Strategic Human Resource Management

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