Strategic Human Resource Management

Strategic Human
Resource
Management
Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4

P1 Current trends and development which impact the Strategies for HR...................................4
P2 Evaluation of external and internal factor which impacts the strategies and practices for
HRM............................................................................................................................................5
Analyses of factors which influences the external and contextual developments and discussion
of their impacts on the HR strategy of an organisation...............................................................6
TASK 2............................................................................................................................................7
P3 Various theories and concept which relates to the growth of workforce...............................7
TASK 3............................................................................................................................................8
P4 Change management model for supporting the HR strategies...............................................8
M2 Justification for change management model used by the organisation...............................10
TASK 4..........................................................................................................................................11
P5 The outcomes of HR can be monitor and measured.............................................................11
P6 Developments of Employees and the sustainability development.......................................12
HR development techniques......................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................13
INTRODUCTION
Human resource said to be a set of persons who together forms the workforce in an
organisation or any sector of industry. An organisation uses the skills and knowledge of this
human resource to achieve their objectives and goals which they have set. Human resource
management (HRM) is the concept which involves the strategic approach for managing the

people in an organisation in the most effective way. The purpose of HRM is to gain the
competitive advantage with respect to their work force and achieve the success from the proper
use of their human resource. For reference purpose this report has taken an example of a
company, Tesco. Tesco is a British multinational company which is engage in the business of
groceries and other merchandise. The company was establish in the year 1919 and has the third
largest position in retailing market. Tesco has successfully manages to establish its stores at
around 6800 locations.
This report discusses about the current trends which are running in human resource
concept along with the external factors which effects the strategic HRM. Apart from this the
appropriate theories and frameworks are also applied with respect to the formation of HRM
strategies in an organisation.
TASK 1
P1 Current trends and development which impact the Strategies for HR
Strategic HRM refers to the developing and implementing a strong connection between
employees and the organisation. The strategies are formed in a view to make the make the
organisation different from the prevailing competitions. This concept focuses upon the essence
of HR. It is a future oriented process in which the policies and strategies formed by keeping the
comprehensive long term success for organisation. But with the change in times of business
operation and practice the strategies applied with this concept does get evolved. The strategies
are made in such a way that it satisfies the current and future requirement for Human resource
(Cunha and et al., 2020). There are various trends and developments have take place which has
influenced the strategies formation for HR, some of them are as follows:
Technological developments: In this era where most of the operations are performed through
technology and where the technology is playing a paramount role in attaining the competitive
advantage has become a major reason in influencing the strategies for HR. As the technology
adopted by the Tesco company changes the employees skills with regard that technology
working needs to get improved or build up. This has given birth to the search for those work
force who are very sophisticated with respect to technological skills and training developments.
Tesco tries to find the candidates who posses the latest skills and knowledge for technology and
to satisfy this they forms their search accordingly by making effective strategies.

Demographic changes: As increase in the process of Globalisation and the free movement of
workers and materials as change the demographics for various countries. Now the HR strategies
and policies need to get formed in such a way that it satisfies they demography. Demographic
segments refer to dividing the segment on the basis of gender, income, family size, literacy,
culture, background and etc (Giri and Chatterjee, 2020). In an organisation like Tesco, the
employees who are working belongs to different age groups like some may be old and some may
be of middle or young age. Also there would be many employees who belongs to different
background and culture. The strategies which the organisation needs to adopt should be such that
it satisfies all these people mentioned above.
Globalisation: Globalisation refers to a process which integrates the resources, which includes
human resources, technology, capital, finances, ideas and knowledge, machineries and the like,
among the different economies. As the Tesco is a globalised company, they operates in various
countries where the political and legal laws are different from one another. The strategic HRM
policies and plans needs to form in such a way that it must satisfy the required demands of these
regions or countries. For example the employment law set by countries are different from one
another; it is the duty of HR manager to form the strategies and policies in such a way that it
satisfies both, the objectives of company and the policies set by government.
P2 Evaluation of external and internal factor which impacts the strategies and practices for HRM
The strategies related with HR for Tesco are build up only after taking the internal and
external factors, which impacts the operations, into consideration. Both the short as well as long
term strategies are formed by analysing these factors (Giri and Chatterjee, 2020). The internal
and external factors which impact the HR practices and strategies may include:
External factors
Government regulations: Introduction of new policies and rules regarding the employments or
workforce by government has forced the organisation in making the strategies which comply
these policies in their system. These regulations influences the various process of organisation
like recruitment, selection, compensation, salary, increments, PF's and the like of an
organisation. And if the organisation gets fail to satisfies all these regulations in their system then
they might can get into legal obligation or case.
Economic condition: The HR strategies do get influence by the economic situation of a place.
For example, in a country where the unemployment rate is very high, there the workers will get