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Strategic Human Resource Management - Thomas Nationwide Transport

   

Added on  2020-10-05

16 Pages4347 Words230 Views
Strategic Human ResourceManagement

Table of ContentsINTRODUCTION...........................................................................................................................1ACTIVITY 1....................................................................................................................................11. Critically evaluate influence of key external and contextual development applying relevanttheories, models and concepts.....................................................................................................12. Critically evaluate changes in HR policy and practice related with current trends anddevelopment such as HR issues in private, public and third sector............................................4ACTIVITY 2....................................................................................................................................5How human resource theory relates to practice in specific organisational which can compareand contrasting in other possible organisational context ...........................................................5ACTIVITY 3....................................................................................................................................6Critique how change management strategies, models and concepts could be implementedtogether with reference to consequential benefits and potential drawbacks in the organisation6ACTIVITY 4....................................................................................................................................9Critically reflect how HR monitoring and evaluating techniques contribute to sustainableperformance and growth to address potential consequences in implementation andachievement of competitive advantages......................................................................................9Contribution of HR management through benchmarking and KPI............................................9CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12

INTRODUCTIONStrategic human resource management can be defined as including several componentssuch as hiring, discipline, payroll, etc. It involves working with several employees incollaborative manner to boost retention, improve quality in work experience and maximisemutual benefits as well (Bailey, Mankin and Garavan, 2018). Present study based on ThomasNationwide Transport which serves several customers in more than 200 nations in all over theworld. They are also employing 10,000 people in UK. In the country there are two operatingdivision in UK. In this aspect, present study covers critically evaluation of influence of external andcontextual development that applying with relevant theories, models and concepts. Furthermore,HR policy and practices implemented that are related with current trends and development.Moreover, change management strategies, models and concepts implemented together that createseveral benefits with potential drawbacks in the organisation. ACTIVITY 11. Critically evaluate influence of key external and contextual development applying relevanttheories, models and conceptsGlobalisation is one of the important aspect in the businesses that helps to rethink withhuman resource strategies. Organisation can recruit their staff members in all over the worldsubsequently which assists to sell products and services in geographic and cultural boundaries. InTNT, effects of globalisation on HR initiate with number of trends. They are explained underhere:Impact of globalisation: Globalisation allow the enterprise to recruit and select staff members inall over the world. It assists particularly to attract smaller businesses with few numbers ofemployees (Taylor, Doherty and McGraw, 2015). Hence, in TNT HR trend of internationalrecruitment focused to bring diversity and recognise to provide unique perspective on customerservices. Changing skills requirements: As critical evaluation, changing skills requirements is one of thecontextual development which helps to improve performance of employees with requirements(Bradley, 2019). It assists to TNT to provide business with employees which embrace new waysto do business. For these developments, following HRM model apply in HR:1

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