Strategic Human Resource Management

Strategic Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1 .................................................................................................................................................1
P1 Trends and development that influence HR strategy of organisation....................................1
P2 Internal and external factor that influence HR strategy and practice ....................................2
LO2..................................................................................................................................................4
P3 Concepts for strategic HRM growth and development..........................................................4
LO3..................................................................................................................................................6
P4 Manner in which change management offer support to HR strategy....................................6
LO4..................................................................................................................................................7
P5 Modes that help in monitoring HR outcomes........................................................................7
P6 HR management effectiveness ..............................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Strategic human resource management is defined as a connection between entity's
strategies, goals, objectives and its human resources. Main motive behind executing strategic
human resource management is to effectively utilize talent of individuals to fulfil company goals
in effective manner (Al-Qudah, Obeidat and Shrouf, 2020). For this, human resource department
plays crucial role as this unit efficiently applies management principles to manage workforce of
organisation to accomplish entity strategic goals. With the implementation of strategic human
resource in organisational workplace structure company can reduce labour turnover, absentees,
while increasing employee commitment and job satisfaction.
Present report has been conducted on Thomas Cook Group plc, entity is operating their
business functioning in hospitality, tourism sector and was founded in the year 1841. Company is
dealing in charter and schedules passenger airlines, resorts, cruise lines and package holidays. In
this, report formative discussions has been conducted on, external and contextual developments
which is influencing HR strategy. Along with this, application of practical and theoretical
knowledge of HR development is also included in this report. In addition to this, report also
include contribution of HR development and management to sustainable business growth and
performance.
LO1
P1 Trends and development that influence HR strategy of organisation
There are different types of factors or trends that are having significant influence upon
organisation strategy. This makes HR of an entity to emphasise upon implementation of
strategies and policies on continuous basis as to enhance company productivity (Wassell and
Bouchard, 2020). In terms with Thomas Cook Group, HR department of company by making
strategies against changing trends and development can undertake advantage of more growth
opportunities to assure long term sustainability:
Workforce Diversity:
It is one of the most important factor which is having significant influence upon HR
strategy, in this factor individuals from various geographical locations or regions perform their
business roles and responsibilities within an organisation towards same objectives. Thus, it is
essential for an HR to make sure that workplace structure of organisation is equipped with
1

effective strategies and policies of diversity, as with having diversified workforce Thomas Cook
Group can increase creativity and productivity of employees that further lead towards higher
brand performance in marketplace.
Process for improving productivity:
In order to assure higher growth and development it respective industrial sector, it is
essential for HR to provide learning business environment to employees. As learning is having
significant tendency to increase productivity of employees. This factor is having great impact on
strategy of HR. Thus, it is essential for Thomas Cook Group HR to identify current trends
prevailing in industry environment and recognise need for talent development in order to provide
training to employees accordingly.
Impact of globalisation:
There are number of trends in modern business environment that are required to be
consider by an organisation. HR strategy is being influenced by different types of external
factors. For this, it is essential for HR department of Thomas Cook Group to have proper
understanding and knowledge of global business environment in order to assure business
success.
Changing skill requirements:
Due to continuous change in trends need of skill is also changing for employees in order
to perform business goals effectively. It is essential for HR of an entity to identify skill
requirement of workforce as this factor can have negative and positive influence upon HR
strategy. HR unit of Thomas Cook Group is responsible to develop strong relationship with
workforce in order to evaluate their skill requirement for operating business role. This will allow
company to assure high profitability, productivity and long term sustainability in respective
industry.
P2 Internal and external factor that influence HR strategy and practice
There are wide range of internal as well as external factors that are influencing HR
strategy and practice. This makes HR of company to have proper understanding of elements that
are prevailing in internal and external business environment in order to formulate effective
strategies against them:
2