Strategic Human Resource Management for UrPhone4Everything®

This report provides an analysis of strategic human resource management for UrPhone4Everything®. It includes the impact of management and leadership theories on organisational strategy and structure, impact of organisational strategies, structures and culture on the management of HR, and effectiveness of HRM in organisations and link between leadership & management and HRM.

STRATEGIC HUMAN RESOURCE MANAGEMENT 1
STRATEGIC HUMAN RESOURCE MANAGEMENT
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Human Resource Plan UrPhone4Everything®
Mission: Make your life simpler by connecting everything
Vision: To be the market leader in intelligent home control
Introduction
Human Resource Management is an important part of UrPhone4Everything®. It will aid in
the process of management of human activities in the property development project
throughout UK. The human resource plan includes:
1. Roles and Responsibilities of team members throughout the project
2. Staffing Management Plan
The purpose of the HR plan is to help UrPhone4Everything® to achieve success through
ensuring that right people with efficient skills are brought on board. Also, the plan ensures
that team building strategies are clearly defined and managed.
Roles and Responsibilities
The roles and responsibilities of the staff that will work in the property development project
are crucial for the success of the project. Therefore, it is important for team members to
understand their roles and responsibilities to ensure that their individual contributions lead to
success. The following team roles have been established for the project:
 Project Manager (1 Position)
This person will be in charge of the overall success of the apartment developments
throughout UK. The person approves and authorizes all the resources spent on the project.
Also, PM ensures that the UrPhone4Everything® projects meets all the criteria set out by
law. The HR personnel will report the status of the project to the management. Lastly, he

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will evaluate the performance of each team member and report to the functional managers.
Therefore, the PM must have effective communication skills, leadership management,
budgeting and effective listening skills.
 Public Relations Officer (1 Position)
The Public Relations Officer is in charge enabling and promoting communication between
UrPhone4Everything® and its publics. Specifically, the role of the person is to address and
answer all queries of the client. The Public Relations must possess the following skills:
effective communication, effective listening, and conflict resolution and time management.
 Head Programmer (1 Position)
The Head Programmer is in charge of all the programmers at UrPhone4Everything®. He
ensures that the Programmers have access to all the resources needed for coding of the app
and integration of the system into the apartments. Therefore, this person must possess
effective communication skills, conflict resolution, scheduling and budgeting skills, effective
listening and time management skills.
 Head Engineer (1 position)
The Head Engineer is in charge of supervising the three technical engineers. He ensures that
the technical engineers have necessary resources to install the systems into the apartments.
Therefore, he should be a good team-player, have effective communication skills, conflict
resolution, and time management skills.
 Programmers (3 Positions)
They are in charge of coding of the app and integrating the systems into the apartments.
They must be good time managers, able to work under strict deadlines, work with minimum
supervision. Additionally, they must be listeners to understand the situation needs of tasks.

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 Technical Engineer (3 Positions)
They perform home installation after the programmers are through with coding and
installation of the systems. They must be able to work under strict deadlines and pressure.
Also, they should pay attention to details and have effective communication skills to ensure
that what has been envisioned by programmers is executed as it was intended.
 Training Lead (3 Positions)
They are in charge of training UrPhone4Everything ® on the app’s features and maintenance.
Also, they are in charge of coordinating training times and locations. Additionally, they
provide training status to the Project Manager.
 Functional Managers (3 Positions)
They provide resources for the team according to the staffing plan. Together with the Project
Manager, they determine skills set required for team members. Additionally, they conduct
performance appraisals based on feedback from the project Managers regarding the
performance of the team.
Staffing Management
For the installation of UrPhone4Everything app, the company depends entirely on internal
resources. Thus, they will be no contracting or outsourcing within the scope of the project.
To identify and assign resources, functional and department managers will negotiate and
approve before any resource can be used in the project work.
Training
The company lacks some personnel who skills will be crucial for the project. Therefore,
there is need for recruitment and training of these personnel hence this requires funding.

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Performance Reviews
At onset of the project, the management will review each member’s assigned work’s
activities and explain all expectations of the work provided. Then the Project Manager will
evaluate the team members throughout the project to determine if they are executing their
designated roles effectively.
Recognition and Awards
A party will be held upon completion of the project. All members who contribute to success
of the company will be acknowledged and rewarded through certificates issued by the CEO.
HRM Acceptance
Approved by:
Signature:
Date:

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Memo
TO: UrPhone4Everything® Staff
From: Functional Manager
Date: 30/4/2018
RE: Importance of HR Policy
UrPhone4Everything® is currently going through the development of Human Resource
Management planning process. This will enable the company to have the necessary structure
fairness, consistency and reason needed to conduct business. Also, it will enable compliance
with employment regulation and ensure that staff knows what is expected from them.
Additionally, it will ensure transparency in recruitment. The policy will address regulatory,
legal and ethical concerns like living wage vs minimum wage, maternity cover, and equality
act 2010 and termination of employment processes.
Living wage vs minimum wage
The law requires that every adult worker is paid living and minimum wage regardless of how
small the business is. The minimum wage is significantly lower compared to the living wage.
Currently, the living wage is at £9.15 an hour while the minimum wage is £6.50 an hour for
adults. The minimum pay is based on gross pay. Meaning all elements of pay is considered. It
includes elements like incentive pay, bonuses, tips paid through the payroll and union
subscriptions. This covers employees who are in contract or work part-time. However, there
are workers who are not entitled to minimum wage. They include company directors, workers
who are younger than the school leaving age and students on internship.

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Maternity cover
Maternity leave is provided in the labour laws. It gives new parents time to give birth and
bond with family and newborn. According to the law, if an organization has more than 50
employees, then the maternity is covered by the Federal Family and Medical Leave Act.
Therefore, since UrPhone4Everything® has less than 50 employees, then it is prudent that
there are efficient. The company will provide Up to 12 weeks of unpaid family leave plus 4
months of maternity disability.
Equality act 2010
The Act protects staff from discrimination at workplace. It ensures that employees are safe
and equally access growth opportunities. It provides different situations that amount to
discrimination (harassment, oppression, racial, gender and sex discrimination) and actions
one can take should he feel discriminated.
Termination of employment
Including termination of employment policies enables both staff and management to follow
order in case one is intending to terminate employment. Termination of employment may be
voluntary on the part of employee or at the hand of employers. Either way, both of them are
entitled to a period of notice on the termination of employment. Terms and conditions of
notices are written in employees’ written statement and employees should be paid their
normal pay during the notice.
Thank you for your continued support for the growth and development of
UrPhone4Everything®.

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REPORT
Introduction
An organisation is a formal grouping of people resources and activities to achieve an
objective in an efficient manner. It has official groupings and divisions which can change
upon a decision by a competent person. The structure of an organisation is determined by the
nature of activities, leadership, culture, leadership and management styles. All these have
impacts on communication, coordination, and performance in the organization. Therefore,
this report provides an analysis of strategic human resource management. This involves
examining the impact of management and leadership theories on organisational strategy and
structure, impact of organisational strategies, structures and culture on the management of
HR, and effectiveness of HRM in organisations and link between leadership & management
and HRM. Then the report provides Leadership strategy for UrPhone4Everything® and HR
strategy for UrPhone4Everything®.
Impact of Management and leadership theories on organisational strategy and structure
Members of an organisation work together to meet common goals. As simple as this may
seem, there are complexities involved which vary based on the size of an organisation and
tasks involved. These tasks need to be analysed, understood and executed by someone in a
specialised way. Therefore, leadership gives one the ability to influence a group of people to
achieve organisation’s objectives. There are different theories of management and
leadership. They are categorized based on traits and how power and influence is used.
Management and Leadership theories include Traits, Contingency, Situational, Role,
Management, and Grid (Northouse, 2009), p. 9).

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Traits theory associates personal characteristics with success in leadership. It provides a
broad range of characteristics in six categories: Physical Characteristic, Background
Characteristic, Intelligence, Personality, and Task-Oriented Characteristics and Social
Characteristics. Contingency theory provides that a leader becomes effective if the
situational allows. The situation can be in three ways: if there is a good leader-member
relationship, the details of the task are described in the leader’s position and there is authority
and control on the leader’s position (Northouse, 2009), p. 22). Situational theory provides
that successful leaders select the right type of leadership style depending on the follower’s
readiness and their abilities to accomplish a particular task. Role and Management Grid
theory are behavioural theories based on understanding and analysing the actions of an
individual actions and responses by individuals and leaders under various situations (Kouzes
& Posner, 2008, p. 11).
Management and Leadership theories have direct cause and effect relationships on the
strategies and structures. They help in shaping institutional strategies, execution,
implementation and effectiveness (Northouse, 2009, p. 25). Therefore, the following section
provides how different management and leadership theories affect organization structure and
strategy.
Traits theories associate success in leadership with personal characteristics. The
characteristics range from physical, task-oriented to social characteristics (Brooks, 2009, p.
11). Therefore, this theory empowers leaders to formulate policies and strategies that are
beneficial to the organization in their own point view and in ways that they can relate to. For
example, a leader of an organization in his mid-50s will likely be successful because he has
more experience in the field compared to a leader who is in his early-30s.

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Contingency Theory provides that a leader becomes successful if he relates well with
employees, knows the details of tasks and has access to a great deal of authority and power.
This theory helps leaders to define goals and clarify them to employees in a way that the
latter can understand and execute. It also helps in streamlining communication between
leaders and staff such that the latter knows when and who to report to in the course of
projects. Contingency leadership is favourable when the three situations are favourable
(Kouzes & Posner, 2008, p. 12). However, when the situations are not favourable, it will
greatly affect the productivity of the leader.
Situational Theory focuses more on followers than leaders. It enables discipline in
organizations and promotes unity of purpose. This is because it allows leaders to select
followers depending on readiness to accomplish tasks within a stipulated period. Therefore,
in situations where followers are unwilling or unable to perform a task, the leader is able to
provide direction. Similarly, in situations where followers are not ready to perform a task,
then the leader is able to show high degree of task orientation (Kouzes & Posner, 2008, p.
12).
Role theories, behavioural and Management Grid Theories, base understanding of leaders and
other individuals on situations, actions, and responses. Role theory provides ‘model
behaviour’ in a particular situation when the leader is not deeply involved. This theory
enables an organization to create objective goals that are aimed at genuinely bringing success
to a company. Managerial Grid Theory provides that leaders are effective when they are able
to balance between task and people (Northouse, 2009, p. 10). This theory enables an
organization to formulate strategies that are sensitive of the welfare of employees.
Impact of these organisational strategies, structures, and culture on the management of HR

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Organisational strategies maintain the level of organization in an institution and enable the
achievement of organisational goals. They provide objectives that are used in training,
recruiting and orienting staffs that help in organisational growth. For a company to perform
well there needs to be investment in recruitment to ensure that candidates that are absorbed
have sufficient skills.
The effectiveness of human resource management organisation is based on the fitness of its
structure and how the issues of integrations and coordination are handled in different units.
Therefore, organisational strategies enable smooth integration and coordination in human
resource management. Coordination refers to how tasks are interrelated while integration
refers to how different units of an organisation work in conjunction with each other. Thus,
through having structures in an organisation enables coordination and integration of units to
enable the achievement of similar growth.
Organisational culture makes human resource management effective through ensuring
employee creativity; predicting factors or job satisfaction, creating diagnostic assessment and
evaluation. Recruitment and training processes of an organization determines its ability to
attract creative and skilled staff. Similarly, organizational culture enables organizations to
know factors that motivate employees to want to be part of the organization. Additionally, it
enables an organization to create performance indicators that are used to assess and evaluate
the performance of staff.
Effectiveness of HRM in organisations
HRM enhances the performance of employees in an organization hence giving it competitive
advantage in an industry. HRM activities like compensation, recruitment, selection,
evaluation, analysis, specification, performance appraisal and manpower search enables it to

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absorb only the qualified and the skilled for the market. This enables an organization to
outdo competitors and retain the most skilled.
Link between leadership & management and HRM
Effective HRM is enabled when there is strong leadership and management in an
organization. A leader should balance between tasks and people. He should act as a role
model and provide direction for employees (Brooks, 2009, p. 26). Additionally, a leader
should know the strengths and specialties, and align them to their tasks and roles. Therefore,
leadership and management should work with HRM to strengthen the abilities of the
organization to attract the right employees and compensate them according to their
contributions to their organization.

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Leadership strategy for UrPhone4Everything®
Purpose: To support and inspire UrPhone4Everything® clients achieve success by using the
app.
Core Values: Be relatable, Understanding and effectively use the human resources in the
organization.
Quantity: The Company needs 13 employees. Four of them are the founding partners while
the remaining will be hired based on skills and competency. There is a need to create new
positions: functional manager, Project Manager, and Public Relations Officer. Each of them
should be hired based on fair recruitment and selection processes. Additionally, they should
serve on a probation period of 6 months. Thereafter, they should be absorbed on a permanent
basis.
Qualities: Project Managers should have effective communication skills, budgeting and
scheduling skills, conflict resolution and listening skills. Functional managers should be able
to work under minimum supervision and communication skills. Public Relations Officer
should have good communication and listening skills. Each of these should be in mid-3os and
have an experience of not less than 2 years in their specific roles.
Skills and Behaviours: Staff should be able to fluently communicate in English. Knowledge
in another language is quite desirable for the growth of staff in terms of level, location, and
units. Also, they should meet the minimum academic requirements, knowledge, and
competencies in their specific fields.

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Collective Capabilities: When leaders are acting together, they should demonstrate
alignment and generate commitment as a team. They should jointly formulate strategies to be
used driving success at UrPhone4Everything®.
Leadership Culture: There should a degree of interdependence among different roles and
responsibilities to enable teamwork. As such, UrPhone4Everything® leaders should be both
task and people oriented to balance the interest of staff and productivity of the organisation.
HR strategy for UrPhone4Everything®
Benefits Programs and Strategies
Strategies
 UrPhone4Everything® aims at controlling the cost of operations and creating value
for staff.
 Focuses on giving staff alternatives.
 Recognize the critical nature of UrPhone4Everything® in terms of pricing.
Future Implications
 Stabilizing the cost of HRM
 Recognize the role of UrPhone4Everything® staff in a culture that is less
paternalistic.
Compensation Programs and Strategy
 Communicate and Implement rationale for performance management and position
evaluation.
 Automate and simplify strategic HRMN processes
 Create and implement compensation programs that are based on trends in the market.

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 In future, the compensation Program strategies will allow UrPhone4Everything® to
make competitive talent choices.
Employee Relations
 Have Employees Relations strategies that are unique and different from labor
relations strategies.
 Appreciate the importance of regular salary increment programs.
 In future, employee relations strategies will be used by UrPhone4Everything® to
drive productivity through integrating employee engagement and satisfaction.
In conclusion, the purpose of this paper is to analysis of strategic human resource
management based on UrPhone4Everything®. Through this, this analysis has provided that
leadership strategies positively affect organizational culture, structures, and strategies.
Therefore, organizations should invest resources to promote strategic human resource
management.

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References List
Brooks, I., 2009. Organisational Behaviour: Individuals, Groups, and Organisations.
Harlow: FT Prentice Hall.
Kouzes, J. M. & Posner, B. Z., 2008. The Leadership Challenge. 4th Edition, New York:
JosseyBass ed. London: CIPD.
Northouse, P. G., 2009. Introduction to Leadership, Concepts and Practice. London: Sage .