Strategic Human Resource Management Practices and Models Report

This report provides an overview of Strategic Human Resource Management (SHRM), focusing on its application in Mozambique. The report identifies key issues in HR practices, such as retention, productivity, health and safety, diversity, payroll, and employee inquiries. It then explores how HR practices can be implemented within a business strategy, emphasizing the importance of focus and differentiation. Furthermore, the report delves into various SHRM models, including the Strategic Human Resources Management model, and their theoretical underpinnings. The model encompasses key competencies like leadership, ethical practices, and relationship management. The report highlights the benefits of implementing these practices, such as improved internal performance and employee satisfaction. Finally, the report touches upon the impact of trade unions and collective bargaining in the absence of the same.

Strategic Human Resource
Management

Executive summary
In the above report, Strategic human resources' management is help to determine
effective activity to set up the organisation. In this way, human resources part-ices is help to
maintain the growth rate in organisation. As per the above report, it is focused on the SHRM
model to improve internal relation and maintain the growth rate in organisation. In this report is
focus on HRM practices and help those practices in organisation and improve the level of
performance. This report is based on the human resource's management and there projectiles. In
this report is used collective bargaining in organisation.

Table of Contents
INTRODUCTION ..........................................................................................................................1
Task 1...............................................................................................................................................1
Issue can identify in HR practices..........................................................................................1
Implement HR practices on business strategy .......................................................................3
Models of SHRM and HR practices with theoretical basis ...................................................5
Task 2...............................................................................................................................................7
In absence of Trade union and collective barging .................................................................7
Conclusion ......................................................................................................................................8
...............................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Strategic Human Resources' Management (SHRM) is help to determine effective activity
to set up the organisation. In this way, human resources part-ices is help to maintain the growth
rate in organisation and help to development of nation (Sheehan and et.al 2014). In this context,
present report is based on Mozambique. It is a location and in this report focus on the different
SHRM practices to all company in this location. With respect to this, the given report assists to
focus on different kinds of actively in organisation. Moreover, Human Resource (HR)
department guides all the team members in organisation about the working condition at work
place.
Task 1
Issue can identify in HR practices
In organisation human resources play a most important role to identify different kinds of
part-ices in organisation. In each and every organisation human resources' department is help to
each employee in organisation about work and working environment (Marchington, and et.al
2016). They provide training to each employee in organisation and help to maintain the growth
rate in organisation. In Mozambique location lot many companies. In this context, all
organisation is used proper human resource management and maintain internal working
environment.
In HR practices is a function activity and strategic plan that help to improve service to
employees and increased profitability to employer. Human resource practice inculcated vital
guideline system that coordinate executive business plan in organisation (Morgeson and et.al
2013). It helps to maintain company human capital and measuring employees reward program.
In organisation is maintained flexibility timing in work place. This is something is ganging a lot
of momentum in many companies located in Mozambique (Messersmith, and Wales, 2013).s It
is help to increase the level of performance in organisation. It maintains the level of performance
inside the organisation.
For example HR practices include formulating a method for measuring and analysing the
effects of a particular employee rewards program in organisation. In Mozambique location all
organisation is doing grate and maintain the rate of performance inside the organisation. But
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some time some issue can be identify in HR practices in work place. Some issue of human
resources' management are as follows :-
 Retention :- In organisation human resource management is help to maintain the growth
rate in organisation. In each and every organisation employees are back bone of every
organisation (Kehoe, and Wright,2013). Employee retention is a balancing act between
the company culture and incentive. In organisation HR department need to provide each
employees proper guidance about the work.
 Productivity :- In organisation human resources' department is look for productivity and
help to maintain the business operation effectively. It helps to increase the level of
performance of employee in organisation (Aswathappa and et.al 2013). Human
resources' department is focus on future capital investment to improve the productive and
growth.
 Healthy and safety :- In organisation is to provide healthy and safety environment to
employees. Human resource department maintained internal environment and keep
employee safe in organisation (Zhou, Hong, and Liu, 2013). In this way, in
Mozambique located company's is focus on healthy and safety factor and protract
employees. Whenever healthy and safety issue arise human resources' department is
called upon to demonstrate that the business has done all that it expatiated for it.
 Diversity :- In organisation policy is regarding diversity, at that time human resources'
management is help and maintain internal as well as external factor in organisation. HR
software should also help quickly verify whether any staff suspected of participating in
discriminatory activities (Shields, and et.al 2015). Human resource department is handle
all internal activity like conduct urgent meeting, provide letter between employees in
organisation. All such activity is help to maintain the growth rate and help in diversity.
 Payroll :- In organisation human resources' department is maintained the recorded all
employees' payroll and salary structure, benefits and bonus etc. all such is to be
inculcated in payroll actively (Shen, and Benson, ., 2016). It is handle by human
resources' department in organisation.
 Employees quire :- In corporate world human resource's department is focus on each
and every activity related to employees. HR department is handle all the quire about
employers working condition in organisation. Dealing with quire with pay, performance
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management reviews on regular basic is routine, but it is also time consuming activity in
organisation (Shen, J. and Benson, J., 2016). This factor is created an issue in
organisation about the quire about the employees in organisation.
All such features is to be inculcated in organisation performance and create issue in organisation.
It helps to maintain the growth rate in organisation and human resources' department is control
all such kind of activity in organisation. In this way, internal issue is most important in
organisation. Human resources' management is handled all internal issue of HR practice in
organisation.
For example :- Mozal company's is focus on all the internal issue of human resource
practices. It is help to increase the level of performance. This company work in aluminium sector
and located in Mozambique.
Implement HR practices on business strategy
In business organisation is to be focus on different kind of human resources practices
used in corporate world. In this context, business strategy is most important in each organisation.
With the help of business strategy, improve internal management, improve level of performance
in organisation. Form the above used HR practices in work place is use in internal working
environment and maintain the growth rate in organisation (Renwick, and et.al 2013). Human
resources practices is help to improve internal structure as well employees in organisation. In
business strategy is inculcated lot many activities in organisation. Business strategy is used to
solve business issue in organisation. In business strategy is the formulation and implementation
of the major goals and initiatives taken by a company's top management on behalf of owner.
Business strategy is a management is art, science and craft of formulating and implemented for
long term objective in organisation.
In business strategy is to direction towards goal and maintain market structure. In
organisation human resources practices is used to improve internal performance in organisation.
In business strategy above HR practices like retention is most important to business. It is help to
increase the level of performance in organisation and maintain the growth rate in organisation
(Renwick, S and et.al 2013). It is help to increase internal performance. In business healthy and
safety factor is used in strategy in organisation. Employees are fell comfortable in work place
and it helps to improve level of performance in organisation. In organisation diversity is most
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important part in HR practice in organisation and used at the time of set business strategy in
organisation. It is help to maintain the growth rate in organisation.
Human resource department is handle all internal activity like conduct urgent meeting,
provide letter between employees in organisation. All such activity is help to maintain the
growth rate and help in diversity. In business strategy is used payroll of employees. Human
resource department is maintained the growth rate in organisation (Cooke and et.al 2014). In
business employees' payroll and bonus related all document is maintained by human resources
team. To maintain the payroll of each employees is help in the future. This factor is help to
achieve business strategy in organisation. In this way, employees quire is give impact on
performance of employees and impact on organisation growth. At the time of set business
strategy this factor is most important in organisation. In business strategy is focus on the three
most important part are as follows :-
 Focus :- To set a new business strategy in organisation to be focus on each and every
single step in work place. All such factor like payroll of employees and quires of
employees is must at the time to set business strategy (Cooke and et.al 2014). Proper
focus and proper planing is help to maintain the growth rate ion organisation.
 Differentiation :- In business strategy is use differentiation of every activity related to
human resources practices. This HR practices is help to maintain the growth rate in
organisation and achieve profit in organisation.
Benefit of this business strategy in organisation are as follows :-
 It is help to improve internal as well as external factor in organisation. It helps to
increase the level of performance.
 With the help of this strategy in work place employees feel safe in organization (Stone, .
and Dulebohn, 2013). It helps to increase the level of performance in organisation.
 In this business strategy is help to solve any employees quire about the work and other
factor in organisation.
 This business strategy is help at the time of diversity of work in new market. It helps to
increase the level of performance in new market.
 This is something is ganging a lot of momentum in many companies located in
Mozambique (Stone, and et.al 2013). It helps that employee are doing more work when
they are not engaged looking at the clock.
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There is all about the benefit of the organisation. It helps to each and every member in
organisation and maintain the growth rate in organisation.
Models of SHRM and HR practices with theoretical basis
In human resources' management is help to different kinds of model and maintain the
growth rate in organisation. In this way, SHRM model is to be used in organisation in
Mozambique location. In this location all the organisation is to be used different kinds of serves
in organisation and maintained the growth rate in market (Sheehan and et.al 2014). Strategic
human resources' management is the full form of this model. This model work in human
resource management in internal environment of business. This model is focus on knowledge,
skills and competence in organisation. Technical competencies reflect the knowledge required to
perform a specific role. Behavioural Competencies describe the KSAs that facilitate the
application of technical knowledge to job-related behaviour in organisation. It helps to improve
internal performance. It inculcated so many factors are as follows :-
 Leadership :- In organisation leader is a person who have ability to control each and
every activity in organisation and focus on to achieve profit in organisation
(Messersmith, and Wales 2013). In organisation leader is a person who leader and guide
every team member in organisation. The ability to direct and contribute to initiatives
within the organisation. It is part of SHRM model.
 Ethical practice :- In ethical practice is ability to cover value, integrity and
accountability in organisation. It helps to increase the level of business in organisation
and maintain the growth rate in organisation. Ethical value is most important to the
organisation.
 Relationship management :- In work place relationship between organisation members
in help to increase the level of performance in organisation. In this way, the ability to
mange interaction in organisation is only depend on the human resources' management in
organisation (Kehoe, and Wright, , 2013). It is help to maintain the growth rate and
increase interaction level inside the organisation. Human resource department is provided
training to each and every employees in organisation.
 Consultation :- In this context human resource department is help to focus on different
kinds of factor in organisation. Human resource department is help to provide different
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activity in organisation. Human resource management is help to ability to provide
guidance to organisation structure.
 Critical evaluation :- In this way, ability to make interpreted information. This can be
help at the time of make decision in organisation and provide recommendation to
improvement (Aswathappa and et.al 2013). In all such factor human resource practise
play a very important role to introduce new things in organisation.
 Communication :- In organisation communication is most important part in
organisation. With the help of proper communication provide right or direct information
to stakeholder in organisation (Shields, J and et.al 2015). Human resources' department is
help to improve the level of communication and provide proper training to each
employees is help to increase the level of performance. Communication is help to
increase customer and proper information is provided to stakeholder.
 HR Expertise :- In this function all the principal, practice and function of human
resource management is to be inculcated in organisation. All such things is most
important to each and every organisation. It is help to increase the level of performance
in organisation. Human resources function is help to increase performance in internal
level and maintain the growth rate in market.
 Global and culture effectiveness :- In this way, global and culture is help to ability to
view and consider the prospective and background in all the parties. In this way, global
and culture activity is most important to organisation. It helps to increase the level of
performance in organisation (Shields, and et.al 2015). In this way, this is help to increase
the level of performance in organisation and maintained level of performance in the
organisation. In this context organisation is improved the level of performance inside as
well as outside. Human resource department is help to increase the level of performance.
All such factor is to be inculcated in SHRM models. All such kind of model is help to
maintained the level of performance and achieve different kinds of activity in organisation. With
the help of all such model work is to be completed on time and maintained growth rate in
organisation (Cooke and et.al 2014). Human resource practice is use in organisation
performance. It is help to maintained the growth rate in organisation.
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Task 2
In absence of Trade union and collective barging
In organisation is focus on some important factor is help to maintain the growth rate in
organisation and increase the level of performance in organisation. Such kind of factor are trade
union and collective barging. In this way, this two factor are as follows :-
 Trade union :- Trade union in a kind of labour union. All the worker in the organisation
is come together for some specific topic in organisation. In this work in organisation all
the employees in organisation are come together to achieve goal in organisation. It is help
to increase the level of performance (Messersmith, and Wales 2013). It is help to
maintain and improve the condition of employment in organisation.
 Collective bargaining :- Collective bargaining is a process of negotiable between
employees and group of employees in organisation. In this way, it main aim at agreement
of regular salary, working condition and benefit. All such factor is to be inculcated in the
collective bargaining. In this context work compensation and right are to be included in
organisation (Sheehan and et.al 2014). It is also called labour management relationship.
There is all about the trade union and collective bargaining in organisation. It helps to maintain
the growth rate in organisation. In this way, now in the absence of trade union and collective
barging is help to increase the level of performance in organisation. In this context, human
resource department play a most important role in organisation. It is help to co-ordination
between the employees and manger.
At that time human resource management play a most important role in organisation like
motivation, performance management, development and safety in organisation. It is help to
maintain the growth rate in origination. Human resource development plays a link between
inside top management and employees in organisation. In the absence of trade union and
collective barring human resource manager is help plan new strategy in organisation and set new
rule in organisation (Sheehan and et.al 2014). In this way, organisation is help to maintain the
growth rate in organisation. In this way, human resource department is not work done properly in
organisation and give negative impact on performance. In organisation union is help to improve
and change the internal environment in organisation and help to introduce new things in market.
In this way, human resource department is use new strategy in organisation and direct coordinate
with top management in organisation.
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In this way, employees in your organization are unhappy with several aspects of their job,
including pay. You have tried to solve this issue by creating new compensation plans, but with
no avail. You hear talk of unionising. When you bring this issue to your CEO, she vehemently
opposes unions and tells you to let the employees know that if they choose to unionise, they will
all lose their jobs. In this way, organisation is reduced the level of quality in organisation and
maintain the growth rate in organisation (Cooke and et.al 2014). There is all about the trade
union and collective bargaining used in organisation and absence of this human reasoned mange
is done in organisation. In this work in organisation all the employees in organisation are come
together to achieve goal in organisation (Shen, J. and Benson, J., 2016). It is help to increase the
level of performance. There is all about the level of performance in organisation and how to
manage human resource department without trade union.
Conclusion
From the above report, it helps in determining effective activity to set up the organisation.
In this way, human resources practices aids in maintaining the growth rate in organisation and
development of nation. In this context, present is based on Mozambique. It is a location and in
this report focus on the different SHRM practices to all company in this location. As per the
above report, HR practices is a functional activity and strategic plan that help to improve service
to employees and increased profitability to employer. It is a part action is take by human
resources' management to improve desired result. Human resource practices inculcated vital
guideline system that coordinate executive business plan in organisation. Moreover, it has been
discussed that with the help of proper communication, it is easy to provide right or direct
information to stakeholders in organisation. HR department helps in improving the level of
communication. In this report, is focus on the absence of trade union and collective bargaining is
hr manager is control to activity in organisation.
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REFERENCES
Books and Journals
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Marchington, M and et.al 2016. Human resource management at work. Kogan Page Publishers.
Morgeson, F.P and et.al 2013. Extending corporate social responsibility research to the human
resource management and organizational behavior domains: A look to the
future. Personnel Psychology. 66(4). pp.805-824.
Messersmith, J.G. and Wales, W.J., 2013. Entrepreneurial orientation and performance in young
firms: The role of human resource management. International Small Business
Journal. 31(2). pp.115-136.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Zhou, Y., Hong, Y. and Liu, J., 2013. Internal commitment or external collaboration? The impact
of human resource management systems on firm innovation and performance. Human
Resource Management. 52(2). pp.263-288.
Shields, J and et.al 2015. Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
Renwick, D.W and et.al 2013. Green human resource management: A review and research
agenda. International Journal of Management Reviews. 15(1). pp.1-14.
Cooke, F.L and et.al 2014. Talent management in China and India: A comparison of
management perceptions and human resource practices. Journal of World Business.
49(2). pp.225-235.
Stone, D.L. and Dulebohn, J.H., 2013. Emerging issues in theory and research on electronic
human resource management (eHRM).
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