Human Resource Management Strategies and Practices

This report explores the impact of globalization on human resource management (HRM) strategies and practices. It discusses how globalisation affects HR practices such as human capital arrangement, tax laws, and workforce diversity, which in turn affect businesses and their HR strategies. The report also explains the importance of change management strategy in adapting to changes in technology, norms, values, and human behavior, and highlights the differences between two organizations based on their HR practices. The report concludes by emphasizing the need for effective education and training programs to ensure employees are equipped with the skills and knowledge required to meet business demands.

STRATEGIC HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY-1...................................................................................................................................1
1. Contextual developments.........................................................................................................1
2. changes in HR policy and practice related to current trends and developments such as, HR
issues in the private, public and third sectors..............................................................................3
ACTIVITY -2..................................................................................................................................4
Evaluation of human practices theory of TNT with other organisation.....................................4
ACTIVITY 3...................................................................................................................................6
Change Management strategies...................................................................................................6
ACTIVITY 4...................................................................................................................................8
Contribution of HR monitoring and evaluating techniques.........................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Strategic human resource management is efficient management of people by setting
through some strategies. And it helps to meet the needs of company and their employees by
promoting the company goals (Noe and et.al., 2017).
TNT (Thomas Nationwide Transport) is an international courier delivery service
company. This firm has operations in 61 count tries which delivers documents, parcels , pieces of
freight to many countries, company also offer air and road delivery services.
The report will cover Strategy of human resource management which is basically a
component of human resource which stated as recruitment, training and development, rewards,
performance appraisal, payroll, discipline.
Further, this also says about the different strategies of human resource managers and their
distinguish with other organisation.
ACTIVITY-1
1. Contextual developments
1-Globalisation impact on human resource strategy
Globalisation impact on human capital- Human capital play significant in TNT company. If
TNT company expand their business so there is compulsory to enhance new customer through
recruitment and selection and also provide training to old customer who will be transfer into
overseas company so human resource manager should have to alter strategy related to selection.
HR would be provide visas and give training according to their culture because they are looking
for more skill worker and already trained employees.
Liberalism theory states that principles that show reduction political power , enhance
mutual benefits and international company. Liberalism helps in enhance opportunity and reduce
conflict and get advance technology. Impact on employment and tax laws -HR department need
to be ready to deal with different tax rates, labor requirement in corporate and how to motivate
them (Brewster, Chung, and Sparrow, P., 2016).
 Positive impact HR strategy also impact on TNT company if new technology introduce
then HR have to recruit new employees and give training to old employees which leads
to better economy and employees can be aware about the technology and increase
productivity .
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 Negative impact new technology will be increase cost of the training and impact on
human resource management practices of TNT company.
Workforce diversification impact on human Resources strategy -
workforce diversity means difference among employee's age, race , religion and cultural
background . All business have own corporate policies and there is also differences of cultural
and society. It impact on human resource strategy it becomes challenging task for HR because
TNT company's HR have to form policies, change hiring process ,decision making process and
have to establish clear policies that will help avoid problems in organization. Human resource
management strategies use for effective decision making and help in customer retention in
organization .
Handys model impact on workforce diversification this model describes four type of
culture which organization must be follow -
first is task culture in this usually TNT company form team of four five member who work
together for common goals and every member has to contribute equally for accomplish to goal. It
is suitable for different culture people because work are allotted according to their skills and
goals easily accomplish (Bailey and et.al., 2018).
Second is person culture in this TNT company's employees are concerned about their own self
rather than organization. These type of employees harmful for organization. Employees consider
himself as a supervisor so it is difficult to achieve organization goal.
Third is role culture it is more significant to TNT company because here roles responsibility
delegate according to their skills , experience and knowledge so employees show willingness to
do task so employees achieve goals .
Forth is that power some people have special power to take decision and delegate
responsibility /duty that are strictly follow by employees so there is no need to communicate and
different cultural background people easily complete work.
 Positive impact on HR strategy TNT company's HR will select skill people it increase
creativity because when different cultural background person come together for achieve
common goals so it will increase new ideas and creativity so company will get high
productivity , high adaptability and making more profit margins.
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 Negative impact on HR strategies and practices because TNT company have complex
structure so there is communication issue among employees , manager it will decrease
productivity and cost of the training (Wright.,2018).
2. changes in HR policy and practice related to current trends and developments such as, HR
issues in the private, public and third sectors.
There are various changes in HR. practices and policies due to current changes in trends
and developments which directly or indirectly affect the management of complete business,.
Some current trends are
Globalisation-it means expanding a business all over the world that is opening and launching
new ew branches of existing business in different countries.
Globalisation helps TNT to offer their services across the different countries which make them
more popular and successful. Globalisation contributes towards the growth of economy.
Globalisation helps Human resource mangers to bring change s in their policies according to
their needs and requirements of the business.
Recruitment of the people of different countries is difficult task as well as necessary to operate
smooth running of business in different countries as recruiters or employees of another country,
where TNT business is newly opened than the people and customers of that country will
influence buy the employees of the same country itself.
as people have their own different languages and culture .so to treating them accordingly is
necessary for every business to grow.
Hr managers have to make change in their Recruitment policy. And should make changes
as recruiters are from different countries and they need to arrange appropriately. In addition to
this, effective training for communication is provided by the TNT so that they can understand the
work profile and work which they have to perform accordingly. Globalisation also helps to cope
up with the competition (Brewster, Chung, and Sparrow, 2016.)
Workforce diversity-managing and maintaining a healthy an effective work diversity will help
TNT To get advantageous employees. From hiring from diverse talent pool, people with
different viewpoints and different skills help TNT top optimise their resource sin more effective
way.
The area or demographic e in which the workforce are working should resemble so that
effective communication can take place. HR mangers of TNT have to make changes in their
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Learning and Development policies as the training has to be given to workforce according to
their work culture as because the TNT always prefers to attract people with talent, skills,
experience without noticing the diversion of their culture etc.
Changing skill requirement – as the business is expanding globally than with different
consumers need different employees so that they can tackle them according to them. Diversified
culture and custom of people also requires some special skills which will leading development
and growth of business. In some areas company can work with unskilled employees but in
developed countries there is requirement of skilled -employees which will help them to deliver
their services in more effective way and TNT than needs to make changes in its employee
relation policy and manage the relations with skilled and unskilled employees equally.
Hence, TNT will able to achieve its desired goal in decide time.
Continuous improvement and processes for improving productivity-
There are many methodologies and strategies which are implemented by TNT to do
continuous improvement in their products to satisfy the human needs. Finding and implementing
the right strategy will help organisation to maximise and improve their results. Some Strategy
like Plan-Do-check-Act which may not work in improving the quality as per expectation than
HR. need to make changes in that policies or strategies and implement the new one so to achieve
the objective of improving quality. TNT can us value stream mapping instead to achieve the
desired quality (Collings, Wood, and Szamosi,2018).
ACTIVITY -2
Evaluation of human practices theory of TNT with other organisation.
The TNT Hr practices follow the flexible work arrangement schedules to satisfy the
employees s well as business. There are some options included in this and they are :-
 Flexible time that is working outside the traditional hours of 8-5 schedule.
 Intercommunicating which says that work from home or any other location for some or
all week.
 Job sharing also help to reduce the burden of employees that ,means sharing one role
between two. This helps TNT to employee to stay motivated and work with full
efficiency without getting too much hectic and burden.
 Abbreviated work week means instead of working full-time employees can work fewer
hours (of course with trade off in salary and benefits.)
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This policy also help TNT employees to work as team and will lead to increase the integrity
and coordination in the organisation follows most of the time the practice of Job sharing which
says that instead of giving load or burden to eemplouyees . the role or responsibility should be
shared between the two or more according to the workload and requirements.
This strategy of TNT helps in managing all the work effectively and managing
coordination and unity between the employees so the organisation will work without disputes
and confusions and encouraging the team work. The competitor of TNT may follow the another
policy like DHL following the policy of telecommunication that is they prefer their employees to
work from any other regional location pro their home according to their requirements .only thing
DHL wants to satisfy their employees by completing their activities son time .with this policy of
telecommunication the orders can be taken place online and at the same time order may be given
through online so that delivery came be made at the determination.
The different policies followed by different companies result in effective and efficient
utilisation of all the resources including the human resources. Which is the most important and
sensitive resource of the organisation (Collings, Wood and Szamosi, 2018).
The another Hr practices is 540 degree performance appraisals.
Basically in 360 degree of appraisals involve a person themselves, selected people
which ,manges by persons, their, ,managers while in 540 degree it also includes additional
groups also that are customers, stakeholders, etc. these persons are normally asked to fill
questionnaire based on the behaviour of employees and accordingly performance is
measured .performance is measured on the basis of the feedbacks given by various group of
people about employees.560 degree of performance appraisal includes external factors.
While DHL using 360 degree of performance appraisal where additional group of people
are not taken into consideration strength and weakness of employees then discuses and
accordingly the incentives, promotions , transfers are decided.
Basically the subordinates, superiors peers and self assessment gives the review of employees
performance that is it is based on internal human resource.
There are also some other human practices like e-recruitment which is basically a
recruitment process using digital platform .TNT uses this technology to recruit employees for
their company while DHL refer direct recruitments as both platforms has their own pros and
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cons which is decided by the companies according t the need and requirements of the
organisation.
ACTIVITY 3
Change Management strategies
Change Management strategies describe that company have to address changes in
inventory requirements , supply chain which is require for achieving goals and negative effect on
organization can be minimised. TNT company adapt kotter 8 step approach .
 Create a sense of urgency – Firm’s leader would identify the threats and opportunity
which will effect on company . leader would be communicate with key people like
shareholders , employees and customer on the issue of changes.
 Form a powerful coalition- TNT company's leader has to create strong coalition for
guiding purpose. In this process leader build team by evaluate skill, experience , capable
and those people who are come from different business area it helps in maximize
effectiveness. It also identify skills gaps and work upon weak area.
 Develop vision for change- Entity create vision to help in change effort and make
strategy to achieve vision. leader should maintain balance between coalition guiding
efforts and setting company's direction which is useful for achieve vision.
 Communicating the change vision- leader have to spread vision to whole organization 's
employees ,member and give commitment that it will help in new direction of company.
 Removing obstacles – TNT company leader take board based action and ensure that TNT
company process and structure are align according to vision. Leader and guiding
coalition continuously record , check barriers as soon as possible and implement action
for achieving vision (Lasserre, 2017).
 Create short term wins -leader and coalition of the company create short term wins
because it is better than one long term goals .through short term goals employees can
identify what exactly going on and also clear about the vision. Short term target easily
achievable, less expensive and can be assess employees efforts ultimately which is help
in achieve long term goal and boost employees morale.
 Consolidate gains and implement more change which would be necessary. In this stage
leader and guiding coalition analysis previous obstacle which was faced by employees for
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short term gain and leader also analysis for continue improvement by removing
unnecessary process (Bhattacharyya,2016).
 Anchor the changes in corporate culture – there is leader and guiding coalition make
change according to culture it changes in norms and value, form of reward, training and
development and human resource process. Ensure that existing employees and new
employees are support to complete vision.
Advantage
1. TNT company provide clear description and guidance on entire step by step process and
easy to implement.
2. Employees of the company can easily involved and accept for accomplish overall
process and vision.
Disadvantages-
1. TNT company adapt kotter model so company spent more time and also complex process
so it may be build frustration among employees.
2. TNT company can Skipping steps so it will leads to serious problem and not able to
achieve vision.
Kurt lewin's change management strategy model
These model have three step that are unfreezing , changing and refreezing.
Unfreezing stage TNT company's leader create awareness about process, people and
organization structure for communicate to employees that changes are significant to get chances
of success and compete competition.
Second stage is changes describe TNT company's employees want to learn about new things,
new behaviour and process so employees can increase potential to solve problem.
Refreezing -After all the alteration and modification refreezing takes place where TNT
company's employees accept new changes in rules , practices and perfectly work upon the
organization goals (Banfield, Kay and Royles, 2018.)
Advantage
 TNT company adopt this model because it is very easy to understand and
implementation. Employees have chances to learn new things due to changes in
company.
Disadvantage-
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 On the time of refreezing TNT company employees worried about the coming new
changes. So employees can't easily adapt changes again and again (Trigeorgis and
Reuer, 2017)
ACTIVITY 4
Contribution of HR monitoring and evaluating techniques
There are various technique through which performance and growth can be measured and
enhanced. Benchmarking is one of the technique win which a particular benchmark is deicide till
which the performance target is being set TNT employees try to achieve their performance
identical to benchmark and if they are not capable to achieve that level the improving factor need
to be taken so that performance can be achieved to the desired level. The another method of
measuring performance and growth is KPI's ( Key Performance Indicator).this indicator is used
by organisation to optimise recruiting process, employees programs etc., these include some
KPI's that are absenteeism rate, employee productivity, turnover rate etc. KPI is basically a
metric which measures the performance of activity or processes is measurable and relevant key
performance indicators in Hr are used for retention of talents ,reducing the absenteeism etc.
They KPI also measure the efficiency and effectiveness of workforce and how much time is been
taken to perform a particular task or activity. To avoid future issues the level of accidents at
workplace ias also measured by KPI's so that accident at workplace be reduced or eliminated by
taking corrective measures..by measuring g the employee performance KPI”s able to judge the
skills and ability of employees and TNT decide that which education and training is lacking in
which employees and timely and effective education and training programmes are held for
educating the employees regarding the work which they have to perform.
CONCLUSION
These report summarised that globalisation impact on HR strategy like human capital
arrangement ,tax law and workforce diversity which affect to business as well as HR strategy.
This report also included change management strategy describe employees should be change
due to changes in technology ,norms ,values and human behaviour so it helps in achieve
organization goals easily and meet out the demands. Above report also explained the difference
between two organization based on HR practices.
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REFERENCES
Books and Journals
Bailey, C and et.al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Bhattacharyya, D.K., 2016. Evidence based Strategic Human Capital Management: A study on
Durgapur Steel Plant (DSP). In Project Management: Concepts, Methodologies, Tools, and
Applications (pp. 1056-1074). IGI Global.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Lasserre, P., 2017. Global strategic management. Macmillan International Higher Education.
Nankervis, A.R. and et.al., 2016. Human resource management: strategy and practice. Cengage
AU.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Trigeorgis, L. and Reuer, J.J., 2017. Real options theory in strategic management. Strategic
Management Journal. 38(1). pp.42-63.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
Online
External Factors that Affect Human Resource Management .2019.[Online]. Available through
<https://workology.com/4-external-factors-that-affect-human-resource-management/>
Kotter's 8-Step Change Model.2019.[online].available through
<https://www.accipio.com/eleadership/mod/wiki/view.php?id=1874>
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