Assignment - Strategic Human Resource Management

RUNNING HEAD: STRATEGIC HUMAN MANAGEMENT
Title: Strategic Human Resource Management’
Name of Student:
Name of University:
Author’s Note:

1STRATEGIC HUMAN RESOURCE MANAGEMENT
Executive Summary:
Aligning the strategy of the company with the HR practices is a necessary element for all
companies in order to clarify the job roles to the employees as well as defining their own vision. The
Strategic HRM thus primarily aim at the function of the HR management in an organisation to
incorporate the strategies of the company with the organisational activities and culture. This evidently
gives the company a momentum and the employees the required motivation to grow in the hierarchy.
Moreover, the proper knowledge about the strategies will help the employees in working effectively and i
turn increase the productivity. The following discussion takes in to account the various aspects of the
Strategic Human Resource Management and relates the relevance of those strategies in the organisation
of Rimus Riley, a well known company in Malta.

2STRATEGIC HUMAN RESOURCE MANAGEMENT
Introduction:
Strategic human resource management is an organisational management strategy that seeks to set
up a connection between the human resource wing of a company and its objective, strategies, visions and
goals. The Strategic Human Resource Management aims at creating a flexible and innovative work
environment so that the employees become more competent for the purpose of the organisation and fit for
the organisational culture (Melo 2014). The strategic Human Management, thus, aims at an overall
improved performance in the business. The current discourse deals with the importance and functions of
the strategic human resource management in an organisation. It also takes into account the organisational
set up of a company and analyses the human resource management of the previously mentioned company
so that the condition is improved. The present report takes into account the Rimus Riley Company of
Malta and assuming the role of a Human Resource Manager, it provides recommendation for the
improvement of condition (Holenbeck 2017).
Rimus Riley Company is a small sized company that is situated in Malta that offers a range of
snacks and biscuits. The number of employee in the organisation is 25. However, the company has no
active HR wing that can manage the human resource. The General Manager, who naturally has a detailed
knowledge or expertise in the matter, carries out the task of human resource management.
Importance and Function of Strategic Human Resource Management:
In order to set up an effective Strategic Human Resource policy, the managerial department of the
company must analyze the importance and function of SHRM so that the policies can be properly fitted
into the organisational structure.
Importance:
Because of the increase in some of the key socio economic factors like government regulations,
globalization, changing roles of the labour union or the rising challenges of the matching of the employee
expectations with the competitive demand, Strategic Human Resource Management has evolved as one of
the most important functionality of the HR wing. It is necessary for any organisation to ensure that the
workings of the staff management or Human Resource management are going in accordance with the
interests or vision of the organisation (Harrison 2014). Thus, the proper utilization and investment in
SHRM will ensure a cost effective engagement of the labours since, the organisation are planning
beforehand about the job design, man specification or skill specification required to fit in the

3STRATEGIC HUMAN RESOURCE MANAGEMENT
organisational vision. It is also important to note that the strategies of the company need to be changed in
accordance with the changing needs. An effective SHRM will be able to make the employees focus on the
direction and plan the organisational changes according to the changing needs. The incorporation of
strategies in the HR management will also help the organisation to plan effectively for the human
resource development by developing managing and sustaining the skills and knowledge.
Purpose:
The most essential purpose of the strategic Human Resource Management is to formulate the
strategies and actions that will help the organisation to distinguish it from its competitors. The SHRM of
an organisation is also functional in providing ideas for the allocation of resources according to the
suitability and competency of the employees (Cania 2014). In doing this, this wing of HR management
also looks at the risks or down turns in the organisation. Another important functionality of the SHRM
wing is to monitor the design of the organisational strategies so that it is the most efficient for the
business and the organisational culture or structure. The SHRM takes part in the process of Recruitment,
hiring or training process and creates a strategic plan for the HRM so that each employee and the
strategies are properly assessed. By integrating the workflow and aligning the workforce of the
employees, the SHRM also manages the codes and public crash of the organisation.
Since the Rimus Riley is an organisation where there is no particular SHRM, it may be
problematic for the organisation to understand the changes in the internal and external environment and
strategies the company vision according to the market need. The General Manager is competent in his
own field of knowledge, which may not be enough for the managing of the total strategies of the Human
Resource. Moreover, he may not have that much time to asses every candidate and recruit according to
the need. Moreover, the general manager can manage his team where he will be looking the employees as
the tool where he can manipulate them according to the core competence. An incorporation of the
Strategic Human Resource Balance will on the other hand can promote a sense of mutuality of
responsibilities for the enhancement of the organisational development as a whole. the General Manager
has to remain preoccupied with the routine function in the organisation and hence cannot focus much on
the strategic functions. Again, there is less scope for the employees to have a direct communication with
the General Manager. On the other hand, the sole purpose of SHRM is to make a direct communication
with the employees and the development of the same (Jackson 2014). Thus, analysing the context of the
Company, I will suggest that the Company has to incorporate a separate Human Resource Management
Wing that will recruit the employees only after testing the competencies by means of definite testing