Strategic Human Resource Management

Strategic Human
Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1. Current trends and developments that influence an organisation’s hr strategy....................3
P2. Internal and external factors influence an organisation’s HR strategy and practice ............4
P3. Theories and concepts relating to the growth and development of strategic HRM...............6
P4. Change Management Models support HR strategy ..............................................................7
P5. HR outcomes .......................................................................................................................8
P6. Effective HR management support in sustainable performance and growth of
organisations objectives...............................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is the planned approach of managing people at workplace
so that they can gain business and competitive advantage. It ensures smooth working within the
organisation. The process of HRM begins with making suitable policies for the job requirements
and ends with assuring growth of the business. Wm Morrison Supermarkets plc, commonly
known as ‘MORRISONS’ was founded by William Morrison in 1899, is headquartered in
Bradford, West Yorkshire, England. Morrison is the fourth largest supermarkets chain in UK
having superstores across England and is listed on London Stock Exchange.
This report analyse the external and contextual developments which influence HR
strategy, apply contemporary theoretical and practical knowledge of HR development, it also
evaluate how change management models support HR strategy and examine the contribution of
HR management and HR development to sustainable business performance and growth.
MAIN BODY
P1. Current trends and developments that influence an organisation’s hr strategy
As the working world is changing rapidly, human resource management must be prepared to
cope up with the effects of changing world in global economy. The following are the recent key
trends and developments that should be considered by HR manager of Morrison-
i. Work-force Diversity – Workforce diversity refers to resemblance and distinctness
among the people regarding cultural background, gender, age, religion and physical
abilities and disabilities. In present scenario, it is essential to employ diversified people as
they bring new ideas for growth (Soltis, Brass and Lepak, 2018). But at the same time,
managing them is big challenge for management, for this HR manager must train people
and make each other familiarise by using participative approach.
ii. Technology – Morrison’s HR management should take full advantage of the growing
technology by changing their work pattern for example - like saving all the workforce
data in apps rather than doing paper work with ensuring the confidentiality of data by
training personnel in using such operating system.
iii. Re-engineering work processes for improved productivity – When more than 70% of
the work processes are altered and evaluated is time when re-engineering takes place in
Morrison. It is generally done so that employees think that what work is to be done, how

it is to be done in best way and what is the best way to implement this. HRM helps in
assisting and offering skills and training.
iv. Focusing on employer branding – In today’s competitive market, company needs to
have good brand value in order to persuade talents to join your company. HRM of
Morrison should plan policies such as work benefits, flexible work programs etc. such
that they can retain current talent and hire best talents.
v. Providing holistic health benefits – Pressure of work creates stress which impacts the
overall well being of employees. Morrison’s HRM should construct plans which address
all facets of wellness and health care. By focusing on holistic health benefits, company
will see gain in productivity, recruitment and retention.
vi. Cultivating authentic workplace culture – Morrison will lay their focus on assessing
their values and encouraging healthy experience at workplace (Santhanam and et.al.,
2017). HRM will work on imposing policies from honouring employee’s need to have
balance in their work life schedule. It regularly makes sure that employees get safe
working environment and have transparency in communication so that its trust in
employees is maintained.
vii. Changing skills requirements – It is one of the essential issue that tackle diversified
workforce, competitiveness, quality and productivity of Morrison. Morrison can improve
their HR management system with higher productivity and quality work. HR
management should discuss with specialists and plan accordingly about the skill
deficiencies arising in company to meet up its requirements in future.
P2. Internal and external factors influence an organisation’s HR strategy and practice
Human resources department plays a key role in Morrison, it does not involve directly in day to
day operations of company, but makes difference in success of company
(Noe and et.al., 2017). It plays important role in – workforce planning, training and development,
employee and labour relations and legal compliance. The following are external and internal
factors of the environment can influence the HR strategy and practices of Morrison in positive
and negative ways –
i. Government Regulations – It is extremely essential that company follows all the rules
and regulations set by the government of UK. Rules and regulations affects how the