Strategic Human Resource Management

Strategic Human Resource
Management

Table of Contents
PART1.............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Analysis of context and role of strategic human resource management and relation of SHRM
strategies to wider management strategies.............................................................................1
CONCLUSION................................................................................................................................7
REFRENCES...................................................................................................................................8
PART 2............................................................................................................................................9
INTRODUCTION...........................................................................................................................9
MAIN BODY...................................................................................................................................9
Functional aspects of human resource management applicable to employees of Starbucks. 9
Strategic human resource management policies which can be adopted by Starbucks in order to
handle various business situations........................................................................................12
CONCLUSION..............................................................................................................................14
References......................................................................................................................................15

PART1
INTRODUCTION
Human resources are one of the most valuable assets of a business firm and help the
company gain competitive advantage in the workplace. This increases importance of human
resource management and business firms aim to ensure that HRM policies and practices assist in
completion of strategic business objectives. The idea of strategic human resource management
includes alignment of HRM practices and policies with business strategy of the company in order
to ensure timely attainment of business strategy. The business firm selected for this report is
multinational Coffeehouse chain Starbucks which is headquartered in Seattle, Washington. The
company has expanded to 83 countries and employees 349, 000 workers all over the globe. The
present report is divided in two Parts. The first part of the report analysis the role of Strategic
HRM and relation of HRM to wider management strategies. The second part of the report
identifies functional aspects of strategic human resource management applicable to Starbucks
employees along with strategic human resource policies that the company needs to adopt.
MAIN BODY
Analysis of context and role of strategic human resource management and relation of SHRM
strategies to wider management strategies
The concept of strategic human resource management revolves around development and
implementation of HR programs which assist in elimination of progress barriers and directly
support attainment of strategic objectives of the company. Strategic human resource management
is future driven activity as it aims to attain future objectives of the company through current
practices. In context of Starbucks the aim of strategic human resource management is to prepare
the existing workforce to attain business objectives and implement HR policies which ensure
effective completion of the business strategy which provides future direction for the company
(Analoui, F. ed., 2017).
The purpose of strategic human resource management is to enhance innovation, flexibility,
organisational performance and create culture effective in attaining organisational objectives. In
addition to this attainment of competitive advantage in the industry is another aim of strategic
human resource management. Strategic human resource management conducts various roles in
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order to attain strategic goals and secure beneficial position in the industry through skilled and
organised workforce. Roles of strategic human resource management are provided below:
Alignment of HRM with business strategy: The primary role of strategic human
resource management is to align human resource management strategy with overall strategic
direction of the company. Various HR practices such as employee remuneration, employee
reward , recruitment and selection need to be aligned with each other and the business strategy of
the company so that the human resources of the company are utilised to contribute to the
attainment of long-term business goals of the company (Chakraborty and Biswas, 2019). In
relation to the American coffeehouse chain Starbucks, this Strategic Human Resource
management role includes alignment of HR practices to attain long term objectives of the
company which include expansion to better locations, increase in community outreach programs,
extension of CSR initiatives and enhance consumer service. The role of strategic human resource
management needs to be alignment off HR activities and practices with long term goals of the
company to facilitate timely completion of each objective.
Employee Engagement: Another role of strategic human resource management is to
create an environment which enhances employee participation and engagement in various
organisational activities. This role of strategic human resource management not only facilitates
employee involvement in various HR practices but also helps the company ensure that high
employee contribution in attainment of business strategy. The HR department needs to build an
environment which each employee gains maximum satisfaction and believe their employer
values their individual contributions. In context of Starbucks this role of strategic human
resource management needs to focus on encouraging employees to participate in community
outreach programs and create a workplace environment in which each employee willingly
participates in training and CSR activities organised by the company. This will help the firm long
term business objectives of the company.
Enhance HR effectiveness: In order to ensure that the company gains desired results it is
important to look and review HR practices, identify flaws and work towards increasing HR
effectiveness. This can include various practices such as building effective communication
networks, increasing employee motivation, create collective vision for the workforce and many
others. The activities or practices initiated to enhance HR activities range widely but the aim is
reduce flaws in human resource management in order to increase HR effectiveness (Kaufman
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