Strategic Human Resource Management

This report discusses the current trends and developments in strategic human resource management (HRM) and their impact on HR strategies. It explores the evaluation of external and internal factors influencing HR strategies, various theories and concepts related to workforce growth, and change management models for supporting HR strategies. The report also provides a case study of Holiday Inn Hotels to illustrate the application of these concepts.

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

P1 Current trends and development which impact the Strategies for HR...................................3
P2 Evaluation of external and internal factor which impacts the strategies and practices for
HRM............................................................................................................................................4
M1 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............................................................................................................................................6
P3 Various theories and concept which relates to the growth of workforce...............................6
M2 Ways in which the Human resources theory relates to practice in organisation...................8
TASK 3............................................................................................................................................8
P4 Change management model for supporting the HR strategies...............................................8
M3 Justification for change management model used by the organisation...............................10
TASK 4..........................................................................................................................................10
P5 The outcomes of HR can be monitor and measured.............................................................10
P6 Developments of Employees and the sustainability development.......................................11
M4 HR development techniques...............................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
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, Holiday Inn Hotels. It is a British chain hotel which has its chain or subsidiaries in
various countries. The Hotel was founded in the year 1952 by Kemmons Wilson with its
headquarters in Denham. The hotel has been established at around 1145 locations.
This report discusses about the current trends which are running in human resource
concept along with the external factors which affects 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 Holiday Inn Hotels 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. Holiday Inn Hotels 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 Holiday Inn
Hotels, 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 Holiday Inn Hotels 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 Holiday Inn Hotels 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 satisfy all these regulations in their system then
they might be able to 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
ready to work even in less pay. This saves the cost for organisation as they are getting the
required candidates in less price. But a economy where the unemployment rate is very low there
the availability for workers will be less which would force the organisation to set their salaries
quite high so that they can attract more talented candidates towards them. Although this would
add more cost to the organisation.
Internal factors
Mission: The core objectives and motive of an organisation does affect and influence the
strategies for HR. The recruitment and selection procedure would get formed that it connects the
human resource with the mission of the organisation. As in the case with Holiday Inn Hotels the
company regulates its recruitment and selection program in accordance with their needs.
Organisational culture: The culture portrait the personality of any organisation. The Holiday
Inn Hotels forms their strategies for their company in such a way that it matches with the actual
culture they follows (Kumar and Ayedee, 2019). The culture of an organisation must flashes the
positive image of the organisation before the market place. Therefore the strategies get influence
by the organisation culture as they need to form by keeping in view about the culture which the
Holiday Inn Hotels is following.
Organisation structure: The HR strategies also get influenced by the structure which the
organisation follows. As in the case with Holiday Inn Hotels, the strategies get formed by
keeping in view the structure and system which is prevailing in organisation. The policies and
structure must integrate with each other. If the policies are not formed with regard to the
company's structure then it may lead to misunderstanding and confusions which may lead to
decrease in productivity of employees (Lazazzara and Ghiringhelli, 2016).
From the discussion presented above, it is conclude that strategies needs to get formed by
considering the above factors. Apart from this, these strategies should be flexible enough so that
it can absorb any change which is necessary to bring in.

M1 Analyses of factors which influences the external and contextual developments and
discussion of their impacts on the HR strategy of an organisation
Factors Positive Impact Negative Impact
Economic conditions It helps in proper formation of
strategies which reduces the
risks and saves the extra cost.
The Holiday Inn Hotels has to
form their different strategies
according to the region in
which they are operating. This
process requires a lot of time
and research.
Government regulations It helps the company in legally
copping up with the change
which enable them to easy
operate in the business
environment.
Frequent changes in
government regulations creates
disturbances in the operations
of Holiday Inn Hotels.
Mission It helps in achieving the goals
of company.
The strategies formed
sometime does not get match
with the mission which creates
problem for Holiday Inn
Hotels.
TASK 2
P3 Various theories and concept which relates to the growth of workforce
There are various theories and concept that are available related to the Strategic HR
development. Through the application of such theories the organisation can develop their
workforce. The Holiday Inn Hotels company can apply any of these theories or concept in their
system for the proper development of HR. Some of these theories and concept may includes:
Situation: Holiday Inn Hotels has notice a decrease of performance in their work. The
organisation set a research to know about the reasons behind it and through that research they
found out that this low productivity is due to unnecessary regulation imposed by the organisation

(Rankin and Sherer, 2019). To surmount with this issue, Holiday Inn Hotels can take the help of
theories and concept so that they can bring their level of productivity back.
The theory of personnel management: This theory seeks focus upon the another theory of
Theory X and Theory Y. In this particular theory, the organisation divides the employee in 2
category name X and Y. The employees that lie in X category who does not like their work and
have very little motivation towards their work. The manager uses the approach of “carrot and
stick” to make these people work. Strict approaches like deadlines, giving the consequences for
not performing the work and etc. are used. Where in theory Y the employees who likes doing
their work and are very motivates lies in this category. The approaches like bonus, increase in
salary, increments and the like as used to motivate them more.
Through the application of this theory, the Holiday Inn Hotels can manage its HR and can
bring growth in their productivity level to some extent.
The theory of human resource management: The theory of human resource management
helps the organisation in increasing the retention of employees. The objectives of every
organisation are just to retain its talented employees in company (Rees and Smith, 2017). The
organisation, like Holiday Inn Hotels can gain competitive advantage through attaining the
talented candidates in organisation. The policies and work structure are formed in such a manner
that the employees feel comfortable and motivated while working with the organisation. An
organisation is able to set a bench mark for the other companies which are running as a
competition. Through the application of this theory the organisation would be able to create a
working environment which is motivated, comfortable which follows the principle of peace and
harmony in the workplace.
Strategic HRM: Strategic HRM is a concept where the organisation makes the policies in
such a way which combines the mission of both employees and organisation. The policies which
are set by the organisation helps them achieving the objectives for both the parties. Through the
application of this particular approach the organisation can achieve the optimum utilisation of
human resource, saves the cost for hiring new employees or workforce, increase in productivity,
generation of competitive advantage and much more.
Through the application of above mentioned theories, the Holiday Inn Hotels company
could be able to regain their productivity level again which helps them in attaining their set
objectives.

M2 Ways in which the Human resources theory relates to practice in organisation
As mentioned in above paragraph, the organisation faced a situation in which they have
noticed a decrease in the performance of their employees. To bring improvements, the Holiday
Inn hotel has used by various strategies namely, human resource management theory, the theory
of personnel management, strategic HRM and etc. These theories have helped the organisation in
analysing the area for improvements and have become successful in doing so through the proper
application of these theories and methods.
TASK 3
P4 Change management model for supporting the HR strategies
Change is a mandatory process which an organisation needs to adopt in its system.
Bringing the necessary change in organisation helps in surviving through tough market and helps
in not becoming obsolete. Change can be both short term and long term according to the need.
Majority of change is implied to the change in external factor policies or practices. The
organisation, like Holiday Inn Hotels can implement the change easily and smoothly through the
use of change management model. The application of change management model in Holiday Inn
Hotels can be applied in the following way:
Situation: The organisation is planning to bring some change in technology which they are using
in their operations. The new technology is very much advance that will produce more units with
less time and also saves the time for organisation (Tadesse and Jembere, 2020). The task is to
bring the required change in the Company.
Kotter's 8 steps model: This particular model was created in the year 1995 Harvard
School of Business. This model is used to implement the change in organisation properly. The
Holiday Inn Hotels company can apply this model to implement the above mentioned change.

Source: Kotter's 8 step model of change, 2020
Creating Urgency:
In this step the organisation creates urgency for bringing up the change. Through the urgency,
Holiday Inn Hotels can make their employees understand about the merits which their company
would get if they implement that technological change in their organisation.
Generating coalition of guiding: After creating urgency among the employees, the company
should build a team whose task would be to encouraging the employees in bringing the required
change in the system. The group formed would also clear out the doubts of workforce which may
arise during the change.
Building up a vision of change: The organisation needs to develop a long term vision with
respect to the technological change that they have planned to bring. Through the display of
vision they can clearly educates their workforce and communicate them about at level their
organisation will achieve if they would be successful in implementing this technological change.
Through the strong building up of vision, the organisation would be able to detect the risks
towards which they are associates with and can take the corrective actions to minimise these
risks.

Communication: After building up of vision, the Holiday Inn Hotels needs to communicate it to
their workforce. Through the communication about the vision the employees can understand the
advantages and merits which the organisation would get from this technological change. The
communication should be so clear that it clears out all the doubts which employees have with
relation to it.
Removing of obstacles:
At this step the organisation tries to figure out the risks which the organisation might face.
Detecting of those risks and taking the corrective actions at time can help the organisation in
implementing the change in a right way.
Creation of short wins: The plans which the Holiday Inn Hotels has made for implementing the
technological change should be divided into small tasks. After that the organisation should keep
on monitoring the actions and achievement which these tasks and mark the small wins. Small
wins would lead to the achievements of major and core goal.
Don't let up: The technological change should get in continuation in the organisation. The
technological change which the organisation has planned to implement should be in continuation
otherwise once the flow gets break the company, Holiday Inn Hotels, has to start right from the
start.
Make change stick: Slowly by steadily the organisation would be able to implement that
technological change permanently (Ungureanu, Bertolotti and Pilati, 2019). With the short term
wins the organisation would be able to implement the change in freeze it in their operations.
M3 Justification for change management model used by the organisation
The change management model used by the Holiday Inn Hotels has helped it in
implementing the change properly in the organisation. The technological change which is
brought by the organisation has provided many benefits to the organisation. The change
management model which has been used by Holiday Inn Hotels was so effective that the
company get successful in bringing the change in their organisation.
TASK 4
P5 The outcomes of HR can be monitor and measured
Through the measuring and monitoring of HR outcomes, the organisation like Holiday
Inn Hotels can get to know about the areas where they can bring the change and the areas where

they are performing very well. There are various approaches which an organisation can use to
measure and monitor the change in Holiday Inn Hotels. Some of them are as follows:
Employee performance: The outcomes of these HR policies and strategies can be measured and
monitored through evaluating the performance of employees. If from the evaluation it has been
observed that the employee performance is low in comparison to the standard set then it is clear
that the company's HR policies are not at appropriate. But if the performances of the employees
are up to the mark then the policies set by the organisation do providing benefits to the company.
The organisation Holiday Inn Hotels can make use this approach evaluating the performance of
HR policies and outcomes.
Profit gained by the company: The percentage which the company can gain as a profit can be
one of the methods or approaches to measure the HR outcomes. The HR results can likewise be
estimated and checked through the level of benefit yield in an association after the execution of
procedures. In the event that the benefit made by HOLIDAY INN HOTELS organization is more
or equal to the objective set then the methodologies framed are giving advantages to the
association however on the off chance that the benefit yield by the organization is beneath the
focused on set, at that point there is a critical need to audit all the systems shaped by HR
(Velmurugan, 2018).
Association of clients: The results can likewise be accessed through observing the survey and
reaction by the clients towards the organization. Keeping up a decent association between the
clients and the organization is significant as they build the brand picture, association, generosity,
reliability, etc. The organization continually screens and measures the association of clients with
association. The techniques which are developing the organization are created in a view to build
the connection between the clients and friends. On the off chance that the association between
the two isn't up to the objective set then their future an earnest need to roll out the improvements
in methodologies. Yet, in the event that the input or survey about the structure up of association
between the two is according to the objective then the methodologies shaped are returning
benefits to the organization.
P6 Developments of Employees and the sustainability development
Presently a day the association are following and embracing greater supportability
advancement in their framework and structure. They all realize that this the better approach to

raise the development and improvement into association. It has been seen that the associations
which are applying the supportability advancement in their activities are will in general return
more benefit and accomplishment into the commercial centre. The branch of HR ends up being
an extraordinary assistance in building up the maintainability advancement in HOLIDAY INN
HOTELS Company. They carried the new ways and abilities to the representatives who are
confronting issues in playing out their work by giving them the best possible required preparing
and advancement program. There are a few devices and methods through which the association
can gauge the presentation of representatives:
KPI's: KPI represents key Performance Indicators. It is a methodology where the
organization assesses the quantifiable performances for the various departments which the
association has accomplished at this point. In this the organization under takes the funds, tasks
execution, workers execution, its technique development and so forth and afterward these are
contrasted and compared with different organizations. The significant reason for the organization
to utilize this device is to discover the territory where the organisation needs improvement.
Bench marking: Bench showcasing is a methodology wherein the association contrasts the
strategic policies and measurements and different organizations which are considered as the best
in entire industry. In this methodology a seat mark is set for HOLIDAY INN HOTELS which
functions as an objective for the organization. This seat mark is set up for the organization by
looking into and contrasting the performances of the best organization. The HOLIDAY INN
HOTELS organization would frame their techniques so that they can accomplish they can
accomplish the targets which they have set by them to become the best organization in that
industry.
M4 HR development techniques
There are various technique used by the Holiday Inn Hotels for developing their
employees, some of the factors may include:
Training: The training should need to provide to the employees to make them learn about some
skills which is required by the work. Through training the employees can get to know about the
various learning. The methods which could be used in this may include classroom lectures,
videos, assignments and much more.
Mentoring: It is the process through which the supervisor or the manager provides the necessary
mentoring to the employees so that they can perform better in their work. In mentoring the

mentor teaches his mentee about the how he needs to perform the work. This helps the mentee to
easily do this work without any confusion and burden.
CONCLUSION
From the report examined above, it very well may be reasoned that the human asset are the
genuine resource for any association and the improvement of this asset gives the drawn out
advantage to the organization. The techniques are framed so that the representative’s gets remain
persuaded and creates with the association. There are different powers which influence the
procedure arrangement. A portion of these powers may incorporate labour force variety,
innovative change, destinations of association, ability expertise necessity and association
objectives. The association HOLIDAY INN HOTELS applies different methodologies for the
advancement of representatives through maintainability improvement. This may incorporate the
utilization of KPI's and seat checking and so on

REFERENCES
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