Human Resource Management and Corporate Strategy

The assignment provides a comprehensive overview of human resource management, including policy and practice in European human resource management. It also explores managing human resources in Asia-Pacific, strategy, human resource management, and performance. Additionally, it discusses change management, employee involvement, and voice, as well as green human resource management. The summary highlights the importance of human resource management techniques in corporate strategy and provides specific details on research papers and articles related to the topic.

Strategic Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Activity 1.........................................................................................................................................4
1. Contemporary trends and developments in HR......................................................................4
Critically analyse the influence of external and contextual developments.................................5
2. Changes in HR policy and practice related to current trends and developments...................6
Activity 2.........................................................................................................................................7
Relevant theories and concepts related to growth and development of HR practices................7
Activity 3.......................................................................................................................................11
Change management models support HR strategy...................................................................11
Activity 4......................................................................................................................................12
How HR outcomes can be monitored and measured and apply this to a specific organizational
situation. ...................................................................................................................................12
Ways to measure performance..................................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Strategic human resource management has close relationship between organisation
Human resource and its various strategies, objectives and goals. Main focus of SHRM is to
provide flexibility, innovation and competitive advantage with developing a strong culture in
organisation. SHRM plays vital role in development plans for recruitment, training and
development, compensation plan to attain organisational goals and objectives for greater success.
To better understand that topic TNT: Delivering a business strategy is provided by them to gain
important insights and knowledge in developing strong HRM culture and work diversity. This
report is based on TNT Express is an courier delivery service provider company at international
level, it is subsidiary of Fed Ex. Its headquarter is situated in Netherlands, it operates in 61
countries and delivers parcels, documents and freights at approximately 200 countries world
wide. This report is based on current changes and development trends that influence
organisational HR strategies. Further it elaborates External and internal factors influence HR
strategy and practices with relevant theories and models for growth of organisation.
Activity 1
1. Contemporary trends and developments in HR.
Human resource management is an strategic approach that helps in effective management
of people and activities in organisational development. HRM is directly related with formation of
plans and policies and respectively it is followed by employees and others (Aladwan,
Bhanugopan and Fish, 2014). In today scenario market conditions is very fierce and environment
is competitive enough. Resulting HR have to adopt these changes and developments that directly
influence to strategies of TNT, Recent trends and developments are as follows:
Impact of globalisation:
Global competition are norms and conditions, for both employees and employers that
look themselves global players of organisation in product and HR market. To sustain for long
period of time there is need to expand in global market and recruit employees from different
profiles so that they can give their best in TNT development and enhancement (Bonache,
Trullen and Sanchez, 2012). Due to the globalisation TNT can easily adopt changes and strategic
advancement should be adopted in better manner.
Workforce diversity:

Companies focus on diverse workforce, individuals with wide range of characteristics
and experiences in which includes Race, ethnicity, gender, age group, religion and ability. To get
success in competitive environment need to choose people from different culture TNT have to
moderate in their environment so that they give best. Culture should be depend on organisation
to organisation with rules and regulations in TNT.
Changing skills requirements:
when objectives and goals of organisation change, skills requirements of workforce also
changes as well. To eliminate these challenges, TNT have to needed some specific skills set to
gain desirable goals and objectives. According to changing environment TNT have to select
those people who satisfy their current needs and wants. Hence to comply with competitive
environment there is need to retain employees with different and potentials skill set (Budhwar
and Varma, 2013).
Continuous improvement and Process for improving productivity:
Continuous improvement or kaizen is tool and technique that helps in identification of
streamline work and activities by reducing wastage in production process. In case of TNT to
compete in fierce environment there is need to adopt continuous improvement plan so that
productivity should be enhance and wastage while production process can be eliminate at
maximum level (Brewster, 2017).
Government:
In organisation new workplace compliances standards directly influence the HR
department to always remain within the laws and regulations. These regulations influence each
and every activity of TNT HR department in which hiring, training and development,
compensation etc. without follow these rules and regulations an organisation can not operate in
suitable manner in corporate world.
Hence, to become competitive enough in global environment TNT have to adopt these current
and recent changes to relevant in world wide.
Critically analyse the influence of external and contextual developments.
In an organisation there are different factors that influence external and contextual
developments, that are as follows:
Globalisation and diversity in workforce have some impacts both in positive and negative
manner in proceedings of TNT that are as follows:

Change careers:
Due to globalisation a kind of transformation of manufacturing to professional services in
TNT. These changes occurs due to the change in phenomenon by internet, computers and
information system in organisation. Hence it enhance operating cost but on other hand it creates
expertise in organisation development with help of Technological advancement that is need of
today's world (Buller and McEvoy, 2012).
Market competition:
In world of globalisation it enhance competition and that high level of competition
increase pressure on TNT to reduce their prices and increase in their quality in services. Further
it increase the necessity of skilled workforce in organisation and it brings people from different
backgrounds to satisfy TNT's distinct needs. Work force from different backgrounds brings
racial diversity, culture and growth of migration are major changes in organisation growth and
prosperity and impact both in positive and negative way on TNT health. When new workforce
come in organisation it brings innovation and creative ideas and with distinct responsibility,
accountability, flexibility.
Incurs cost and time:
When an organisation operates in global world it increase their operating cost and have to
face different types of challenges. In new world government rules and regulations are also
different from others and culture directly affect on work proceedings in case of TNT
development. It takes too much time and resources while deal in global world with different
culture diversity (Drucker, 2012).
2. Changes in HR policy and practice related to current trends and developments
There are some changes occurs in HR policy and practices due to the current trends and
developments that occurs in organisation while it deal in diverse work environment. In that case
some leading changes they have to adopt to become enough competitive at world wide that are as
follows:
Job search:
Job searching and posting now takes online mode that is away from the traditional mode
of communication such as newspaper. Due to globalisation organisation have to select people
from the world wide to satisfy their work requirements in proper way. To access large no. of

people from different backgrounds in which online mode helps to TNT in selection right kind of
workforce.
Work culture:
When workforce come from the different backgrounds and work culture, it creates many
types of hurdles in organisational progress and advancement. In that scenario organisation have
to give some benefits and freedom also to express their ideas with views to express oneself. So to
satisfy employees and give them motivation culture play an very important role. Hence recent
trends and developments helps to TNT to adopt changes in their culture (Greenhaus and
Callanan, 2012).
Critical evaluation:
These changing HR practices and policies impacts both in positive and negative way on
TNT development by it gives large scope to select people from the world wide and different
people from various skills set help to TNT in attain desirable goals and objectives. On other hand
when people come from different backgrounds they take lot of time and resource in understand
the working environment and culture gaps also create within them (Mahesh and Crow, 2012).
HR issues:
There are some issues that occurs in HR departments that influence proceedings of whole
organisation, that are as follows:
HR issues in Public sector:
Public sector faces many types of issues or problems in HR department in which problem
of productivity because strict measures and steps should not be taken by them. In government
departments not proper guidance and targets not given to employees. Hence their productivity is
major issue, further lack of proper training and development is another issue that face by them.
Government departments not invest their money and resources in teaching of employees. Hence,
it directly and indirectly influence on their productivity (Michailova, Heraty and Morley, 2016).
HR issues in private sector:
The major problem that is faced by private organisation in which TNT also includes in
which lack of employee engagement. Due to lack of employee engagement they are not able to
give their best efforts in organisational development. Reason behind that problem is employee
are not motivated and work for individual interest.
HR issues in third sector:

Major issues that is face by voluntary organisation is that employees are not ready to
accept the changes, they are rigid in nature. To resolve that problem organisation have to give
proper training and development.
Activity 2
Relevant theories and concepts related to growth and development of HR practices.
Growth and development are very necessary for organisational to become enough
competitive in business environment and in success of organisation each and every department
play crucial role. In development HR department play very important role that is define with help
of David Ulrich model that are as follows:
Ulrich' s model of HR was revolutionary when it firstly introduced and the reason is that it focus
on people and their roles in which employees, managers, board of directors and many others
(Petrick, 2017). It defined four roles that are important in HR department that are as follows:

HR business partner:
The HR business partner has main task is to communicate with the internal clients or
internal customer's means they are directly connected with organisations, employees,
shareholders and creditors. It contact in internal members of organisation and it is best way to
communicate with HR department. HR business partner also gives feedback to costumers about
their experiences, in identification of talents, helps in fill vacancies and share HR goals and
objectives to ensure that TNT apply it across the whole organisation and its various departments
(Prieto and Pilar Pérez Santana, 2012.).
Change agent:
When TNT aimed to expand its business or evolve and alter in its goals, then the role of
HR change agent increases. In that scenario it has to communicate internally about potential
Illustration 1: HUMAN RESOURCES
(Sources:HUMAN RESOURCES 2016)

changes and need to focus on potential skills and talent that require to accomplish goals and
objectives. Further they are responsible for change in job description that reflect changing job
roles and responsibilities.
Administration expert:
The roles and responsibilities of Administration expert in HR is manage changes in
legislation, rules and regulations and health and safety rules in organisation with labour, trade
laws that helps TNT to remain always competitive in market. It is also responsible to secure data
and information regarding the employees and share with them relevant information (Renwick,
W and Maguire, 2013).
Employee advocate/ champion:
The major role of Employee advocate to remain always aware about personnel interest
and protect their self interest. They focus on keep always motivated and giving them satisfaction
regarding their work and spot shortcomings in work culture of TNT and make sure that managers
treat fairly with their subordinates. So they play major role in organisational development and
employee also.
Hence, it is very important theory which give important insights and information about HR roles
and other HR personnel roles in organisation and employee development (Sheehan, 2014).
Their are some practices which are discussed below:
Flexible work arrangements:
To improve in working conditions there are some important attributes that helps in
increase employee morale and gives satisfaction also. In flexible work changes in start and finish
at time of work should be flexible, flexibility in patterns of work by split or sharing in job. Shift
in location of work in which work from home and in other location. So that it helps in improve
morale of employees and also gives flexibility in work culture in TNT.
Performance management:
Performance management is the chain of activities in which create an environment or
setting in people that helps in giving their best abilities. It is whole work system it starts when a
job is needed and defined, it ends when employee quit the organisation. It follows by TNT to
increase their work efficiency and give their best in organisational development.
E recruitment:

E recruitment is process of hiring the potetial candidates vacant jobs by using electronic
resources particularly by internet. TNT uses to recruit their employees by online method.
Activity 3
Change management models support HR strategy.
Change management is an collective approach that support teams, individuals and
organisation to bring changes in organisation (Smith, 2014). There are some significant theories
that help in change management that are as follows:
Kurt lewis's change model:
Kurt lewin's change model has three major steps that are as follows:
Unfreezing:
That stage defines about changes and before change should be implemented in
organisation, TNT have to unfreeze because people are resist to accept the changes. By
unfreezing awareness and importance in individual's life also should be explained in clear
manner so that they accept it and competitive advantages should be gain (Stone and Stone,
2013).
Changing:
Illustration 2: Change management
(sources: change management 2019)

In that stage by giving knowledge they ready to move into new stage and in that stage
change become real. In that stage people of TNT struggle with new changes that occurs because
uncertainty and fear occurs in their mind.
Refreezing:
Refreezing is the most important stage in which act of reinforcing of activities occurs,
changes occurs in processes, goals and structure of organisation and people of TNT ready to
adopt that refrozen themselves in new work environment and methods (Ulaga and Loveland ,
2014).
Advantages and disadvantages:
Kurt lewis's model of change is easy to understand. It concentrates on afraidness of
employees when changes occurs in organisation. It focus on main factors that organisation have
to focus while adopt changes. On other hand it does not concentrate on each and every aspect
that other models focus on various factors is to check their psychology, give them vision and
mission that are not includes in that model.
Activity 4
How HR outcomes can be monitored and measured and apply this to a specific organizational
situation.
In organisation sustainability plays very major role and its depends on each department
that is explained by different approaches that are as follows:
Best fit approach:

Best fit approach is a detailed area in which requires greater understanding of subject
matter in which HR strategies and organisational strategies should be align so that strategic fit
should be achieve in better manner. In case of TNT it selects the best competitive strategy that
fits to whole organisation. Best fit approach contributes in sustainability of TNT by
understanding role of Strategies of both HR and organisational and align to get desirable results
(Varma and Budhwar, 2013).
Resource based view:
Resource based view in which consist of various types of tangible and intangible
resources such as assets, processes and others. When all resources combined in that helps in
create business capabilities that are combination of either individual and groups in TNT. That
view create an managerial framework by delivering strategic resources to gain competitive
advantages. Resource based view give competitive advantage by align all resources with tool to
exploit resources in better manner and give advance products to gain competitive advantage and
brings sustainability and growth.
Ways to measure performance
There are many ways to measure performance and their contribution in organisational
Wilkinson, A., Dundon, T. and Marchington, M., 2013 growth and stability that are as follows:
Benchmarking:
Benchmarking is the practice of comparing processes and metrics of performance. In
benchmarking products and services should be compare with other company that is best in that
sector (Wilkinson, Dundon and Marchington, 2013). It helps in find out internal opportunities of
TNT.
Key performance indicators:
Key performance indicators are metrics of business that is used by executives of
corporates and other managers by track various factors that are crucial in organisation success. It
focus on processes and functions that higher authorities consider as important for measure goals
and objectives in TNT.
10'c checklist of HRM:
In 10'c of HRM consist of important considerations that are as follows:
Comprehensiveness:

In comprehensiveness of TNT includes all aspects of people management, that start from
the recruitment to separate programmes.
Credibility:
In TNT HR practices build trust in staff and top management and encourage staff to
believe in HRM strategies.
Communication:
In case of TNT main objective of HRM to understand and accept all the employees in
organisation culture.
Cost effectiveness:
In TNT reward and appraisals should be fair.
Creativity:
TNT can gain competitive advantage by achieving unique HR strategies in organisation
goals and objectives.
Coherence:
HRM activities and initiatives must from a meaningful in TNT.
Competence:
HRM strategy should be build in a way that TNT become competent enough to achieve
their goals and objectives in effective manner by support individual competencies.
Control:
HRM policies and practices should be match with business goals and objectives in
effective manner.
Change:
The basic theme of TNT is to adopt continuous improvements and developments that is
necessary for their survival.
Commitment:
In TNT employees should be motivated enough to give their best in organisational
development.
All of these concepts and theories helps in achieving goals and objectives by motivating
employees by giving proper training and development of Employees of TNT. It focus on
continuous improvement in their performance and encourage them to give their best (Wilkinson,
Dundon and Marchington, 2013).

CONCLUSION
From the above report it has been concluded that firm have defined strategies in order to
achieve its business objectives. Human resource is the most significant asset to the firm thereby
helps in achieving organisational goals and objectives. It is obligatory for the respective
organisation to implement strategic HRM practices to keep the employees motivated as well as
reduces employee turnover in firm. It analysed various HR theories and practices which are
necessary for the organisation to keep their employees work efficiently and effectively. Various
change management strategies in firm which enables employees to work efficiently and
achieves organisation targets.
REFERENCES
Books and journals:
Aladwan, K., Bhanugopan, R. and Fish, A., 2014. Managing human resources in Jordanian
organizations: challenges and prospects. International journal of Islamic and middle
eastern finance and management. 7(1). pp.126-138.
Bonache, J., Trullen, J. and Sanchez, J.I., 2012. Managing cross-cultural differences: Testing
human resource models in Latin America. Journal of Business Research. 65(12).
pp.1773-1781.

Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Budhwar, P. S. and Varma, A., 2013. Managing human resources in Asia-Pacific: An
introduction. Managing human resources in Asia-Pacific, p.1À20.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and
performance: Sharpening line of sight. Human resource management review. 22(1).
pp.43-56.
Drucker, P., 2012. Managing the non-profit organization. Routledge.
Greenhaus, J. H. and Callanan, G. A., 2012. Career dynamics. Handbook of Psychology, Second
Edition. 12.
Mahesh, S. and Crow, S. M., 2012. Managing information technology human resources in health
care. The health care manager. 31(1). pp.34-43.
Michailova, S., Heraty, N. and Morley, M.J., 2016. Managing human resources in Central and
Eastern Europe.
Petrick, J., 2017. Total quality in managing human resources. Routledge.
Prieto, I. M. and Pilar Pérez Santana, M., 2012. Building ambidexterity: The role of human
resource practices in the performance of firms from Spain. Human Resource
Management. 51(2). pp.189-211.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Smith, W. K., 2014. Dynamic decision making: A model of senior leaders managing strategic
paradoxes. Academy of Management Journal. 57(6). pp.1592-1623.
Stone, R. J. and Stone, R. J., 2013. Managing human resources. John .Wiley and Sons.
Ulaga, W. and Loveland, J. M., 2014. Transitioning from product to service-led growth in
manufacturing firms: Emergent challenges in selecting and managing the industrial sales
force. Industrial Marketing Management. 43(1). pp.113-125.
Varma, A. and Budhwar, P. S., 2013. Managing human resources in Asia-Pacific. Routledge.
Wilkinson, A., Dundon, T. and Marchington, M., 2013. Employee involvement and voice.
Managing human resources. 5. pp.268-288.
Online
HUMAN RESOURCES 2016 [online].
Available through: <https://www.swarco.com/en/Career>.
Change management 2019 [online].
Available through: <https://www.researchgate.net/figure/Lewins-three-step-model-of-
organizational-change_fig5_323695129>.