Strategic Human Resource Management

Strategic Human
Resource management

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Key current trends and developments that influence an organisation’s HR strategy............1
P2. How both external and internal factors influence HR strategy and practices.......................3
M1. Analyse the influences of the external and contextual developments and how this impacts
on the HR strategy of a company................................................................................................5
TASK 2............................................................................................................................................6
P3. Application of relevant theories and concepts relating to the growth and development of
strategic HRM..............................................................................................................................6
M2. Explain how human resource theory relates to practice and finding the areas where this
will differ in other organisational situations................................................................................7
D2. Explanation of human resource theory relations to practice and comparing and contrasting
this with possible organisational contexts...................................................................................7
P4. Evaluate how appropriate change management models support HR strategy......................7
M3.Valid justification for the application of chosen management strategies, models and
concepts.......................................................................................................................................9
D3. How change management strategies, models and concepts could be implemented to gather
with reference to consequential benefits and possible drawbacks.............................................10
TASK 3..........................................................................................................................................10
P5 Explain how HR outcomes can be monitored and measured and apply this to a specific
organisational situation..............................................................................................................10
TASK 4..........................................................................................................................................12
P6 Discuss and evaluate how effective HR management and development can support
sustainable performance and growth to meet organisational objectives...................................12
M4 Make suggestions for HR development techniques applicable in a given organisational
situation......................................................................................................................................14
D4 Critically reflect on how HR monitoring and evaluating techniques contribute to
sustainable performance and growth addressing potential consequences of their
implementation..........................................................................................................................14
CONCLUSION..............................................................................................................................15

REFERENCES..............................................................................................................................16

INTRODUCTION
Strategic human resource management (SHRM) is the chain of various activities that helps
to link the HR function with the organisational goals and objectives within the organization to
improve the performance in potential manner (McClean and Collins, 2019). Attracting and
retaining the talented personnel within the organization is one of most significant but challenging
task in today’s changing or dynamic business world. In that regards it is very much potential for
an organization to select the right people otherwise no strategy work in right way. SHRM is the
great philosophy of managing people based on their belief system that human resource are one
of most unique resource to sustain in the business environment for long time. For gaining
effective kind of outcomes it is very much potential for organization to persistently draw own
expertise and ingenuity to remain competitive in marketplace. the another major focus on the
SHRM is to ensure the organisational culture, style and structure of organization and quality,
commitment and motivation is very much important to achieve the business goals and objectives
in potential manner. Respective report is based on the M&S is the British multinational retailer,
headquartered in the London, England. It proficient or specialized in the clothing, home
appliances and food products in the wider marketplace. respective report is based on the
significance of strategic human resource in the wider organisational context by including the key
external and developments that directly influence the HR strategy within the organization.
further it includes the contemporary theoretical and conceptual basis of HR Development that
helps to accumulate potential knowledge and information for taking effective kind of decisions.
It also includes that within the organization various kinds of positive as well as negative changes
takes place that are very much important for organization, in that regards of evaluation of change
management models that assist HR strategy. Finally, it includes the contribution of HR
management and development for sustainable business performance and growth in order to
remain competitive in business environment.
TASK 1
P1. Key current trends and developments that influence an organisation’s HR strategy
In current changing environment, where everything is rapidly and continuously change it is
important for an enterprise to become acceptable and maintains on evolving their plan of actions
and policies in order to maximise their overall efficiencies (Starr, Ganco and Campbell, 2018).
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In context to Marks & Spencer it has been offered effective care to its workforce and good
working conditions. In respect to deal with current changing trends and retain knowledgeable or
best workforce M&S require to offer interesting career options to their employees. There are
several trends that influence HR strategies some of them are defined as below in context of
Marks & Spencer:
Continuous improvement- It is a formative strategy that is majorly concentrated on
developing things that are competed on daily basis. It is required for M&S to make improvement
in regular execution extent of their workers which will advantageous them to accomplish their
wide action developments (Madanat and Khasawneh, 2018). With the improving technology
when the organisation implement certain changes and creations in their framework that outputs
in lowering down of company all over sales and profitability. Thus, it is crucial for M&S
administrators to frequently measure execution extent of their employees and lead them
appropriately to strength their constancy. This will advantageous firm to develop their
productiveness and profit margin.
Workforce diversity- It assists diverse varieties of individual in one place. In order to
develop their effectiveness and gain more rivalry benefits, it is important for a company to
consist several workers in their firm. M&S human resource managers by differentiating their
hiring and selecting activity can recruit individual from diverse customs, age, capability, culture
and religion. It will advantageous them to enlarge and improve their competency base and have
more innovative and rivalry atmosphere which automatically direct regarding high growth and
development.
Process for developing productivity- In reference to develop their targeted productive
execution, it is essential for a firm to determine their existing operation activity and monitor
those areas which require to be developed. It will assist them to save their time and accomplish
their targets in or set goals in grated time duration. In context of M&S, the firm deliver number
of items to its consumers so it crucial for organisation’s administrators to analyse their
productivity and maximise their profits (Amarakoon, Weerawardena and Verreynne, 2018). For
this they are needed to create awareness to their target audiences about newly launched services
and take response of them regular basis as to fulfil their every demands and necessities. This will
assist firm to appropriately develop productivity and making improvement in the brand image or
position in global business environment.
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Impact of globalisation- Globalisation is a main or important factor that aid a company to
different their inner atmosphere of organisational structure and concurrently develop their profit
(Carbery and Cross, 2018). M&S HR administrator by taking advantages of internationalisation
conception in their working framework can integrate their human resource with more creative
thoughts and evaluates that will not only assist employees to develop their abilities but also
advantageous organisation to have cultural separation in their workplace.
Changing skill requirements- It is essential for each firm to be it small, medium and large
to maintain healthy and effective relations with their workforce so that they can make
development in entire working conditions in organisational framework. It is crucial for M&S
administrators to change their training and development courses and utilise more creative
measures of their employees. M&S by encouraging their employees to be more adaptive and
form them skilled so that deal with different kind of circumstances in different ways. This will
assist them to deal appropriately even in critical conditions and bring more creations in structure
of company. These advantages to provide a range of unique services to their consumers and
create more profits.
P2. How both external and internal factors influence HR strategy and practices
External factors- These components consists those elements that influence functions of business
externally. Some of these components include legal and technical changes, social components
and economic and political environment. All these components instantly and indirectly influence
business actions in respect to their objectives and goals. The description of some external factors
that impact the functioning of business venture:
Market trends- It is an uncontrollable factor impact over business actions and operation
of business. Some of these dynamic market trends consist consumer’s perception, modifications
in technology and many more. All these components in affect business functioning and their
operations in instantly and indirectly way (Moutinho and Vargas-Sanchez, 2018). When change s
are occurred in technologies then it devise a commodity or a service outdated that may outcome
in reduction in all over sales of the firm. Thus, it is crucial for M&S administrators to change
their plan of action and implement more creation in their business framework to improve their
position in international market and earn more rivalry edge regarding their rivals.
Laws & legislations- Rules and regulations of national authorities also influence the
business function of the company in all manners whether it is their plan of action associating to
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