HRM Models and Theories

The assignment requires analysis of various human resource management (HRM) models and theories, including Strategic HRM, RBV theory, and performance management. It involves critical evaluation of different perspectives and identification of key concepts, such as organizational culture, workforce management, and performance appraisal. The assignment also includes a review of literature on HRM in specific industries, such as the hotel industry and healthcare. Students are expected to provide a detailed summary of the findings and draw conclusions based on the analysis.

STRATEGIC HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Effects of structure and culture on human resource management strategies..........................1
2. Importance of financial resources...........................................................................................2
TASK 2............................................................................................................................................3
1. Impact of government legislation on human resource management strategies.......................3
TASK 3............................................................................................................................................3
1. Different models of Strategic Human Resource Management...............................................3
2. Contribution of HRM in achievement of company's goal......................................................4
TASK 4............................................................................................................................................5
1. Factors considered in preparing strategies..............................................................................5
2. Key elements of HRM strategy...............................................................................................6
TASK 5............................................................................................................................................7
1. Development of Strategic Human Resource Management strategy.......................................7
2. Benefits of Strategic Human Resource Management strategy................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management (HRM) is the most important part of business, it works to
recruit skilled employees and retain them in the workplace for longer duration. HRM is the
practices of business in which managers try to use human resources efficiently so that goal of the
company can be accomplished (Hofstetter and Harpaz, 2015). Present report is based on
EasiClean Plc, it is engaged in production of soaps and detergents. Current study will discuss
effects of structure and culture of organization on HRM strategies. It will explain factors that
affecting HRM practices of the firm. Furthermore, study will describe contribution of human
resource management in achieving goal of the entity.
TASK 1
1. Effects of structure and culture on human resource management strategies
Organizational structure is the system that is used by the firm to manage its employees
well. There are mainly three types of structure: Tall, flat and matrix. In the tall structure firm
develops hierarchy and employees cannot directly communicate with the higher authorities.
There are many levels that they have to follow. On other hand flat structure is another type of
structure in which workers have power to communicate directly with their higher authorities.
Both these structure plays significant role in the business unit (Hoque, 2013).
Organizational culture emphases of values and atmosphere of the workplace. There are
various types of cultures such as task, role, person culture. EasiClean Plc is the multinational
firm that follows tall structure and task organizational culture. Both these aspects impact on the
overall HRM strategies of the cited firm (Macfarlane and et.al, 2011). Tall structure helps the
firm in maintaining professionalism in the workplace and resolving conflict situation in the
workplace. Task culture of the company supports in completing the task in effective manner. If
culture of the firm is good and it is giving values to its employees then it encourages workers and
they perform their duties well. By this way strategies make by HR mangers gives positive result
to the firm and it helps in enhancing revenues of the business unit.
Organizational structure determine role, power and responsibilities of each person in the
workplace. It helps in determine that how information can be flowed in the organization. Tall
structure of the EasiClean plc supports the cited firm in managing employees well and making
them aware with their responsibilities (Maley, 2011). It helps in maintaining workplace
environment so that they can perform their duties well. Structure provides clear path to the
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workers so that they can manage their work in the organization accordingly. Organizational
structure assists in developing collaboration between different departments so that productivity
and efficiency of business unit can be improved.
Each firm has its own values, beliefs and working culture. It impacts on overall
performance of the firm to great extent. Organizational culture supports the EasiClean plc in
gaining competitive advantage and brining innovative ideas in the workplace. EasiClean plc pays
more attention on its employees and always develop healthy culture in the organization. That
helps the firm in enhancing moral of employees by this way they perform their duties well and
contribute well in achieving goal of the company (Kim, and et.al, 2016). This organizational
culture leads the EasiClean plc in improving its level of performance and Contributing well in
achieving organizational goal. That is the way through which company becomes able to gain
positive output from its HRM strategies. Because organizational structure and culture impact on
satisfaction level of employees. By this way they feel happy and perform their duties well.
2. Importance of financial resources
Financial resources play significant role in the business unit. It helps the firm in
conducting its operations in smooth manner (Koh and Sebelius, 2010). Money is life blood of the
firm that aids in making new strategies and implementing changes in the workplace effectively.
Finance is required in the organization for conducting market survey, implementing technologies
and managing risk as well. There is strong relationship between finance and HR activities. In
order to make effective HR strategies management of EasiClean plc requires to conduct market
survey so that they can identify needs of consumers and can make planning accordingly. That
needs huge investment which is only possible by having good financial resources. Company
hires skilled employees in the organization those who can perform well. Recruitment, training all
activities need financial resource support so that planning can be executed well and it can
support in meeting with the organizational goal of the entity
(Ledford, Benson and Lawler, 2016).
EasiClean plc has to make changes in its HRM practices time to time as per the changes
in market condition. If government changes the legislation then it has to modify its environment
accordingly, if new technology come in the market then also cited firm has to create workplace
accordingly so that employees can perform well. All these changes require financial support.
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With the help of enough monitory supports cited firm can create effective HRM strategy and can
get positive results (Beer, 2015).
TASK 2
1. Impact of government legislation on human resource management strategies
Government legislation impact on human resource management strategy of the company
to great extent. It is very important for the entity to follow government regulation and conduct
business operations accordingly. If any changes occur in the rules and regulation, then it
becomes essential for the cited firm to implement these laws in workplace and make necessary
modifications accordingly. If entity fails to follow these legislation properly then it may get
penalized that can affect its revenues and brand image as well. If government make changes in
its working hour law and decrease its working hours for employees, then EasiClean plc will have
to follow this regulation and will have to reduce working hours of the workers (Cascio, 2015). In
such condition it may create difficulty for the entity to conduct operations in effective manner
because HRm strategy may not give accurate results as expected. In such condition management
has to make changes in strategies as well so that it can give positive results to cited firm.
Equality act 2010 indicate organization to treat each employee in organization equally.
EasiClean plc aims to enhance its market revenues and for that company is needed fit and
healthy candidates those who are ready to take pressure and perform well. But this law make
firm unable to reject some people that affect human resource strategy of cited firm. Health and
safety act 1974 is another law which aims that firms have to provide healthy environment to all
works and have to take care of their safety. EasiClean plc follows this law strictly and provide
safety measures to the all staff members. But some time due to mistake of employee’s accidents
occur that impact on its brand image. In order to minimize accidents in the cited firm entity has
to invest huge amount in safety equipment so that hazards can be minimized (Kaufman, 2015).
That impacts on its financial strategies and some time it has to make changes in its current
practices so that resources can be managed properly.
TASK 3
1. Different models of Strategic Human Resource Management
Guest model of human resource management is the most effective model that helps in
understanding the functioning of HRM in the organization (Knies and et.al, 2015). It has six
main elements: HRM strategy, HRM practices, HR outcome, Behavioural outcomes,
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performance outcome and financial outcome. Human resource of the company is responsible to
hire skilled employees in the workplace those who can perform well in the organization and can
contribute well in the success of business unit. Guest model emphases more on individual
growth. Thus, HR manager works in a direction so that individual can spot correct talent and can
enhance skills of employees. This helps the firm in improving productivity and profitability of
business unit (Human resource management models, 2017).
Apart from this Fombrun, Tichy and Devanna model of HRM is another model that
supports the firm in running its HRM practices effectively. This model pays attention on four
major functions. It ignores all contingency factors and environmental components that impact on
functioning of human resource management (Beer, 2015).
2. Contribution of HRM in achievement of company's goal
Strategic HRM helps the cited firm in achieving its strategic goal to great extent.
Contribution of strategic human resource management in achieving strategic plan are explained
as below:
Strategic analyses
It is considered as essential part of HRM strategies, through SHRM company becomes
able to analyses its strategies. By this way EasiClean plc can identify issues in its strategies so it
can make changes in the strategies accordingly (Ledford, Benson and Lawler, 2016). It helps in
analyzing internal and external environment of the entity and how these environment impact on
business unit. SWO, PESTLE are various method of strategic analyses that assist the EasiClean
plc in identifying the areas of improvement through which company can meet with its strategic
plan significantly.
Setting strategic direction
SHRM is the beneficial tool that aids the cited firm in setting the direction of the
business. It conducts the strategies in such manner so that strategic goal of EasiClean plc can be
obtained. Company gives rewards to the employees and implement strategies of HRM in such
manner so that capabilities can be extend and best output can be achieved
(Hofstetter and Harpaz, 2015).
Action planning
Strategic human resource management is the beneficial tool that supports EasiClean plc
in processing f action planning. According to the objective of business unit entity make strategies
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and allot responsibilities to all employees. It supports in effective planning so that entity can
meet with its objective effectively.
The main agenda of EasiClean plc Is to expand its business across the world and enhance
its revenues. In order to fulfill its plan human resource management contributes to great extent.
With the help of strategic planning cited firm become able to identify its strength and weakness.
It makes strategies accordingly (Maley, 2011). Company focus on its human resources
recruitment and its retention so that it can perform well in the market and can fulfil needs of
consumers. It provides training to staff members so that they can deal with consumers well. It
helps in accomplishing strategic planning of the firm effectively. Strategic HRM helps the cited
firm in identifying which kind of people firm require and how these needs can be fulfilled. It
concentrates on personal development of employees and enhancing satisfaction of workers so
that they contribute well in accomplishing goal of the organization (Macfarlane and et.al, 2011).
TASK 4
1. Factors considered in preparing strategies
Company aims to enhance its operations across the world, for that its is essential for business
unit to make effective planning and conduct operations in effective manner (Human resource
management models, 2017). But there are various factors that need to be considered by
EasiClean plc while preparing human resource strategies. These are explained as below:
Financial resource
It is the major factor that need to be looked on by management of EasiClean plc while
making strategies of human resource. With the help of enough monitory resource it will be able
to implement new technologies and will be able to recruit skilled employees in the workplace so
that objective of business can be achieved. But in the absence of sufficient financial resources
management may feel difficulty to implement strategies well (Cascio, 2015).
Technological changes
It is another major factor that impact on preparation of human resource strategies. If new
technologies are coming in the market, then cited firm will have to use it but for that HR
manager of EasiClean plc will have to give training to staff members so that they can operates
these technologies. This can enhance their level of performance thus; it is essential to looked at
the technological side so that HRM strategies can give positive result to business unit
(Kaufman, 2015).
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Political changes
It is another major element that need to be considered while preparing human resource
strategies. Due to changes in law and regulation HR manager of cited firm will have to make
new plan and strategy thus, by looking at current legislation individual can prepare planning
effectively so that business can run its operations well (Maley, 2011).
2. Key elements of HRM strategy
There are various elements that are important in human resource strategy. By considering
these factors management can develop a effective human resource management strategy. These
are as following:
 Aligning business and HR needs: It is one of the major factor that is considered by HR
manager of EasiClean plc. Individual has to identify goal of the firm and HR needs and
by combining both these aspects HR mangers make strategies. This helps in fulfilling
human resource needs and accomplishing business goal (Hofstetter and Harpaz, 2015).
 Organizational design and structure: It is another key element of HR strategy, human
resource manager make strategies by looking at the structure and culture of the cited firm.
This helps the entity in maintain decorum in the workplace and enhancing performance
of employees to great extent (Human resource management models, 2017).
 Compensation and benefit: Employee motivation is most important part of the company.
If workers are motivated, then they will stay in the firm for longer duration and will
perform well in the organization. Thus, while making HR strategies HR manager of
EasiClean plc needs to look at the benefits that can get by workers so that they feel
satisfied and perform well in the workplace (Macfarlane and et.al, 2011). On other hand
if staff members are not satisfied with the monitory benefits then it can impact on their
performance and they may think to leave their job soon. That will affect the firm and it
may get failed to meet with the organizational objective (Human resource management
models, 2017).
 Strategic resourcing: It is most important element of human resource management
strategy. HR manager has to pay attention on resourcing. Individual is responsible to
manage human resource and financial resources as well. If these resources are not being
managed properly then EasiClean plc cannot be able to achieve its strategic goal
(Hoque, 2013). In such condition human resource managers has to consider strategic
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resourcing element and have to allot resources well so that wastage can be minimized and
each resource can be utilized effectively.
 Organizational culture: It is another major element of HRM strategy, any strategy can be
developed by looking at the culture of the firm so that values of the entity remain
maintain and it can run its operations well (Hofstetter and Harpaz, 2015).
TASK 5
1. Development of Strategic Human Resource Management strategy
Human resource management is responsible for managing workforce of the firm so that
strategic goal of entity can be achieved. HR manager time to time make strategies in order to
accomplished goal of the firm (Human resource management models, 2017). HRM strategy of
the growth of EasiClean plc is discussed as below:
Human resource audit
Each firm conduct audit in every six months to analyses the performance of the firm and
how people are working in the organization. It is very important for EasiClean plc to conduct HR
audit periodically. This can help in identifying the current issues in the entity and gap that need
to be filed. By this way individual can get to know how current employees are being utilized and
how they are performing. HR audit can help the organization in getting updated information
about skills of employees and their level of performance (Knies and et.al, 2015). That can assist
the manager in making changes in the current strategies so that human resources can be utilized
effectively and it can give positive results to the cited firm. Human resource audit can also be
beneficial for the planner in order to analyses strength and weakness of employees so that
individual can plan training for them accordingly. This can help the firm in raising their
capabilities so that they can improve their performance and can contribute well in achieving goal
of the entity. This is the way that can support in retaining skilled workers in the organization for
longer duration and enhancing revenues of business unit to great extent (Kaufman, 2015).
Delphi technique
It is another human resource strategy that can be implement in the EasiClean plc. It is the
type of method in which HR manager takes expert opinion. This opinion supports in finding
areas of improvements and make effective strategies so that management of human resource can
be done effectively.
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2. Benefits of Strategic Human Resource Management strategy
Human resource audit is the best strategy; it can help the HR manager of EasiClean plc in
finding current performance of employees. They can identify how people are working and gap in
desired and current performance (Human resource management models, 2017). That give
essential information about current level of entity. By this way improvement areas can be find
out and HR manager can work on it by making effective strategies. It is effective strategy that
can help in raising performance of workers and minimizing issues in the workplace. By this way
overall goal of EasiClean plc can be achieved (Kim, and et.al, 2016). If people are performing
well then entity will be able to gain competitive advantage and enhancing its revenues. This
strategy will support in identifying needs of staff members and motivating them by fulfilling
their requirements That can help in retaining staff in the organization for longer duration and
utilizing their skills significantly so that organizational goal can be accomplished
(Koh and Sebelius, 2010).
CONCLUSION
From the above report it can be concluded that human resource managements is most
important part of business unit. Effective management and effective HR strategies support
business unit in achieving its goal significantly. While making strategies HR manages has to
consider the culture, structure, financial resources and aim of the firm so that individual can
design impressive strategy that can assist in gaining success to business unit.
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REFERENCES
Books and Journals
Beer, M., 2015. HRM at a Crossroads: Comments on “Evolution of Strategic HRM Through Tw
o Founding Books: A 30th Anniversary Perspective on Development of the Field”. Human
Resource Management, 54(3). pp.417-421.
Cascio, W.F., 2015. Strategic HRM: Too important for an insular approach.Human Resource Ma
nagement, 54(3) . pp.423-426.
Hofstetter, H. and Harpaz, I., 2015. Declared versus actual organizational culture as indicated by
an organization's performance appraisal. The International Journal of Human Resource M
anagement.26(4). pp.445-466.
Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation and p
erformance. Routledge.
Hutchinson, S. and Purcell, J., 2010. Managing ward managers for roles in HRM in the NHS: ov
erworked and under‐resourced. Human Resource Management Journal. 20(4). pp. 357-
374.
Kaufman, B.E., 2015. The RBV theory foundation of strategic HRM: critical flaws, problems for
research and practice, and an alternative economics paradigm. Human Resource Managem
ent Journal, 25(4). pp.516-540.
Kim, R. G., and et.al., 2016. Wireless NoC for VFI-Enabled Multicore Chip Design: Performanc
e Evaluation and Design Trade-offs. IEEE Transactions on Computers.65(4). pp.1323-
1336.
Knies, E. and et.al., 2015. Special issue of International Journal of Human Resource Managemen
t: Strategic human resource management and public sector performance.
Koh, H.K. and Sebelius, K.G., 2010. Promoting prevention through the affordable care act. New
England Journal of Medicine. 363(14). pp. 1296-1299.
Ledford, G. E., Benson, G. and Lawler, E. E., 2016. Aligning Research and the Current Practice
of Performance Management. Industrial and Organizational Psychology. 9(02). pp.253-
260.
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Macfarlane, F. and et.al., 2011. A new workforce in the making? A case study of strategic huma
n resource management in a whole-system change effort in healthcare. Journal of health or
ganization and management. 25(1). pp. 55-72.
Maley, F. J., 2011. The influence of various human resource management strategies on the perfo
rmance management of subsidiary managers. Asia-Pacific Journal of Business Administrat
ion. 3 (1). pp. 28 – 46.
Online
Human resource management models. 2017. [Online]. Available through
<https://www.managementstudyhq.com/hrm-models.html>
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