Strategic Human Resource Management INTRODUCTION
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Strategic Human Resource Management INTRODUCTION 1 TASK 11 Human resource strategies help company to achieve their business objectives 1 TASK 28 Human resource strategies lead to achieve flexibility, employee commitment and strategic integration 8 TASK 510 Types of leadership models10 CONCLUSION 15 REFERENCES 16 INTRODUCTION Strategic human resource management is the best practicesof rewarding, attracting, retaining and developing workers for benefit of both the staff as individuals and firm as whole. It is proactive management of employees, strategic HRM required planning ways
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Strategic Human Resource
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Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Human resource strategies help company to achieve their business objectives..........................1
TASK 2............................................................................................................................................8
Human resource strategies lead to achieve flexibility, employee commitment and strategic
integration....................................................................................................................................8
TASK 5..........................................................................................................................................10
Types of leadership models.......................................................................................................10
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Human resource strategies help company to achieve their business objectives..........................1
TASK 2............................................................................................................................................8
Human resource strategies lead to achieve flexibility, employee commitment and strategic
integration....................................................................................................................................8
TASK 5..........................................................................................................................................10
Types of leadership models.......................................................................................................10
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
INTRODUCTION
Strategic human resource management is the best practices of rewarding, attracting,
retaining and developing workers for benefit of both the staff as individuals and firm as whole.
HRM role is to develop strategic solutions that is related to employment matters affect company
ability to meet their performance and productivity goals. It is proactive management of
employees, strategic HRM required planning ways for firm to better meet needs of their staff and
for workers to better meet with organization needs (García-Carbonell, Martín-Alcázar and
Sánchez-Gardey, 2016). HR department is designed to support firm to meet with demands of its
staff members while promoting business goals. Human resource management deal with all aspect
of business that influence employees such as pay, training, hiring and selecting.
The present report is based on Foodstuffs company established in New Zealand, provide
their services to people effectively and delivery the best quality products. This study begins with
short explanation about company and briefly explain different HRM strategies that organization
pursues. How strategies effect various international economic drivers and help firm to achieve
their objectives. Furthermore, it clarifies HRM strategies lead to achieve flexibility, employee
commitment, strategic integration and quality. Justifies two leadership models, disadvantages
and advantages of implementing these two leaderships into industry and how these models
promote excellence and drive change within business.
TASK 1
Human resource strategies help company to achieve their business objectives
Company over view-
Foodstuffs is retail organization in New Zealand, it is owned by two liquor retailers and
new Zealand grocery cooperatives, that are Foodstuffs south island limited and Foodstuffs North
island limited. The company is formed in 1922 and founded by J Heaton Barker, the advertising
department of firm designed most famous Mr 4 Square, who at first appeared only in posters and
newspaper promotion. Four square, new world and Pak'n save is the subsidiaries of Foodstuffs
firm. In which Four square is one of the leading supermarket chain in nation, it has 280 stores
throughout country, largely in small towns. They constantly seek to serve the best services to
customers, strive to understand their needs and demands. Together, their wholesale and retail
businesses employ more than 30,000 workers nationwide.
HRM strategies-
1
Strategic human resource management is the best practices of rewarding, attracting,
retaining and developing workers for benefit of both the staff as individuals and firm as whole.
HRM role is to develop strategic solutions that is related to employment matters affect company
ability to meet their performance and productivity goals. It is proactive management of
employees, strategic HRM required planning ways for firm to better meet needs of their staff and
for workers to better meet with organization needs (García-Carbonell, Martín-Alcázar and
Sánchez-Gardey, 2016). HR department is designed to support firm to meet with demands of its
staff members while promoting business goals. Human resource management deal with all aspect
of business that influence employees such as pay, training, hiring and selecting.
The present report is based on Foodstuffs company established in New Zealand, provide
their services to people effectively and delivery the best quality products. This study begins with
short explanation about company and briefly explain different HRM strategies that organization
pursues. How strategies effect various international economic drivers and help firm to achieve
their objectives. Furthermore, it clarifies HRM strategies lead to achieve flexibility, employee
commitment, strategic integration and quality. Justifies two leadership models, disadvantages
and advantages of implementing these two leaderships into industry and how these models
promote excellence and drive change within business.
TASK 1
Human resource strategies help company to achieve their business objectives
Company over view-
Foodstuffs is retail organization in New Zealand, it is owned by two liquor retailers and
new Zealand grocery cooperatives, that are Foodstuffs south island limited and Foodstuffs North
island limited. The company is formed in 1922 and founded by J Heaton Barker, the advertising
department of firm designed most famous Mr 4 Square, who at first appeared only in posters and
newspaper promotion. Four square, new world and Pak'n save is the subsidiaries of Foodstuffs
firm. In which Four square is one of the leading supermarket chain in nation, it has 280 stores
throughout country, largely in small towns. They constantly seek to serve the best services to
customers, strive to understand their needs and demands. Together, their wholesale and retail
businesses employ more than 30,000 workers nationwide.
HRM strategies-
1
HRM strategy are the strategy which are adopted by the organization with the sole motive
of integrating the organizational culture, employee and system of the organization. All the
strategy which are adopted by Foodstuffs company with the sole motive of achieving the
organizational goal. Firm uses the mixture of the strategy to achieve the organizational goal and
improve the efficiency in the organization. There are generally two type of the strategy i.e.
Overarching HR strategy and Specific strategy in which their are many different strategy which
are adopted by the company.
Overarching HR Strategy: Overarching strategies describe the intension of the
organization to manage the employee of the organization in such a manner that organization is
able to attract new employee in an organization and also helps the organization in retaining the
employee in an organization. These are the strategy which used expressed as a broad- brush
statement of aims and purpose, which set the scene for more specific strategy.
AEGON: HR department of the organization makes sure that angle staff of the
organization looks at the pay management, performance, career development and reward, they
are consistent and linked. Some of the most common strategy which has been adopted by the as
follows:
Salary: used to offer the competitive salary and wages to the employee of the
organization which helps the business in increasing the morale of the employee in the
organization. Also helps the organization in building good trust among the employee of an
organization as which eventually result in increasing the efficiency of the employee in an
organization which plays a very crucial role in achieving the organizational goal and also helps
in retaining the employee in an organization (Ghinea and Moroianu, 2016). For example: used
to evaluate the salary of the employee in the organization on a yearly basis which helps the
organization in sending the positive sign toward the employee of the organization that their
performance will help them in getting higher wages.
Benefits and Perks: It is the another strategy which is used by all the organization in
attracting the employee toward the organization in which organization used to offer different
benefits and perks to the employee with the salary which helps the employer in attracting the
employee toward the organization. Some of the most common benefits which are offered by the
organization are medical insurance, holidays, incentives and etc. is also known for the benefit
which is offered by the organization to the employee as used to keep the different incentive
2
of integrating the organizational culture, employee and system of the organization. All the
strategy which are adopted by Foodstuffs company with the sole motive of achieving the
organizational goal. Firm uses the mixture of the strategy to achieve the organizational goal and
improve the efficiency in the organization. There are generally two type of the strategy i.e.
Overarching HR strategy and Specific strategy in which their are many different strategy which
are adopted by the company.
Overarching HR Strategy: Overarching strategies describe the intension of the
organization to manage the employee of the organization in such a manner that organization is
able to attract new employee in an organization and also helps the organization in retaining the
employee in an organization. These are the strategy which used expressed as a broad- brush
statement of aims and purpose, which set the scene for more specific strategy.
AEGON: HR department of the organization makes sure that angle staff of the
organization looks at the pay management, performance, career development and reward, they
are consistent and linked. Some of the most common strategy which has been adopted by the as
follows:
Salary: used to offer the competitive salary and wages to the employee of the
organization which helps the business in increasing the morale of the employee in the
organization. Also helps the organization in building good trust among the employee of an
organization as which eventually result in increasing the efficiency of the employee in an
organization which plays a very crucial role in achieving the organizational goal and also helps
in retaining the employee in an organization (Ghinea and Moroianu, 2016). For example: used
to evaluate the salary of the employee in the organization on a yearly basis which helps the
organization in sending the positive sign toward the employee of the organization that their
performance will help them in getting higher wages.
Benefits and Perks: It is the another strategy which is used by all the organization in
attracting the employee toward the organization in which organization used to offer different
benefits and perks to the employee with the salary which helps the employer in attracting the
employee toward the organization. Some of the most common benefits which are offered by the
organization are medical insurance, holidays, incentives and etc. is also known for the benefit
which is offered by the organization to the employee as used to keep the different incentive
2
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scheme for the employee in the organization for extraordinary performance (Lepak, Jiang,and
Ployhart, 2017). Also used to give the medical insurance to the employee of the organization
which helps the organization in attracting more employee in the organization.
B&Q: HR department used to increase the employee commitment in the organization and
also looks at promoting the position of the in front of the employee in the market. Some of the
strategy which has been used by the to promote the same in the organization is as follow:
Employee Engagement: It is the another strategy which is used by the HRM in which
organization used to increase the employee engagement in the organization by organizing
monthly meeting in the organization. In the meeting all the employee were invited and were
asked to keep their point of view on the functioning of the organization which helps the
organization in passing on the message that they care about the employee, which eventually
helps an organization in retaining employee in an organization. Also helps the organization in
getting the new and creative idea as all the employee are having the point of view which helps
the business in achieving the organizational goal.
Employee Brand: It is the biggest factor which is seen by all the employee before
joining any organization as it helps them in increasing their social value in the society. used to
make the corrective action to increase the employee brand which helps the organization in
building the credibility and also help the organization in promoting the Uniqueness which
organization is having from all the other competitor in the market (Noe. and et.al., 2017). This
strategy help the business in attracting the employee but at the same time also contribute very
positively toward the goodwill of the organization which helps the business in achieving the
organizational objective also as goodwill of the organization plays a crucial role in attracting the
customer of the organization. For example: HR executive of the used to show employees what's
in it for them during first round of the interview itself which helps the business in improving the
employee brand value.
Egg: Another aspect of the Overarching HR Strategy are the strategy which are made to
attract the new employee in an organization. This strategy used to play a very crucial role in
achieving the organizational objective as by the help of this strategy company is able to recruit
the fresh pool of talent in the organization and also take the corrective step to retain the same
employee in the organization which eventually helps the business in betterment of the resources
as organization is having the best human resource available in the market which helps them in
3
Ployhart, 2017). Also used to give the medical insurance to the employee of the organization
which helps the organization in attracting more employee in the organization.
B&Q: HR department used to increase the employee commitment in the organization and
also looks at promoting the position of the in front of the employee in the market. Some of the
strategy which has been used by the to promote the same in the organization is as follow:
Employee Engagement: It is the another strategy which is used by the HRM in which
organization used to increase the employee engagement in the organization by organizing
monthly meeting in the organization. In the meeting all the employee were invited and were
asked to keep their point of view on the functioning of the organization which helps the
organization in passing on the message that they care about the employee, which eventually
helps an organization in retaining employee in an organization. Also helps the organization in
getting the new and creative idea as all the employee are having the point of view which helps
the business in achieving the organizational goal.
Employee Brand: It is the biggest factor which is seen by all the employee before
joining any organization as it helps them in increasing their social value in the society. used to
make the corrective action to increase the employee brand which helps the organization in
building the credibility and also help the organization in promoting the Uniqueness which
organization is having from all the other competitor in the market (Noe. and et.al., 2017). This
strategy help the business in attracting the employee but at the same time also contribute very
positively toward the goodwill of the organization which helps the business in achieving the
organizational objective also as goodwill of the organization plays a crucial role in attracting the
customer of the organization. For example: HR executive of the used to show employees what's
in it for them during first round of the interview itself which helps the business in improving the
employee brand value.
Egg: Another aspect of the Overarching HR Strategy are the strategy which are made to
attract the new employee in an organization. This strategy used to play a very crucial role in
achieving the organizational objective as by the help of this strategy company is able to recruit
the fresh pool of talent in the organization and also take the corrective step to retain the same
employee in the organization which eventually helps the business in betterment of the resources
as organization is having the best human resource available in the market which helps them in
3
improving the efficiency of work I the organization and achieving the objective of the business.
Some of the strategy which are used by for attracting the employee in an organization is as
follow:
Synchronize Recruitment Process: It is the another strategy which is adopted by the
HR department in the organization to attract the better talent from the market in which
organization used to make a consistent change in the recruitment process of an organization.
Generally organization used to simplified the recruitment process in the organization in which
proper feedback is provided to the candidate applied for the organization, it helps the
organization in building the good image of the organization in front of the employee who have
applied for the position. For example: used to provide the email and SMS notification to all the
candidate who have applied for the position in the organization and also regular feedback is
given to all the employee employee so that they have clarity of mind (Brewster, 2017).
Working Environment: It is the most common type of the strategy which is adopt by all
organization to retain the employee in an organization in which they try to provide good working
environment to the employee of the organization so that they feel comfortable in the
organization. HR department also organizes different informal meeting such as monthly
birthday celebration in which all the employee of an organization are invited which helps an
organization in improving the trust factor among the employee of the organization, which helps
in long run of the business. For Example: On the last date of every month in all the employee
used to celebrate the birthday of all the employee who's birthdays has been passed in the
previous month.
Specific HR Strategy: It is the another type of the HR strategy which is adopted by the
Foodstuffs in order to achieve their objectives. To accomplish core functions like policy
formation, employee retention and labour relations etc. Human resource department make
different types of strategies that related to with business strategic gaols and objectives
(Nankervis and et.al., 2016). Specific Human Resource strategies is the second kind of HR
strategy, that focus on the best approaches of 7 HRM function that includes what firm intends to
do in each of areas to assure further growth and success. For example, Foodstuffs intends to
retain and obtain top talented people with them for longer, they wants to build strong team and
positive culture in workplace. It can be stated as the main business objective of company, that
they can achieve with the help of Human resource management specific strategies.
4
Some of the strategy which are used by for attracting the employee in an organization is as
follow:
Synchronize Recruitment Process: It is the another strategy which is adopted by the
HR department in the organization to attract the better talent from the market in which
organization used to make a consistent change in the recruitment process of an organization.
Generally organization used to simplified the recruitment process in the organization in which
proper feedback is provided to the candidate applied for the organization, it helps the
organization in building the good image of the organization in front of the employee who have
applied for the position. For example: used to provide the email and SMS notification to all the
candidate who have applied for the position in the organization and also regular feedback is
given to all the employee employee so that they have clarity of mind (Brewster, 2017).
Working Environment: It is the most common type of the strategy which is adopt by all
organization to retain the employee in an organization in which they try to provide good working
environment to the employee of the organization so that they feel comfortable in the
organization. HR department also organizes different informal meeting such as monthly
birthday celebration in which all the employee of an organization are invited which helps an
organization in improving the trust factor among the employee of the organization, which helps
in long run of the business. For Example: On the last date of every month in all the employee
used to celebrate the birthday of all the employee who's birthdays has been passed in the
previous month.
Specific HR Strategy: It is the another type of the HR strategy which is adopted by the
Foodstuffs in order to achieve their objectives. To accomplish core functions like policy
formation, employee retention and labour relations etc. Human resource department make
different types of strategies that related to with business strategic gaols and objectives
(Nankervis and et.al., 2016). Specific Human Resource strategies is the second kind of HR
strategy, that focus on the best approaches of 7 HRM function that includes what firm intends to
do in each of areas to assure further growth and success. For example, Foodstuffs intends to
retain and obtain top talented people with them for longer, they wants to build strong team and
positive culture in workplace. It can be stated as the main business objective of company, that
they can achieve with the help of Human resource management specific strategies.
4
Knowledge management- KM strategy is the best plan that describe how company will
manage their knowledge and essential information better for benefits of that business and their
stakeholders. Foodstuffs can adopt this strategy, that help to improve operational efficiency and
productivity in business. According to this HRM strategy, management needs to share
knowledge and experience of work with their worker that help to enhance their performance as
well as learning.
Resourcing- this type of Human resource department strategy identified future workers
needs and works out how to meet with those needs, by developing current staff and external
recruitment, working with entire company to understand their future and current needs (Oppong,
2017). Resourcing strategy can adopt by foodstuffs in order to retain and attract high quality
people towards business.
Learning and developing- it is the best strategy can adopt by firm to enhance abilities
and knowledge of staff. Learning and development is the one of the specific HR strategy that
help to provide appropriate environment in which all the staff members are encourage to develop
their knowledge and learn something new that is good for its career growth. Learning and
development session is organized by HRM in order to increase knowledge of workers and it will
reduce high employee turnover. In simple words it is an organizational strategy that articulates
workforce skills, competencies and capabilities required to assure successful and sustainable
company.
Talent management- it is one of the most current issue in human resource, talent
management is the procedure of developing, finding and keeping workers whose knowledge and
skills is best align with objectives and needs of Foodstuffs company. HRM adopt this strategy,
they hire the most knowledgable applicants in firm who contribute to gain positive results and
helps organization to reach at their target market effectively (Bamberger, Biron and Meshoulam,
2014). Talent management strategy is one of the best HRM strategy in which management make
plans related to training and development of workers.
Continuous improvement- Human resource management continuously develop new
strategies and plans which is based on continuous improvement and development in Foodstuffs.
Company wants to grow business successful and seek to build strong team who help to achieve
its objective and support to gains competitive advantages within competitive environment. HRM
5
manage their knowledge and essential information better for benefits of that business and their
stakeholders. Foodstuffs can adopt this strategy, that help to improve operational efficiency and
productivity in business. According to this HRM strategy, management needs to share
knowledge and experience of work with their worker that help to enhance their performance as
well as learning.
Resourcing- this type of Human resource department strategy identified future workers
needs and works out how to meet with those needs, by developing current staff and external
recruitment, working with entire company to understand their future and current needs (Oppong,
2017). Resourcing strategy can adopt by foodstuffs in order to retain and attract high quality
people towards business.
Learning and developing- it is the best strategy can adopt by firm to enhance abilities
and knowledge of staff. Learning and development is the one of the specific HR strategy that
help to provide appropriate environment in which all the staff members are encourage to develop
their knowledge and learn something new that is good for its career growth. Learning and
development session is organized by HRM in order to increase knowledge of workers and it will
reduce high employee turnover. In simple words it is an organizational strategy that articulates
workforce skills, competencies and capabilities required to assure successful and sustainable
company.
Talent management- it is one of the most current issue in human resource, talent
management is the procedure of developing, finding and keeping workers whose knowledge and
skills is best align with objectives and needs of Foodstuffs company. HRM adopt this strategy,
they hire the most knowledgable applicants in firm who contribute to gain positive results and
helps organization to reach at their target market effectively (Bamberger, Biron and Meshoulam,
2014). Talent management strategy is one of the best HRM strategy in which management make
plans related to training and development of workers.
Continuous improvement- Human resource management continuously develop new
strategies and plans which is based on continuous improvement and development in Foodstuffs.
Company wants to grow business successful and seek to build strong team who help to achieve
its objective and support to gains competitive advantages within competitive environment. HRM
5
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motivate workers and collaborate with them in order to improve their performance which is
beneficial for company as they can build better team.
Employee well being and engagement- Human resource management create different
types of strategies and plans related to employee well being that help to engage talented people
with Foodstuffs for longer. They develop and implement policies that contribute to increase level
of workers engagement with company and their work. Employee engagement term is related to
level of workers connection and commitment to the firm (Anwaar, Nadeem and Hassan, 2016).
Through motivation human resource department boost up the morale of employees, it positively
effect on their performance and enhance their productivity rather than before. HRM provide
employees the best health and safety benefits that help to boost up their morale and support to
create positive work environment around workplace. When human resource management, meet
with the needs of workers for health and safe, they can retain people and increase their working
abilities effectively.
Organization development- OD is the activity and procedure based on behaviour of
human resource. It is the practice of systemic change in attitudes, beliefs and values of workers
for company as well as individual growth. Human resource department make plans for
development of firm and implement program to enhance workers performance which is
beneficial for business growth for longer term. They create strategies and designed programmes
in order to increase effectiveness of operations and responds to change. For example, HRM
create strategy for Foodstuffs development which makes them able to sustain and build new
desired state for whole business.
HRM strategies consequence of different international economic drivers-
All above HRM strategies effect various international economic drivers, for example,
training and developing session is one of the Human resource department strategy that effect
international economic drivers (Niu and et.al., 2015). When company expand their business at
global level they need to implement current technologies that help to provide better training
session for all the staff members.
Working at international level, Foodstuffs human resource management need to managed
work of number of people in entire business structure which is critical task. Cloud HR, human
capital management software help them to manage everything related to workers and talent
management in company. This system provide everything from candidates monitoring and talent
6
beneficial for company as they can build better team.
Employee well being and engagement- Human resource management create different
types of strategies and plans related to employee well being that help to engage talented people
with Foodstuffs for longer. They develop and implement policies that contribute to increase level
of workers engagement with company and their work. Employee engagement term is related to
level of workers connection and commitment to the firm (Anwaar, Nadeem and Hassan, 2016).
Through motivation human resource department boost up the morale of employees, it positively
effect on their performance and enhance their productivity rather than before. HRM provide
employees the best health and safety benefits that help to boost up their morale and support to
create positive work environment around workplace. When human resource management, meet
with the needs of workers for health and safe, they can retain people and increase their working
abilities effectively.
Organization development- OD is the activity and procedure based on behaviour of
human resource. It is the practice of systemic change in attitudes, beliefs and values of workers
for company as well as individual growth. Human resource department make plans for
development of firm and implement program to enhance workers performance which is
beneficial for business growth for longer term. They create strategies and designed programmes
in order to increase effectiveness of operations and responds to change. For example, HRM
create strategy for Foodstuffs development which makes them able to sustain and build new
desired state for whole business.
HRM strategies consequence of different international economic drivers-
All above HRM strategies effect various international economic drivers, for example,
training and developing session is one of the Human resource department strategy that effect
international economic drivers (Niu and et.al., 2015). When company expand their business at
global level they need to implement current technologies that help to provide better training
session for all the staff members.
Working at international level, Foodstuffs human resource management need to managed
work of number of people in entire business structure which is critical task. Cloud HR, human
capital management software help them to manage everything related to workers and talent
management in company. This system provide everything from candidates monitoring and talent
6
development to payroll preparation to rewards management. It provides real time reporting that
makes HR professional work easy to gain its day to day operation effectively. Through this
software, they can monitor workers performance and progress in their work. Cloud HR software
is in trend and considered as international economic driver. There are different things about this
system which make it unique.
HR of foodstuffs can use Cloud HR software that help to improved talent management,
this system focuses on recruitment and applicant tracking. It also has built in talent development
and management options, with the help of this way HRM can map out development plan for
workers straight on platform.
HRM strategies help company to achieve objectives-
Foodstuffs wants to retain their people and enhance their performance effectively, it
defines their business objective that they can achieve with the help of adopting human resource
management strategies which has been discussed above briefly. For example, reward system is
one of the HRM strategy that help company to retain the most qualified and appropriate workers
with them for longer term. Human resource department create and implement reward policies in
workplace, in which they decide to give rewards based on employees performance and efforts
they do for completing given task. Rewards policies in company contribute to motivate workers
to behave and think as entrepreneurs. Reward management is concerned with implementation
and formulation of policies and strategies that aim is to reward employee equitably, consistently
and fairly.
When foodstuffs company pay good salary package to their worker, they can retain staff
and boost up its working abilities efficiently. By paying good salary to employees, organization
protect staff against dissatisfaction and motivate them to work much better than past few years.
However, employee engagement strategy is also beneficial for company as when they
adopt to retain skilled labour with them. If foodstuffs adopt this strategy and implement in
organizational structure they can retain all knowledgable people, who helps to drive business
towards success and growth.
7
makes HR professional work easy to gain its day to day operation effectively. Through this
software, they can monitor workers performance and progress in their work. Cloud HR software
is in trend and considered as international economic driver. There are different things about this
system which make it unique.
HR of foodstuffs can use Cloud HR software that help to improved talent management,
this system focuses on recruitment and applicant tracking. It also has built in talent development
and management options, with the help of this way HRM can map out development plan for
workers straight on platform.
HRM strategies help company to achieve objectives-
Foodstuffs wants to retain their people and enhance their performance effectively, it
defines their business objective that they can achieve with the help of adopting human resource
management strategies which has been discussed above briefly. For example, reward system is
one of the HRM strategy that help company to retain the most qualified and appropriate workers
with them for longer term. Human resource department create and implement reward policies in
workplace, in which they decide to give rewards based on employees performance and efforts
they do for completing given task. Rewards policies in company contribute to motivate workers
to behave and think as entrepreneurs. Reward management is concerned with implementation
and formulation of policies and strategies that aim is to reward employee equitably, consistently
and fairly.
When foodstuffs company pay good salary package to their worker, they can retain staff
and boost up its working abilities efficiently. By paying good salary to employees, organization
protect staff against dissatisfaction and motivate them to work much better than past few years.
However, employee engagement strategy is also beneficial for company as when they
adopt to retain skilled labour with them. If foodstuffs adopt this strategy and implement in
organizational structure they can retain all knowledgable people, who helps to drive business
towards success and growth.
7
TASK 2
Human resource strategies lead to achieve flexibility, employee commitment and strategic
integration
It is true, that HRM strategies lead to achieving flexibility and other things in foodstuffs
organization. Every business needs the way to deal with conflict resolution, hiring, compensation
and employee development, HRM strategies helps to deal with all above things effectively.
When firm do not have assets and opportunity to focus on long term goals, worker motivation
can suffer and employee turnover increase, things that load more work on human resource
department. Consider development to increase quality and strategic hiring to work better than
others in marketplace.
When HRM create flexible working hours policy for staff they can achieve flexibility in
workplace. According to this strategy, workers select their everyday schedule which create
positive working environment in business. Total working hours does not change in this strategy,
it only provide opportunity for employees to chose their shifts. This software solutions provide a
built in reporting system where company gain insights into operational data, which includes
employee engagement and satisfaction rates.
Working environment affect on workers performance, positive working environment
around workplace enhance working abilities the most. They listen to all their employees,
understand their demand and needs in work area which helps to create positive work
environment. It is one of the Human resource management strategy that help to achieve
flexibility, if department understood people needs and fulfil it, they can make employees able to
work with flexibly. When they fulfil needs and provide better facilities to staff, they motivate all
of them and drive them towards business, through effective communication HR build strong
connection and make people ready to work in flexible working structure which is beneficial for
both of them.
Training and developing strategy also lead to achieve quality and improve current as
well as new applicants skills (Keep, 2014). This type of HRM strategy is designed to achieve
organization goals such as learning new skills and improving quality of work. Human resource
department in Foodstuffs create T&D strategy which is beneficial for workers as well as
company, in which they can enhance performance and quality of services that they offer to
consumer. Employees training is important functions within business, it helps to boost workers
8
Human resource strategies lead to achieve flexibility, employee commitment and strategic
integration
It is true, that HRM strategies lead to achieving flexibility and other things in foodstuffs
organization. Every business needs the way to deal with conflict resolution, hiring, compensation
and employee development, HRM strategies helps to deal with all above things effectively.
When firm do not have assets and opportunity to focus on long term goals, worker motivation
can suffer and employee turnover increase, things that load more work on human resource
department. Consider development to increase quality and strategic hiring to work better than
others in marketplace.
When HRM create flexible working hours policy for staff they can achieve flexibility in
workplace. According to this strategy, workers select their everyday schedule which create
positive working environment in business. Total working hours does not change in this strategy,
it only provide opportunity for employees to chose their shifts. This software solutions provide a
built in reporting system where company gain insights into operational data, which includes
employee engagement and satisfaction rates.
Working environment affect on workers performance, positive working environment
around workplace enhance working abilities the most. They listen to all their employees,
understand their demand and needs in work area which helps to create positive work
environment. It is one of the Human resource management strategy that help to achieve
flexibility, if department understood people needs and fulfil it, they can make employees able to
work with flexibly. When they fulfil needs and provide better facilities to staff, they motivate all
of them and drive them towards business, through effective communication HR build strong
connection and make people ready to work in flexible working structure which is beneficial for
both of them.
Training and developing strategy also lead to achieve quality and improve current as
well as new applicants skills (Keep, 2014). This type of HRM strategy is designed to achieve
organization goals such as learning new skills and improving quality of work. Human resource
department in Foodstuffs create T&D strategy which is beneficial for workers as well as
company, in which they can enhance performance and quality of services that they offer to
consumer. Employees training is important functions within business, it helps to boost workers
8
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efficiency, make them able to work better and complete task on time in effective manner.
Employees who take participation in training program, improve their skills and develop
knowledge which drive them towards increasing productivity (Festing and Schäfer, 2014).
Through training and development program quality of work is improved, organization build
strong team that helps to achieve their objectives and also contribute to gain competitive edges.
The main purpose of strategic development and training is to prepare workers and managers with
skills that they need to accomplish work effectively and efficiently and help to reach foodstuffs
main goals. Poorly trained worker often make mistakes, take long time to complete given task
and decrease quality of work, that make negative effect on business market position and
reputation. On the other hand, developed and trained employee work quickly, deliver quality
services and getting services and goods to consumers faster. At same time, trained workers
improve their work quality through training strategy so that people get the best services and
employees can serve better than before.
Employee commitment, is a bond workers experience with company, furthermore
workers who are committed to its firm usually feel connection with business, they feel that they
understand organization gaols and able to achieve it. Human resource management, commit
people to provide the health and safety related benefits. They are accountable for providing
security, safety within company. When they do not offer health and safety benefits to employees,
foodstuffs cannot be able to retain skilled workers with them which impact on business
performance and profitability. HRM should cater training related to workplace safety which
increase moral of staff and enhance their performance. Health and safety policy or strategy is
written document given by employer stating organization commitment for protection of health
and safety of staff and to public (Sheehan, 2014). Commitment refers to loyalty and feeling of
attachment, it plays essential part in HRM philosophy. In company when professional and
knowledgable person, trained staff and develop program according to their commitment, they
can gain workers trust and build strong connection between higher management and all level of
employees.
Strategic integration is the combination of some functions and elements of various units
of business into individual combined units to extract more advantages. It is very essential
procedure to improve performance of Foodstuffs as it helps in align business strategies
continuously in quickly changing environment of business. HRM strategies helps to achieve
9
Employees who take participation in training program, improve their skills and develop
knowledge which drive them towards increasing productivity (Festing and Schäfer, 2014).
Through training and development program quality of work is improved, organization build
strong team that helps to achieve their objectives and also contribute to gain competitive edges.
The main purpose of strategic development and training is to prepare workers and managers with
skills that they need to accomplish work effectively and efficiently and help to reach foodstuffs
main goals. Poorly trained worker often make mistakes, take long time to complete given task
and decrease quality of work, that make negative effect on business market position and
reputation. On the other hand, developed and trained employee work quickly, deliver quality
services and getting services and goods to consumers faster. At same time, trained workers
improve their work quality through training strategy so that people get the best services and
employees can serve better than before.
Employee commitment, is a bond workers experience with company, furthermore
workers who are committed to its firm usually feel connection with business, they feel that they
understand organization gaols and able to achieve it. Human resource management, commit
people to provide the health and safety related benefits. They are accountable for providing
security, safety within company. When they do not offer health and safety benefits to employees,
foodstuffs cannot be able to retain skilled workers with them which impact on business
performance and profitability. HRM should cater training related to workplace safety which
increase moral of staff and enhance their performance. Health and safety policy or strategy is
written document given by employer stating organization commitment for protection of health
and safety of staff and to public (Sheehan, 2014). Commitment refers to loyalty and feeling of
attachment, it plays essential part in HRM philosophy. In company when professional and
knowledgable person, trained staff and develop program according to their commitment, they
can gain workers trust and build strong connection between higher management and all level of
employees.
Strategic integration is the combination of some functions and elements of various units
of business into individual combined units to extract more advantages. It is very essential
procedure to improve performance of Foodstuffs as it helps in align business strategies
continuously in quickly changing environment of business. HRM strategies helps to achieve
9
strategic integration, because they provide the best practices work and implement different types
of strategies for employees as well as business growth. HRM implement workers motivation
strategies and plans that motivate them, according to strategic integration staff actively include in
decision making procedure. When human resource department allow people to take participation
in decision taking process they can motivate them and make them able to feel as important part
of company.
HRM use modern technologies to trained workers and to communicate with them across
all level in management, that help to achieve strategic integration (Sirkova, Taha and Ferencova,
2016). Strategic integration includes high investment in primary stages, it provide longer term
benefits and reduce costs. In order to achieve this, HRM implement networking and
communication systems that ensure long term success and growth of business.
TASK 5
Types of leadership models
Leadership is a process in which a person influences other group of people to accomplish
an objective and directs the operations of an organization in such a manner which makes it more
cohesive and coherent. In other words leadership can be determined as an art of motivating a
group of people to act towards achieving a common objective or target. In order to become an
effective leader, there are several leadership models which are essential to be understand and
executed by a leader for the purpose of achieving the desired objectives of the organization
(Khan and et.al., 2015).
Foodstuffs is the major retail chain of New Zealand which covers around 53% of market
in its grocery and liquor retail sector. Creating a high performance workforce has become
increasingly essential and to do so the company has to undertake the most appropriate model of
leadership in order to attain the desired objectives of the organisation. There are mainly two
types of leadership models which are executed by retail sector companies, that includes
transformational leadership model and democratic leadership model (Cunningham, Salomone
and Wielgus, 2015).
Transformational Leadership Model-
Transformational leadership can be determined as a theory of leadership in which a
leader works with a team to determine the required or needed change in the organization, with
this task, they are also responsible for creation of a vision in order to guide the change through
10
of strategies for employees as well as business growth. HRM implement workers motivation
strategies and plans that motivate them, according to strategic integration staff actively include in
decision making procedure. When human resource department allow people to take participation
in decision taking process they can motivate them and make them able to feel as important part
of company.
HRM use modern technologies to trained workers and to communicate with them across
all level in management, that help to achieve strategic integration (Sirkova, Taha and Ferencova,
2016). Strategic integration includes high investment in primary stages, it provide longer term
benefits and reduce costs. In order to achieve this, HRM implement networking and
communication systems that ensure long term success and growth of business.
TASK 5
Types of leadership models
Leadership is a process in which a person influences other group of people to accomplish
an objective and directs the operations of an organization in such a manner which makes it more
cohesive and coherent. In other words leadership can be determined as an art of motivating a
group of people to act towards achieving a common objective or target. In order to become an
effective leader, there are several leadership models which are essential to be understand and
executed by a leader for the purpose of achieving the desired objectives of the organization
(Khan and et.al., 2015).
Foodstuffs is the major retail chain of New Zealand which covers around 53% of market
in its grocery and liquor retail sector. Creating a high performance workforce has become
increasingly essential and to do so the company has to undertake the most appropriate model of
leadership in order to attain the desired objectives of the organisation. There are mainly two
types of leadership models which are executed by retail sector companies, that includes
transformational leadership model and democratic leadership model (Cunningham, Salomone
and Wielgus, 2015).
Transformational Leadership Model-
Transformational leadership can be determined as a theory of leadership in which a
leader works with a team to determine the required or needed change in the organization, with
this task, they are also responsible for creation of a vision in order to guide the change through
10
inspiration, and executing the change in tandem with a group of committed members. All the
levels of an organization which includes teams, divisions, departments and organization may be
founded as a whole in transformational leadership (Banks and et.al., 2016).
Illus
tration 1: Transformational Leadership Model, 2019
Source: Transformational Leadership Model, 2019
The characteristics which a transformational leader must have includes visionary,
inspiring, risk taking, daring and thoughtful thinkers. This model of leadership consists of four
factors which are essential for a leader to exhibit in order to bring necessary changes for the
achievement of desired targets. These factors are discussed as follows:
Inspirational Motivation: In order to become more effective, it is essential for a
transformational leader to promote consistent vision, mission and set of values to the
members. They guide the followers by providing the members of organization the
importance of change with the sense of meaning and challenge which helps in motivating
the members in such a manner that they work more effectively in order to implement the
change for improving the operations of the organization (Hawkins, 2017).
Intellectual Stimulation: This is the another factor which a transformational leader must
understand. This includes such type of leaders which encourage their followers to be
more creative and innovative. This helps an organization in determining new ideas from
11
levels of an organization which includes teams, divisions, departments and organization may be
founded as a whole in transformational leadership (Banks and et.al., 2016).
Illus
tration 1: Transformational Leadership Model, 2019
Source: Transformational Leadership Model, 2019
The characteristics which a transformational leader must have includes visionary,
inspiring, risk taking, daring and thoughtful thinkers. This model of leadership consists of four
factors which are essential for a leader to exhibit in order to bring necessary changes for the
achievement of desired targets. These factors are discussed as follows:
Inspirational Motivation: In order to become more effective, it is essential for a
transformational leader to promote consistent vision, mission and set of values to the
members. They guide the followers by providing the members of organization the
importance of change with the sense of meaning and challenge which helps in motivating
the members in such a manner that they work more effectively in order to implement the
change for improving the operations of the organization (Hawkins, 2017).
Intellectual Stimulation: This is the another factor which a transformational leader must
understand. This includes such type of leaders which encourage their followers to be
more creative and innovative. This helps an organization in determining new ideas from
11
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the members and a leader never criticize them publicly for all the mistakes that are being
committed by them. This also includes the positive aspect of leader where they discard
the old practices which are ineffective and implement new strategies for being more
effective that are determined by the other members of organization.
Idealized Influence: This factor of transformational leadership refers to the leaders
which act as a role model to their followers by influencing them by practicing the
preaches. These type of leaders are more effective by winning the trust and respect of
their followers with the help of actions performed by the leader. The major aim of such
powers of the leader is to influence the other members for achieving the objectives of the
organization (Ghasabeh, Soosay and Reaiche, 2015).
Individualized Consideration: This factors includes quality of a leader where they act
as mentors to their followers and reward them for their creativity and innovation
performed by them in order to work in a more effective manner. Followers of the leader
are treated according to their knowledge and talent which encourage others to become
more effective for gaining the priority of leaders. The followers are always empowered
for making decisions and are always provided with the support required to execute their
decisions.
Advantages
Exceptional people skills: Transformational leader is beneficial for the organization as it
helps in recognizing the existing needs and demands of the potential followers with
looking for potential motives in followers, seeking to satisfy higher needs and lastly
engages the full person of the follower. Foodstuffs can retain its customers and
employees by using this leadership style.
Lowers turnover costs: This leadership style also helps in reducing the expenses of the
organization by retaining employees and customers with the help of leader's ability.
Retaining of employees result in saving the expenses of hiring and training new
employees which results in less turnover. An effective conversation with the customers
helps in retaining the customers and potentially limiting the cost of constantly marketing.
Foodstuffs may undertake transformational leadership in order to increase its productivity
by saving several expenses (Aga, Noorderhaven and Vallejo, 2016).
Disadvantages
12
committed by them. This also includes the positive aspect of leader where they discard
the old practices which are ineffective and implement new strategies for being more
effective that are determined by the other members of organization.
Idealized Influence: This factor of transformational leadership refers to the leaders
which act as a role model to their followers by influencing them by practicing the
preaches. These type of leaders are more effective by winning the trust and respect of
their followers with the help of actions performed by the leader. The major aim of such
powers of the leader is to influence the other members for achieving the objectives of the
organization (Ghasabeh, Soosay and Reaiche, 2015).
Individualized Consideration: This factors includes quality of a leader where they act
as mentors to their followers and reward them for their creativity and innovation
performed by them in order to work in a more effective manner. Followers of the leader
are treated according to their knowledge and talent which encourage others to become
more effective for gaining the priority of leaders. The followers are always empowered
for making decisions and are always provided with the support required to execute their
decisions.
Advantages
Exceptional people skills: Transformational leader is beneficial for the organization as it
helps in recognizing the existing needs and demands of the potential followers with
looking for potential motives in followers, seeking to satisfy higher needs and lastly
engages the full person of the follower. Foodstuffs can retain its customers and
employees by using this leadership style.
Lowers turnover costs: This leadership style also helps in reducing the expenses of the
organization by retaining employees and customers with the help of leader's ability.
Retaining of employees result in saving the expenses of hiring and training new
employees which results in less turnover. An effective conversation with the customers
helps in retaining the customers and potentially limiting the cost of constantly marketing.
Foodstuffs may undertake transformational leadership in order to increase its productivity
by saving several expenses (Aga, Noorderhaven and Vallejo, 2016).
Disadvantages
12
May results in wrong decisions: There can be several instances which may arise when
leaders make harsh and abrupt decisions out of their emotions which can be detrimental
to the people. These decisions may not be that much effective and may result in negative
implications which can lead to several losses in the organization. This must be considered
by Foodstuffs in order to prevent any wrong decision in the organisation.
Prioritization: Transformational leaders focuses on the team members from the selected
groups and encourages them to develop and increase their efficiency in order to become
more effective. Hence, the training and development is given to a selected group of
people which effects the other members in a negative manner, they believe that they are
less effective and work ineffectively in the organization that results in arising of several
efficiencies in the organization. Foodstuffs must understand the model in a significant
manner for the purpose of preventing negative effects on the other employees if a specific
group is being prioritized (Boamah and et.al., 2018).
Democratic Leadership-
Democratic leadership is also determined as participative leadership. It is a leadership
style in which individuals who would typically be considered unequal by the hierarchical
standards have shared their power in making several decisions. This is an open and collegial
style of managing a team, where ideas move freely amongst the group with their free discussion.
Democratic leadership style emphasizes on facilitating the conversation with encouraging
people to share their ideas and the synthesizing the available information into the best decision
possible. This leadership style is applied in such case where situations change frequently, in such
a case, democratic leadership provides a great deal of flexibility to adapt the change and improve
the ways of doing things. It prioritizes on the skills and talents of employees by letting them
share their views which helps in generating new ideas in the organisation.
This model of leadership focuses on creative groups in which ideas need to flow in a
creative environment in order to find and create new designs and concepts. It also allows in
consulting the problems with the other members in order to determine the problems and solutions
in depth by exploring it from them directly. In order to become an effective democratic leader,
there are several aspects which needs to be considered while executing this leadership model,
these aspects includes keeping open communication, focus the discussion, being ready for
13
leaders make harsh and abrupt decisions out of their emotions which can be detrimental
to the people. These decisions may not be that much effective and may result in negative
implications which can lead to several losses in the organization. This must be considered
by Foodstuffs in order to prevent any wrong decision in the organisation.
Prioritization: Transformational leaders focuses on the team members from the selected
groups and encourages them to develop and increase their efficiency in order to become
more effective. Hence, the training and development is given to a selected group of
people which effects the other members in a negative manner, they believe that they are
less effective and work ineffectively in the organization that results in arising of several
efficiencies in the organization. Foodstuffs must understand the model in a significant
manner for the purpose of preventing negative effects on the other employees if a specific
group is being prioritized (Boamah and et.al., 2018).
Democratic Leadership-
Democratic leadership is also determined as participative leadership. It is a leadership
style in which individuals who would typically be considered unequal by the hierarchical
standards have shared their power in making several decisions. This is an open and collegial
style of managing a team, where ideas move freely amongst the group with their free discussion.
Democratic leadership style emphasizes on facilitating the conversation with encouraging
people to share their ideas and the synthesizing the available information into the best decision
possible. This leadership style is applied in such case where situations change frequently, in such
a case, democratic leadership provides a great deal of flexibility to adapt the change and improve
the ways of doing things. It prioritizes on the skills and talents of employees by letting them
share their views which helps in generating new ideas in the organisation.
This model of leadership focuses on creative groups in which ideas need to flow in a
creative environment in order to find and create new designs and concepts. It also allows in
consulting the problems with the other members in order to determine the problems and solutions
in depth by exploring it from them directly. In order to become an effective democratic leader,
there are several aspects which needs to be considered while executing this leadership model,
these aspects includes keeping open communication, focus the discussion, being ready for
13
committing, respecting the ideas and lastly, explain, but don't apologize (Eizaguirre and Parés,
2019).
Advantages
Resolving complex problems: This leadership style can help Foodstuffs in solving the
complex problems of the organisation by a leader who can tap into the creative resource
around them with finding innovative new methods that can help in resolving the
inefficiencies in the organization in a more significant manner.
Improves relevant knowledge of teams and the leaders: In democratic leadership,
everyone is having the chance to share their experience and knowledge in order to
contribute something for improving the knowledge of others in the organization. This can
help foodstuffs in building developing knowledge of their employees which can lead to
more effective operations in the organization with the help of increased skills (McKeown
and Carey, 2015).
Disadvantages
It may cause disharmony if not executed effectively: The major aim of democratic
leadership is to provide an appropriate platform to each and everyone in the organisation.
Foodstuffs must consider that, In such a case if leader consistently considers only an
individuals opinion, can lead to demotivate other members of the team, because leaders
may not appreciate their ideas.
It may cause leaders in starting fence sitting: In democratic model of leadership,
everyone is provided with a chance to speak and put their opinion. This can lead to delay
in decision making of Foodstuffs which can result in increasing inefficiencies in the
operations of the company (Tucker, Raymond Tucker and FMSL, 2017).
Appropriate leadership model to drive change and promote excellence-
In order to drive a change and promote excellence for the same in an organization,
transformational model of leadership is the best option for executing the change in the most
effective manner. Transformational leader communicates the meaning and needs for change to
the employees of the organization which can help in encouraging the employees in a more
effective manner, that results in easy execution of changes in the company. It is also beneficial
for the organization as it recognizes the existing needs and demands of the potential followers
through looking for potential motives in followers, seeking to satisfy higher needs. This
14
2019).
Advantages
Resolving complex problems: This leadership style can help Foodstuffs in solving the
complex problems of the organisation by a leader who can tap into the creative resource
around them with finding innovative new methods that can help in resolving the
inefficiencies in the organization in a more significant manner.
Improves relevant knowledge of teams and the leaders: In democratic leadership,
everyone is having the chance to share their experience and knowledge in order to
contribute something for improving the knowledge of others in the organization. This can
help foodstuffs in building developing knowledge of their employees which can lead to
more effective operations in the organization with the help of increased skills (McKeown
and Carey, 2015).
Disadvantages
It may cause disharmony if not executed effectively: The major aim of democratic
leadership is to provide an appropriate platform to each and everyone in the organisation.
Foodstuffs must consider that, In such a case if leader consistently considers only an
individuals opinion, can lead to demotivate other members of the team, because leaders
may not appreciate their ideas.
It may cause leaders in starting fence sitting: In democratic model of leadership,
everyone is provided with a chance to speak and put their opinion. This can lead to delay
in decision making of Foodstuffs which can result in increasing inefficiencies in the
operations of the company (Tucker, Raymond Tucker and FMSL, 2017).
Appropriate leadership model to drive change and promote excellence-
In order to drive a change and promote excellence for the same in an organization,
transformational model of leadership is the best option for executing the change in the most
effective manner. Transformational leader communicates the meaning and needs for change to
the employees of the organization which can help in encouraging the employees in a more
effective manner, that results in easy execution of changes in the company. It is also beneficial
for the organization as it recognizes the existing needs and demands of the potential followers
through looking for potential motives in followers, seeking to satisfy higher needs. This
14
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leadership style plays a significant role in reducing the expenses of the organization by retaining
employees and customers with the help of leader's ability. This results in saving the expenses of
hiring and training new employees which results in less turnover.
In my opinion, Foodstuffs can use transformational leadership in order to implement any
change as it helps in several aspects which includes individual growth and development,
increases performance, organizational development and change with a wider application, this can
help the company in executing the change in an effective manner. Transformational leaders also
influences the teams by motivating them through increasing self efficacy in followers, by
facilitating social identification within a group. I also feel that this model is responsive to change
which helps in executing the change in a more effective manner.
CONCLUSION
From the present report, it can be concluded that strategic human resource management
play a significant role in providing ideas for allocating resources of an organization to the most
capable employee, this also designs the foundation of an organization to achieve efficient
business benefits, structure, culture, employees value proposition with its effective
communication strategic plan for human resource management. Further this report concludes,
there are several strategies of human resource which helps an organization in achieving their
business objectives, these strategies can be classified into overarching HR strategy and specific
strategies, HR strategies includes aspects such as salary, benefits and perks, employee
engagement, etc. whereas specific HR strategies includes knowledge management, resourcing,
learning and developing, talent management, etc. Further this report concluded that there are two
major leadership models which are used by most of the organization in order to manage change
and execute it in an excellent manner, these models consist of transformational leadership and
democratic leadership. Lastly, this study concludes that transformational leadership is the most
effective method of leadership in order to execute a change in an organization as it have several
benefits which includes exceptional people skills and lowers turnover costs.
15
employees and customers with the help of leader's ability. This results in saving the expenses of
hiring and training new employees which results in less turnover.
In my opinion, Foodstuffs can use transformational leadership in order to implement any
change as it helps in several aspects which includes individual growth and development,
increases performance, organizational development and change with a wider application, this can
help the company in executing the change in an effective manner. Transformational leaders also
influences the teams by motivating them through increasing self efficacy in followers, by
facilitating social identification within a group. I also feel that this model is responsive to change
which helps in executing the change in a more effective manner.
CONCLUSION
From the present report, it can be concluded that strategic human resource management
play a significant role in providing ideas for allocating resources of an organization to the most
capable employee, this also designs the foundation of an organization to achieve efficient
business benefits, structure, culture, employees value proposition with its effective
communication strategic plan for human resource management. Further this report concludes,
there are several strategies of human resource which helps an organization in achieving their
business objectives, these strategies can be classified into overarching HR strategy and specific
strategies, HR strategies includes aspects such as salary, benefits and perks, employee
engagement, etc. whereas specific HR strategies includes knowledge management, resourcing,
learning and developing, talent management, etc. Further this report concluded that there are two
major leadership models which are used by most of the organization in order to manage change
and execute it in an excellent manner, these models consist of transformational leadership and
democratic leadership. Lastly, this study concludes that transformational leadership is the most
effective method of leadership in order to execute a change in an organization as it have several
benefits which includes exceptional people skills and lowers turnover costs.
15
REFERENCES
Books and Journals
Aga, D.A., Noorderhaven, N. and Vallejo, B., 2016. Transformational leadership and project
success: The mediating role of team-building. International Journal of Project
Management. 34(5). pp.806-818.
Anwaar, S., Nadeem, A.B. and Hassan, M., 2016. Critical assessment of the impact of HR
strategies on employees’ performance. Cogent Business & Management. 3(1).
p.1245939.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Banks, G. C. and et.al., 2016. A meta-analytic review of authentic and transformational
leadership: A test for redundancy. The Leadership Quarterly. 27(4). pp.634-652.
Boamah, S. A. and et.al., 2018. Effect of transformational leadership on job satisfaction and
patient safety outcomes. Nursing outlook. 66(2). pp.180-189.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35).
Routledge.
Cunningham, J., Salomone, J. and Wielgus, N., 2015. Project Management Leadership Style: A
Team Member Perspective. International Journal of Global Business. 8(2).
Eizaguirre, S. and Parés, M., 2019. Communities making social change from below. Social
innovation and democratic leadership in two disenfranchised neighbourhoods in
Barcelona. Urban Research & Practice. 12(2). pp.173-191.
Festing, M. and Schäfer, L., 2014. Generational challenges to talent management: A framework
for talent retention based on the psychological-contract perspective. Journal of World
Business. 49(2). pp.262-271.
García-Carbonell, N., Martín-Alcázar, F. and Sánchez-Gardey, G., 2016. The views of Spanish
HR managers on the role of internal communication in translating HR strategies into
HRM systems. European Management Journal. 34(3). pp.269-281.
Ghasabeh, M. S., Soosay, C. and Reaiche, C., 2015. The emerging role of transformational
leadership. The Journal of Developing Areas. 49(6). pp.459-467.
Ghinea, V. M. and Moroianu, M., 2016. HR strategy–necessity or fad for business
sustainability?. Management & Marketing. 11(2). pp.458-469.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Keep, E., 2014. Corporate training strategies: the vital component?. New Perspectives. pp.109-
125.
Khan, M. S. and et.al., 2015. The styles of leadership: A critical review. Public Policy and
Administration Research. 5(3). pp.87-92.
Lepak, D. P., Jiang, K. and Ployhart, R., 2017. HR strategy, structure, and architecture. A
research agenda for human resource management, pp.23-38.
McKeown, M. and Carey, L., 2015. Democratic leadership: a charming solution for nursing’s
legitimacy crisis. Journal of clinical nursing. 24(3-4). pp.315-317.
Nankervis and et.al., 2016. Human resource management: strategy and practice. Cengage AU.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. Cengage AU.
16
Books and Journals
Aga, D.A., Noorderhaven, N. and Vallejo, B., 2016. Transformational leadership and project
success: The mediating role of team-building. International Journal of Project
Management. 34(5). pp.806-818.
Anwaar, S., Nadeem, A.B. and Hassan, M., 2016. Critical assessment of the impact of HR
strategies on employees’ performance. Cogent Business & Management. 3(1).
p.1245939.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Banks, G. C. and et.al., 2016. A meta-analytic review of authentic and transformational
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<https://nscpolteksby.ac.id/ebook/files/Ebook/Business%20Administration/
ARMSTRONGS%20HANDBOOK%20OF%20HUMAN%20RESOURCE
%20MANAGEMENT%20PRACTICE/3%20-%20HR%20Strategies.pdf>.
Transformational Leadership Model, 2019 [Online] Available through
<https://managementstudyguide.com/transformational-leadership.htm>
17
biothiols. Chemical Society Reviews. 44(17). pp.6143-6160.
Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Oppong, N.Y., 2017. Exploring the importance of human resource activities-strategies
alignments: Interactive brainstorming groups approach. Cogent Business &
Management. 4(1). p.1273081.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Sirkova, M., Taha, V.A. and Ferencova, M., 2016. Management of hr processes in the specific
contexts of selected area. Polish Journal of Management Studies. 13(2). pp.142-152.
Tucker, R., Raymond Tucker, D. S. M. and FMSL, U., 2017. Democratic Leadership Preferred
by Male Student Athletes in Middle School Athletic Programs. Sport Journal.
Online
HR Strategies. 2018. [Online]. Available through :
<https://nscpolteksby.ac.id/ebook/files/Ebook/Business%20Administration/
ARMSTRONGS%20HANDBOOK%20OF%20HUMAN%20RESOURCE
%20MANAGEMENT%20PRACTICE/3%20-%20HR%20Strategies.pdf>.
Transformational Leadership Model, 2019 [Online] Available through
<https://managementstudyguide.com/transformational-leadership.htm>
17
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