers appraisals.
Training and development- It is an important component that the HR division utilises to
retain workers. With the help of this component, the administration of M&S, organise teaching
and knowledge programmes or programmes so that employees can build expansion and
improvement in their abilities and knowledge by gaining information about things and
technology. It is also beneficial for the development of workforce at personal and professional
level. It also help M&S in making reduction in employee turnover and retaining them till long
time.
Functions of HRM
There are several functions of HRM and the explanation of them in reference to M&S is
as under:
Planning- It one of the main function in which number and type of workers are required
to attain organisational aims that are determined (Chapman and et. al., 2018, p. 24). In M&S, the
administration of the firm design an effective plan and frame strategies which also assist
administration to gather, determine and find out existing plus future demands in the respective
firm.
Organising- It is another effective function and in which, the HRM division of M&S
assign task to each employee according to their skills and ability so that they can perform on
better form regarding a common goal.
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