Strategic Human Resource Management

Strategic Human Resource
Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Key trends and development those influence organisational human resource strategy....3
P2 Impact of external and internal factors on HR practice and strategy................................4
M1 Relationship of internal and external factors with HR strategy.......................................6
D1 Critically evaluate the influences of key external and contextual developments, applying
relevant theories, models and concepts..................................................................................6
TASK 2............................................................................................................................................6
P3 Relevant theories and concepts relating to growth and development of strategic HRM. 6
M2 Explain how human resources theory relates to practice in a specific organisational
example, identifying areas where this will differ in other organisational situations..............9
D2 Evaluate how human resource theory relates to practice in a specific organisational
example, comparing and contrasting this with other possible organisational contexts..........9
TASK 3............................................................................................................................................9
P4 Evaluate how appropriate change management models support HR strategy in application
to relevant organisational examples.......................................................................................9
M3 Provide valid justifications for the application of chosen change management strategies,
models and concepts, and demonstrate how they effectively support HR strategy.............10
D3 Implementation of change management models, strategies and concepts ....................11
TASK 4..........................................................................................................................................11
P5 Monitoring of HR outcomes in context of specific organisational context ...................11
P6 Relationship between effective HRM and sustainable growth of organisation..............12
M4 Suggestions for HR development techniques................................................................13
D4 Contribution of HR practices in sustainable growth of business along with consequences
of its implementation............................................................................................................13
CONCLUION................................................................................................................................14
REFERENCES..............................................................................................................................15
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INTRODUCTION
Human Resource Management can be defined as the process of managing employees of
an organisation (Armstrong, 2019). This approach is associated by obtaining competitive
advantage. This is attained by developing skilled employees of the company. In the process of
Human Resource Management, there are several techniques and methods. They may be related
to personnel, structural and cultural segments also. Strategic Human Resource Management is a
very modern approach that is increasingly adopted by different organisation nowadays. It enables
management of workforce and different organisational strategies. The main aim of this branch of
human resource management is to motivate employees better in their job profile. This will help
in improving performance of both, employees and company as well. This report is focusing on
UK based tourism company, i.e., British Airways. is the flag carrier airline of the United
Kingdom. It is headquartered in London, England, near its main hub at Heathrow Airport. It is
involved in the business line of serving airline services. This report focuses on describing several
new trends and also impacts that external and internal environmental have on strategies of human
resource strategies. This statement focuses on how outcomes of whole process will be monitored
and controlled.
TASK 1
P1 Key trends and development those influence organisational human resource strategy
External environment is always changing and with these changes, it forces new trends in
society (Bailey and et.al., 2018). These trends also effect the human resource strategies and also
its implementation in company. Effective adoption of these trends helps in devising effective and
efficient performance. There are several key trends which effect HR strategy of British airways
which are explained as below:
 Employee experience: Employees are considered as most important part of every
organisation. Therefore, it becomes important that employees are satisfied and involved
in the workplace. In today's world, where employees have ample of opportunities, they
just want to go at a place where their contribution is values. It is a new trend that
employees want that an organisation should follow participative management as in this
form, employees are more motivated to perform better and way more efficiently.
Management of chosen organisation i.e., British Airways, should focus on gaining
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improve performance from its employees and in order to achieve this objective,
management should concentrate on improving working culture in the company. Human
Resource manager of the company should aim at preparing journey map of employees
and providing exposure to receive feedback back from employees (Dabic, González-
Loureiro and Harvey, 2015). Advanced people analytics: Mere providing motivation do not enhance performance of
employees, after that efficient monitoring and controlling is also important. After
monitoring and controlling, management of an organisation comes to know about the
employees who are more capable and worthy for the company. This analysed data can be
used by the company to enhance optimum utilisation of these resources. This process will
help in increasing productivity of the company. In context of British Airways, company
can use different predictive models that will help in managing employees and also in
improving performance of company. Example of these models are SAP success factors,
Viser, ADP, Oracle, Cornerstone, etc. Learning management systems – It is very important to learn new skills for staying
updated. There is need for constant learning of HR trends as it will provide learning
opportunities to employees. There is improved skill set which helps employees for
delivering positive workplace where employees can enhance their productivity. The
learning management systems help in managing critical part for tracking learning process
of employees. This requires collaboration among different departments of British
Airways.
 Digitised rewards and recognition - There is usage of recognition and praise for helping
employees to enhance their productivity and efficiency. Digitised rewards have become
new trend for rewards and recognition. They have to be managed properly for preparing
all rewards digital (Delery and Roumpi, 2017).
P2 Impact of external and internal factors on HR practice and strategy
Human Resource department have a significant role in devising strategies for various
segments like workforce planning, labour relations, training and development, legal compliance,
etc. These all functions are very important for smooth functioning of business operations in
company. Human resource management ensures completion of day to day task of company in
effective and efficient manner. External and internal factors do not only have an impact on
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