Strategic Human Resource Management: Role, Strategies, and Benefits

Strategic human resource
management

ASSIGNMENT
Strategic human resource management is the management practice that involve
proactive thinking ability of a company in order to effectively meet the essential needs of
an employee in desirable manner. It involves attracting and retaining the existing
employees through training and appraisal programmes in order to enhance the
functioning of both employees as well as organisation Aguinis, Edwards and Bradley,
(2017). Such process assists the management to deal with the different aspect of the
management such as divergent thinking, taking risk, efficient decision making as well as
problem perception for organisational success. For the better understanding of report
University Hospitals of North Midland’s has been selected which extremely focuses on
recruitment cycle, retain as well as develop staff in order to provide leading services to
the patients. This essay cover topics like role of strategic human resource management
along with application of balance score to determine employee performance. Further,
determine the essential HRM strategies which are related to wider management
strategies and organisation capabilities.
Human resource management is concerned to maintain the employee employer
relationship by leveraging the skills as well as capabilities which are required to support
the sound strategy of an organisation. The company design the organisation policy in
such a manner it maximises the productivity to gain the competitive advantage within
external market. The HR manager of University Hospitals of North Midland’s
concentrate on each and every process of HR which starts from recruitment and
functions till the development of an employee. This finally leads to delivering efficient
health care services to the public by building the team ODF committed workforce.
Strategic human resource management is the process under which the
company concentrate to enhance the performance of their manpower by linking their
activity with the organisation's objective. Developing adequate working culture leads to
innovation, competitive advantage as well as flexibility (Bailey and et.al., 2018). The
manager of University Hospitals of North Midland’s adopts the SHRM to plan out and
implement the business strategies in order to enhance the overall productivity and
profitability. Along with that the existing resources of an organisation are utilised in an
optimum manner so that the purpose of organisation is attained in effective and efficient

way. There are certain scheme or programme like performance appraisal or positive
reinforcement which is conducted by the respected hospital as it led win situation for
employee and company.
The role of strategic human resource management is to retain as well as
develop the quality staff of an organisation. Here the manager of University Hospitals of
North Midland’s makes sure that the workforce must consider them as an essential
entity which need to be valued by internal management. As it generates the motivation
and create synergy that help to link the HR policies or practices with the specific
attainable target. Along with this for the success of SHRM the role of HR personnel is to
articulate both long term as well as short term objective to the staff. Ensuring desirable
and fair communication leads to the proper formulation of management strategy.
Moreover, it even capitalises the opportunity by maximising the skills of employee which
are required to carry out forecasted demand as well as supply of potential market. The
other role is to liaison the relationship between different department of an organisation
to maintain the collaboration (Delery and Roumpi, 2017). Within University Hospitals of
North Midland’s all the internal department such as finance, marketing and human
resource jointly function together in order to identify the gap and facilitate the
performance of staff accordingly. For instance, the hospital can manage the workforce
through the centralised software on the basis of which they can schedule the holidays
and conduct management of sick leaves. Finally, on the basis of SHRM, the HR
personnel's role is to review or track the performance of the employees. This throw the
light on the areas which require the scope of improvement. It helps the firm to determine
whether the changes or dynamic environment are helpful for an organisation to attain
the overall goal. Hence, it ensures the corrective measures which are taken to mitigate
the chances of deviation and meet the organisational objective.
Balance score card refers to performance metrics which is used by the
companies for strategic management that mean to enhance the internal as well as
external functioning of the business. The primary purpose of the score card is to monitor
the performance of employees by prioritising the routine work and communicating
effectively (Gelfand, Harrington and Jackson, 2017). It is an effective exercise by
analysing the performance of each and every employee by offering feedback or