Strategic Human Resource Management Review

This assignment tasks you with conducting a thorough review of scholarly literature on strategic human resource management (SHRM). You will analyze key concepts, explore various SHRM practices, discuss the impact of SHRM on organizational performance, and examine emerging trends and future directions within the field. The analysis should draw upon at least 10 relevant journal articles and books published in the last decade.

Running head: STRATEGIC HRM
Strategic Human Resource Management
Name of the Student
Name of the University
Author note

STRATEGIC HRM
Executive Summary
The report helps in understanding the implementation of strategic HRM in the organization. The
importance of the SHRM has to be discussed as this will help in analyzing the purpose of the
SHRM activities in the organization. The contribution has to be identified as well in the
organizations. The proper analysis of the business factors helps in analyzing the planning of
HRM in the organizations.
The main aim of the report is to identify the requirements of the HRM in the organization and the
policies of the organization relating to HRM have to be discussed as well. Proper development of
plan relating to HRM has to be discussed as this will help in understanding the impact of the
different management and leadership styles in the entire organizations. The foremostrationale of
the report is to comprehend the impact of the regulatory requirements that includes both legal
and ethical requirements as this will help in understanding the effectiveness of the HRM.
The conclusion will be based on proper analysis of the effectiveness of HRM in the different
organizations and this will help in examining the effectiveness of the organization in the entire
competitive industry. The impact of the regulatory such as ethical and legal requirements of
policies of human resource management has to be properly analyzed as this will help in
understanding the effectiveness of the HRM in different companies.
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Table of Contents
Introduction......................................................................................................................................4
1. Role of strategic human resource management...........................................................................5
1.1 Nature and importance of strategic management in organization.........................................7
1.2 Role and purpose of activities related to strategic human resource management in
organization.................................................................................................................................9
1.3 Evaluation of relationship of strategic human resource management with other functional
areas...........................................................................................................................................10
2. Human Resource Planning........................................................................................................11
2.1 Different business factors essential for human resource planning......................................12
2.2 Assessing the requirements of human resource management in a given scenario..............13
2.3 Development of Human Resource plan...............................................................................16
3. Role of legal, ethical issue in developing human resources policy...........................................17
3.1 Purpose of Human Resource Policy....................................................................................19
3.2 Impact of regulatory and legal requirements on human resource policies..........................20
3.3 Impact of ethical requirements on Human Resource Management Policies.......................21
4. Planning of effective strategies of human resource management.........................................21
4.1 Impact of organizational Strategy, structure and culture on the management of human
resources....................................................................................................................................22
4.2 Critically monitoring effectiveness of HRM.......................................................................23
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5. Analyzing leadership and management theory..........................................................................23
5.1 Analyze the impact of theories of management and leadership on developmental strategy
of organization...........................................................................................................................24
5.2 Creation of leadership strategy that supports mission, vision, values and objectives of
organization...............................................................................................................................25
5.3 Evaluation of leadership strategy that supports mission, vision, values and objectives of
organization...............................................................................................................................26
Conclusion.....................................................................................................................................26
References......................................................................................................................................27
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Introduction
Proper implementation of the strategies related to modern HRM and developing is the
main purpose of the SHRM. There are different organizations that integrate the strategies related
to SHRM with the strategies of their industry as this will help them in achieving the
organizational goals in shared vision. In this report, the importance of it is mentioned. The
rationale of the strategic HR activities has to be properly analyzed as this will help in evaluating
the proper contribution of the HR management practices in achieving the managerial objectives.
The major aim of the report is to analyze the different factors of business that underpins
the planning of HRM in the organization. The requirements of the human resource management
have to be analyzed in a scrupulous situation in the entire organization as this will help in
developing a proper human resource plan for the entire organization. The proper evaluation has
to be done in order to comprehend the contribution of HR planning in meeting directorial
objectives. The majorrationale of the report is to examine policies of HR management in the
organization. The impact of the regulatory requirements is essential in nature as this will help in
analyzing impact of the structure of organization on the HRM of the organization.
The structure of the report will include three sections wherein the policies, importance of
the SHRM are discussed. The HRM plan has to be formed as this will help in analyzing the
different impacts of the regulatory requirements on the policies of the HRM. The proper
examination has to be done in order to understand as well as monitor the effectiveness of the
organization in order to provide proper recommendations to recover efficiency of the
management of it in the association.
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1.Role of strategic human resource management
It is difficult to manage such a large workforce and the organization has to identify
different techniques for gaining the objectives of the organization by focusing on the strategic
HRM1. The SHRM will help in reducing the different negative impacts on the organization as
these can have huge negative impact on the work performed by the employees in the
organization. This has the proper capability to positively affect the performance of the business
as the presentation along with skills of the employees2.
The HR manager of respective company has to properly implement people management
in the organization as this will help them in achieving the long term objectives. The main
purpose of the HR manager of the companies is to retain the employees of the company by
providing proper training and development as this will help in improving the entire business
performance of the company.
There are different features of HRM approach that includes proper polishing as well as
improvising the talent and potential of the individuals who are working in the organization. This
is the duty of the HR manager of the company to improve the quality along with the contentment
level of the employees in the entire organization. The Harvard framework of HRM has to adopt
by different organizations as this comprises of six components that are critical in nature that will
1Akingbola, Kunle. "A model of strategic nonprofit human resource management." Voluntas: International Journal
of Voluntary and Nonprofit Organizations 24.1 (2013): 214-240.
2Alfes, Kerstin, et al. "The link between perceived human resource management practices, engagement and
employee behaviour: a moderated mediation model." The international journal of human resource management 24.2
(2013): 330-351.
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help the human resource manager in understanding the interests of the stakeholders as well as the
different policies of the HRM as well. In order to retain the skilled employees in the
organization, it is essential for the HR manager in the organizations to implement the appropriate
style of approach that will help in adopting a proper style as to manage the work of the
employees.
6
Interest of stakeholders
Community Government
Situational factors
Labor market
Business strategy
Workforce
characteristics
Policies in HRM
Reward system
Work system
Outcomes in
HRM
Competence
Commitment
Long term cost
Well being
Efficiency in
organization

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Figure 1: Harvard Model
(Source: Created by author)
The employees of the respective company who are assets of the company has to be
retained properly as they are skilled as well as talented and the competitors in the market will
attract the skilled employees of GPL by providing them with different offers as well as other
incentives. Therefore, it is the duty of the human resource manager to retain such employees by
valuing their work and their efforts in the works that are performed by them. The human
resource manager has to take proper initiatives in gaining positive impacts on the entire
organization as well as on employees.
1.1 Nature and importance of strategic management in organization
Strategic HRM is the process of implementing, formulating as well as evaluating the
different strategies of business in order to attain the objectives of the organization. Planned
management is the manner wherein the organizations plan in order to deal with different aspects
of the problem, perception of the management. Strategic management is essential in nature in
different organizations in order to retain the employees in the organization and this will help in
achieving the goals of the organization as well.
The strategic management is used in the organization in order to attain the different
organizational objectives by strengthening the relation between the employer and employees in
the organization. It helps in proper identification as well as exploitation of different opportunities
in the organizations. The strategic management will help in providing a proper view on the
problems that is faced by the management of the association. The SHRMof the different
organizations requires understanding the different cross cultural factors that are involved in the
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organization as this is necessary to understand the major issues such as performance
administration as well as the participation of staffs in the organization. There are different
actions that can be taken by the human resource manager of the organizations such as creating
proper value as well as proper focus has to given to the areas wherein proper improvement is
required.
The main motive of the human resource manager is to improve the business by providing
proper focus on the motivational factors that will help in managing the difficult and critical areas
in the HRM of the organizations. The strategic HRM provides proper focus on both the internal
as well as external factors as these will help in gaining competitive advantage.
Figure 2: Strategic Human Resource Management
(Source: Created by author)
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1.2 Role and purpose of activities related to strategic human resource management in
organization
There are different organizations in the world that want proper implementation as well as
formulation of the human resource management as this will help the companies in maintaining
the employees in the organization who are skilful in nature3. There are different activities related
to strategic HRM that can be divided as follows:
Organizational objectives as well as strategies
Strategies related to HRM
Human resource management policies and practices 4
These are the different strategies as well as practices that are based on the internal
environment along with the external environment of the organization along with the purpose,
mission as well as actions that are corporate in nature. The main purpose if proper
implementation of the SHRM is to increase the effectiveness of the different people in the
different organizations by providing them proper training and development along with other
approaches that are motivational in nature. The activities that are related to HR management are
utilized in the organizations to conduct right kind of task in a right pattern. Proper formulation of
the strategies related to human resource management is required and is properly based on the
3Renz, David O. The Jossey-Bass handbook of nonprofit leadership and management. John Wiley & Sons, 2016.
4Kramar, Robin. "Beyond strategic human resource management: is sustainable human resource management the
next approach?." The International Journal of Human Resource Management 25.8 (2014): 1069-1089.
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proper investigation of internal as well as external environment along with the different
purposes5.
The different kinds of communication such as one way, both ways connection as well as
the connection that is executive in nature are the different purpose that is related to the strategic
HRM of the entire organization6.
1.3 Evaluation of relationship of strategic human resource management with other
functional areas
The strategic human resource management has proper relationship with the other
functional areas wherein these work for the welfare of the organization and for the growth of the
entire organization. The strategic management along with industrypolicy work towards the
attainment of the different objectives. The different functional areas of the organizations include
proper research and development, proper marketing and production as well as sales and support
team. The higher officials of the organization assigns the different tasks according to the skills of
the employees as this helps in achieving the long term objectives of the organization. Proper
objectives have to be ascertained as this is necessary in nature as this will help in sustaining in
the competitive market. The health and safety of the individuals is essential factor that has to be
taken care and SHRM includes maternal as well as paternal leave as this will help in managing
proper change in the organization7.
5Stone, Dianna L., and James H. Dulebohn. "Emerging issues in theory and research on electronic human resource
management (eHRM)." (2013): 1-5.
6Morschett, Dirk, Hanna Schramm-Klein, and Joachim Zentes. Strategic international management. Springer, 2015
7Martín Alcázar, Fernando, Pedro Miguel Romero Fernández, and Gonzalo Sánchez Gardey. "Workforce diversity
in strategic human resource management models: A critical review of the literature and implications for future
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The motivation as well as other activities that are related to human resource, it helps the
different organizations in achieving goals with the consideration of the involvement of the
employees8. The staffing is the other consideration of SHRM that helps in providing proper
skilful employees in the organization. The SHRM helps the employees in the organization to
take up different kinds of challenging tasks and this will help in increasing proper level of
confidence among the individuals as well. SHRM has to facilitate proper level of motivation
among the individuals in the organization as this will help in achieving the different essential
objectives of the entire organization.
2. Human Resource Planning
HR Planning is defined as the procedure that helps in identification of the current as well
as future requirements of human resource management for different organization to achieve the
different goals. The proper planning of human resource management helps in serving a link
between strategic plan of the organization as well as human resource management as well9.
research." Cross Cultural Management: An International Journal 20.1 (2013): 39-49.
8Peppard, Joe, and John Ward. The strategic management of information systems: Building a digital strategy. John
Wiley & Sons, 2016.
9Rogers, Sean E., et al. "Strategic human resource management of volunteers and the link to hospital patient
satisfaction." Nonprofit and Voluntary Sector Quarterly 45.2 (2016): 409-424.
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2.1 Different business factors essential for human resource planning
There are different kinds of internal as well as external environmental factors that can
affect the business plan10. The vigorous planning of the HR, both external and internal
environmental factors play an essential role for human resource planning11. The factors are
proper relationship between employer as well as employees, culture of the organization,
recognition and reward management, regulation of salary as well along with other economic
aspects. These are the different factors that have huge impact on the strengthening of the plans of
HR, however if there is any kind of mismanagement there can cause demotivation in the
employee’s mindset and there can be different negative impacts as well on the performance of
the business12.
There are different other factors as well such as the growth in the business of different
organizations as this will help them in attracting more employees who are skilled on nature13.
The advancement in the technology can have huge impact on the performance of the business as
10Sparrow, Paul, Chris Brewster, and Chul Chung. Globalizing human resource management. Routledge, 2016.
11Purce, John. "The impact of corporate strategy on human resource management." New Perspectives on Human
Resource Management (Routledge Revivals) 67 (2014).
12Shields, John, et al. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge
University Press, 2015.
13Budhwar, Pawan S., and Yaw A. Debrah, eds. Human resource management in developing countries. Routledge,
2013.
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well14. Different kinds of training and developmental activities has to be organized by the
organization for their employees along with different other approaches of communication as this
is a constructive step in improving the skills of the employees in the organization15.
2.2 Assessing the requirements of human resource management in a given scenario
For the critical issue in the expansion of the international business along with thinking of
a he change, the organizations always focuses on the increasing the number of human resources
in the organization16. The requirements of HR of the organization help in reflecting the needs of
the employees who are skilled in nature as this helps in strengthening the relationship of the
organization and employees17. The organization cannot make a small mistake as even a small
mistake can put the brand image of the company at stake18.
14Storey, John. New Perspectives on Human Resource Management (Routledge Revivals). Routledge, 2014.
15Marler, Janet H., and Sandra L. Fisher. "An evidence-based review of e-HRM and strategic human resource
management." Human Resource Management Review 23.1 (2013): 18-36.
16Jackson, Susan E., Randall S. Schuler, and Kaifeng Jiang. "An aspirational framework for strategic human
resource management." Academy of Management Annals 8.1 (2014): 1-56.
17Shields, John, et al. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge
University Press, 2015.
18Chadwick, Clint, Janice F. Super, and Kiwook Kwon. "Resource orchestration in practice: CEO emphasis on
SHRM, commitment‐based HR systems, and firm performance." Strategic Management Journal 36.3 (2015): 360-
376.
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The different organizations in the competitive market look for the employees who will be
having proper decision making and leadership skills along with proper interactive skills that will
help in solving the problems in the organization19. There are different kinds of definite
requirements of the organizations that are as follows:
Particulars Explanations
Level of work 1 The tasks that are performed by the customer care
executive who deals with different customers
Level of work 2 Proper leading a team that requires proper qualities
of leadership and they help in setting targets for the
company as well.
Level of work 3 The operations or the administration unit wherein
this requires proper skills of management to plan
for the future20
Level of work 4 Proper information can be received in this level for
the different supply chain or other administrative
requirements
Level of work 5 This requires proper responsibilities as this will
ensure better performance for different
19Wehrmeyer, Walter, ed. Greening people: Human resources and environmental management. Routledge, 2017.
20Giannakis, Damianos, and Michael J. Harker. "Strategic alignment between relationship
marketing and human resource management in financial services organizations." Journal of
Strategic Marketing 22.5 (2014): 396-419.
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organizations
Level of work 6 Proper creation of the purpose of the organization
as this will help in achievement of the goals of the
organization 21
2.3 Development of Human Resource plan
Proper arrangement in the HRMis essential as this is related to proper effectiveness and
this is totally dependent on the organization. The different major decision making are taken by
the managers of the organization as the goal identification is the main criteria of the organization
as well22. This helps in achieving the long term organizational objectives and there are different
factors that affect the plan related to HRM. It is essential for the entire company to identify the
internal as well as external environment of the company23.
21Dowling, Peter J. "The Strategic adaptation process in international human resource
management: a case study." Human Resource Planning: Solutions to Key Business Issues
Selected Articles 14.1 (2013): 137.
22Cooke, Fang Lee, Debi S. Saini, and Jue Wang. "Talent management in China and India: A comparison of
management perceptions and human resource practices." Journal of World Business 49.2 (2014): 225-235.
23Kehoe, Rebecca R., and Patrick M. Wright. "The impact of high-performance human resource practices on
employees’ attitudes and behaviors." Journal of management 39.2 (2013): 366-391.
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The next step helps in reflecting the analysis of gap as this will help the organizations in
meeting the different requirements in the future and the objectives can be fulfilled as well. The
planning of the HR activities help in prioritizing the linkage with the human resources as this
will help in achieving the short goals within a short span of time. The last step includes proper
evaluation, monitoring along with reporting of the status of progress of the company as this will
help in identification and achievement of goals.
3. Role of legal, ethical issue in developing human resources policy
There are different ethical as well as legal issues in the expansion of the policy of human
resources. The ethical issues are the most difficult to handle as these are the issues that arise in
remuneration, health and safety of employees as well as industrial relations.
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Ethical Issues
Issues related to
employment
Health and safetyDisability and race
Issues related to privacyPerformance AppraisalCompensation plansResponsibility of
employee
Layoffs and
restructuring

STRATEGIC HRM
Figure 3: Ethical Issues in HR
(Source: Created by author)
The hiring of employees is a huge challenge in the organizations wherein the human
resource department has to be careful in maintaining proper documentation as this is essential in
the workplace24. The ethical issues is one of the most challenging issues in the workplace as there
are different unethical practices that are performed in the workplace and these has to be reduced
and this can impact the entire organization as well25.
Similarly, there are different ethical issues in the workplace that is related to the
wellbeing and safety of the individual workers in the workplace. There can be different layoffs as
well as other issues faced by the employees such as strikes and restructuring and layoffs as
well26. These kind of illegal as well as unethical activities are faced by the organization and this
24Cerdin, Jean-Luc, and Chris Brewster. "Talent management and expatriation: Bridging two streams of research
and practice
25Mitchell, Rebecca, Shatha Obeidat, and Mark Bray. "The Effect of Strategic Human Resource Management on
Organizational Performance: The Mediating Role of High‐Performance Human Resource Practices." Human
Resource Management 52.6 (2013): 899-921.
26Fulmer, Ingrid Smithey, and Robert E. Ployhart. "“Our Most Important Asset” A Multidisciplinary/Multilevel
Review of Human Capital Valuation for Research and Practice." Journal of Management 40.1 (2014): 161-192.
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hampers the overall performance of the organization as well27. There are other kinds of activities
as well that includes differences in race and other employment issues as well that can lead to
different issues in employment28.
Furthermore there are different legal issues as well that includes discrimination among
the employees at the workplace along with patents and copyright issues in the workplace as well.
These are different legal issues that are faced by the company that includes different kinds of
legal disputes that is affecting the business and this can have huge impact on the entire
performance of the business as well29.
3.1 Purpose of Human Resource Policy
The policies of HR play a fundamental role in the workforce management along with
help of this; risk management can be performed in an effectual manner with the help of keeping
the association well-versed about different kinds of trends that are related to the legislation along
with the standards of employees. The purpose of the HRM in different organizations is
categorized as follows:
27Gannon, Judie M., Angela Roper, and Liz Doherty. "Strategic human resource management: Insights from the
international hotel industry." International Journal of Hospitality Management 47 (2015): 65-75.
28Meyers, Maria Christina, and Marianne van Woerkom. "The influence of underlying philosophies on talent
management: Theory, implications for practice, and research agenda." Journal of World Business 49.2 (2014): 192-
203.
29Bowen, David E. "The changing role of employees in service theory and practice: An interdisciplinary
view." Human Resource Management Review 26.1 (2016): 4-13.
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Proper structure is essential in nature and the purpose is portraying the structure of the
organization as this will eradicate different kinds of miscommunication from the
company and the chaos and conflict can be removed from the organization as well
Proper equality is required in the workplace of the policies of human resource that is
implemented by different organizations that will be applicable for entire workplace
Proper analysis of the best practices is the purpose of the different companies as this will
help in development of policies of Human Resource and this has to be properly thought
in the future as well
Proper formulation of the policies of HR is based on plans of business that are long term
in nature and this will help the leaders in making proper decisions about different staffs
or members.
3.2 Impact of regulatory and legal requirements on HR policies
Thegovernments of different nations help in supporting the proper participation of the
different employees and their roles in the organization. There are different regulatory schemes
along with rules as this will help in maintaining proper interests of the employees. These kinds of
rules and regulations are based on the health as well as safety issues of employees of the
company. The requirements of the government have to be fulfilled by the companies that are
related to the welfare aspects of workforce. It is the wholeaccountability of HR managers to
implement the labor as well as governmental laws before proper formulation of policies related
to HR as this can have huge collision on the judgmentbuildingprocedure on the employees. State
and federal laws are regulatory frameworks that have major impact on the organizations. The
federal laws have huge impact on the activities of HR that includes proper selection and
termination of different employees that can affect the business. The issues related to health,
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safety along with payment and working conditions are properly synchronized with these laws.
However, on the other hand the relocating of employees, medical leaves as well as security of
employees regarding termination of the employees are controlled with the implementation of
state laws and this has substantial impact on selection and recruitment process of different
organizations that can affect the company’s performance along with the employees of the
company as well.
3.3 Impact of ethical requirements on Human Resource Management Policies
Ethics has huge impact on the policies of the Human resource management. There are
different legal considerations that have to be followed by the organizations. There cannot be any
kind of breach in the legal considerations at the workplace as this can impact the presentation of
the association along with the performance of people. There are formal ethics that has to be
maintained in the organizations as this will have optimistic collision on the presentation of the
organization as well as employees. The corporate policy ethics has to be followed properly
wherein this will help in increasing and improving the relationship with the employees and this
can help in improving the entire process of communication as well.
There should be positive relationships between the employees and employer as this can
have huge impact on the maintenance of productive leadership. Proper health and safety is
required in the workplace as this will help in providing proper importance to the employees of
the organization and this will increase their faith on the organization as well.
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4. Planning of effective strategies of human resource management
Proper planning is required in the organization for building effective HRM as this will
help in proper achievement of goals in the future. Proper planning is required that includes the
following steps:
Proper assessment of the capacity of HR that is followed currently as this will help in
understanding the requirements that is essential for future
Proper requirements of the HR has to be properly ascertained as this will help the HR
department of the organization to understand the goals that has to be achieved
Proper analysis of the gap is required to be understood as this will help in understanding
the loopholes that is faced by the HR department and solve such queries with planning
Lastly, development of the strategies of HR is required that will support the strategies of
the organization as this will help in analyzing the goals of the company
4.1 Impact of organizational Strategy, structure and culture on the management of human
resources
The structure of the company has enormous collision on performance of the company as
the configuration of the organization is hierarchical notion and the employees of the
organizations work together to achieve positive results. There are kinds of structures that are
followed in different organizations according to the size and scale. The process of decision
making structure helps the company in properly maintaining performance and this kind of
organizations helps in making decision making quickly. There is weak structure in different
organizations that follow tall structure as the higher officials in the management of the
organization do not feel that there is a requirement of HR managers in process of decision
making.
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Furthermore, the culture and strategy of the organization has huge impact on HRM as in
different organizations as there is huge diversity in the organizations that includes values as well
as beliefs. Proper formulation of the culture of organization in working environment is balanced
with interaction factor of the employees. The organization culture is determined with the
weaknesses and strengths of organization, qualification of the employees along with manpower
of the company. The culture of organization can have huge impact on style of leaderships of the
company as well.
4.2 Critically monitoring effectiveness of HRM
Human Resource Department is the most precious element in the organization and there
are different functions in the business that cannot be performed without HRM. For properly
managing the entire workforce, it is essential for the HR managers to monitor the different
critical areas as this will help in making the entire task more competitive in nature. proper
monitoring of the human resource management is required and mandatory in nature in the
leading companies.
Proper effectiveness of HRM is managed by different companies through different
aspects such as requirements in HR, promotion along with terminations. When the rate of
attrition is more in a company, it is the duty of the HR manager to understand the reasons for
dissatisfaction of the employees and solve them as well with implementation of strategies30.
30Armstrong, Peter. "Limits and possibilities for HRM in an age of management accountancy." New Perspectives On
Human Resource Management op. cit. at (2014): 154-166.
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5. Analyzing leadership and management theory
There is different management and leadership theories that are required in the
organizations as this will help in understanding the different issues that are face by the workforce
and solving such queries with proper implementation of strategies with the connection with such
theories as well31. The contingency theory can be used in the organization wherein it is seen that
every employee in the organization has to be provided with a fair chance to share his/her views
as this will help in understanding the different situations at workplace.
Similarly, the transactional theory helps in understanding the mutual relationship between
the employees and the leader and this theory helps in valuing positive and mutually beneficial
relationship as well. Transformational theory helps in stating that wherein the employees have a
solid relationship with the employer and this helped them in strengthening the relationship as
well.
5.1 Analyze the impact of theories of management and leadership on developmental
strategy of organization
The different theories that have been discussed above have huge impact on the
developmental strategy of different organizations. The leadership theories along with
management theories have huge role to play in the organization as the leaders need to follow the
traits and solve different issues of the employees as well32. It is the responsibility of the leaders
31Armstrong, Michael, and Stephen Taylor. Armstrong's handbook of human resource management practice. Kogan
Page Publishers, 2014.
32Allen, Mathew R., Jeff Ericksen, and Christopher J. Collins. "Human resource management, employee exchange
relationships, and performance in small businesses." Human Resource Management 52.2 (2013): 153-173.
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of the organization to understand the issues and they will help in increasing the efficiency and
this will help in achieving the goals of the organization as well.
The main impact of the theories of management and the leadership helps in analyzing the
potential of the leaders along with the team members towards proper accomplishment of goals.
Proper team work is essential in the team and this can be achieved with proper implementation of
strategies is essential as this will help in making the work of the team effective in nature in the
future.
5.2 Creation of leadership strategy that supports mission, vision, values and objectives of
organization
A proper strategy relating to leadership is essential to be created that will help in
supporting mission, vision, value as well as objectives of the organization33. The mission and
vision of the business helps in communicating with different members of the association and this
will help in developing a strategy for the organization and this has to be effective in nature as
well34.
Proper strategic leadership is essential in the organization as this has the ability to
influence others in making proper decisions that will enhance the prospects of the organization.
The strategic leadership has to be properly created as this will help in motivating the individuals
and persuade the individuals in the organization to acquire the required vision as well
33Barrick, Murray R., et al. "Collective organizational engagement: Linking motivational antecedents, strategic
implementation, and firm performance." Academy of Management Journal 58.1 (2015): 111-135.
34Wilton, Nick. An introduction to human resource management. Sage, 2016.
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5.3 Evaluation of leadership strategy that supports mission, vision, values and objectives of
organization
The different companies can use the cost leadership strategy as this will help in
establishing a proper and competitive advantage by performing the different tasks with lowest
cost in the entire industry35. The different supermarkets as well as other companies that deal with
airlines use the cost leadership strategy as this will help the companies in using the cost that will
help them in providing the services that are cost effective in nature and this will help them in
maintaining proper profit in the company as well36.
Conclusion
Therefore, it can be inferred that strategic human resource management practices in the
different organizations have different roles that are essential in nature that will improve the
productivity as well it will maintain proper functioning of the working environment as well. the
vigorous HRM helps in encouraging different human resources in the association as this will
help in making the employees successful in their respective fields. Proper leadership is required
in the organization as this will help in gaining proper competitive advantage and this will help in
achieving the long term goals that will be irrespective of understanding and considering the HR
concept into the structure of the organization.
35Bowen, David E. "The changing role of employees in service theory and practice: An interdisciplinary
view." Human Resource Management Review 26.1 (2016): 4-13.
36Morgeson, Frederick P., et al. "Extending corporate social responsibility research to the human resource
management and organizational behavior domains: A look to the future." Personnel Psychology 66.4 (2013): 805-
824.
25

STRATEGIC HRM
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