Strategic Human Resource Management Solved Assignment (Doc)
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Added on 2019-12-03
Strategic Human Resource Management Solved Assignment (Doc)
Added on 2019-12-03
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Strategic Human Resource Management
Table of ContentsINTRODUCTION...........................................................................................................................11. Assessing the role and Priorities of the HR functions.............................................................12. Analyzing the different internal and external influences on HR functions.............................23. The changes in the organization and its impact on the structure of HR functions..................4CONCLUSION................................................................................................................................5REFERENCES................................................................................................................................6
INTRODUCTIONStrategic human resource management is an approach of managing human resourceswhich supports the long term goals and objectives of a business and result as a strategicframework (Lewis and Heckman, 2006). The present report is based on a case scenario ofDebenhams which is a well established global retail chain based in UK. This report will presentthe challenges and issues facing the management of people at workplaces with the application ofvarious strategic human resource management models, theories and approaches and the impactof strategic approach to people management in organizations. The study will compare thetheories and practices adopted by Debenhams with Marks and Spencer in order to analyse thecompetitive evaluation of the companies in the current business scenario. 1. Assessing the role and Priorities of the HR functionsWith regards to the changing environment and nature of work, the roles and priorities ofHR functions are also changing. Currently, the priorities of HR functions in different businessvaries as per their policies and procedures. The major priorities of fashion retail industries are asfollows,Talent management:HRM is a large area that displays the particular strengths in criticalissues such as talent management and recruiting the right talent in the organization.(Katou and Budhwar, 2006). The enhancement in employees performance increase therevenue and profitability of the firm. With the help of talent management the HRdepartment of Debenhams can inspire and retain the talented employees who are givingstrong contribution to the organization by their effective performance in their workcriteria. Apart from developing the current workforce retaining the right talent inorganization is also a strategic priority of Hr department in Debenhams. M&S hasadopted talent management as the integral part of the business operations. The companyhas efficiently analyzed the significance of competitive workforce thus has adopted thepractice of talent management as integral part of HR functions. Learning and development: The HR department of retail units is focused on providingeffective learning and development to its staff. Firms focus on the learning capability ofits workforce by training and development programs. The HR department ensures thatemployees are getting effective training and training provided to them is developing their1
skills, knowledge and capabilities. It is recommended that development of skills,knowledge and capabilities is essential to survive in today's competitive businessenvironment. Thereby, the focal point of HR managers in Debenhams is to train theindividual employee by providing them diversified subject knowledge and enhance theirskills. The learning and development of workforce will enhance the global knowledgeand competency of its employees which will result as a competitive advantage for thecited firm. The company focuses on continuous development of the employees in order todevelop a competitive workforce. M&S on the other hand has created an effective andinfluential measures of training and developing its employees by both traditional andmodern means of development. The company employs freshers and experienced peoplewithin the business and to bring them at par it provides varied form of training such as onthe job training, coaching and mentoring as well. In order to infuse innovation andcreativity within the business M&S develops special workshops to enhance skills of itspeople. Succession planning: This is the process of planning and developing of internalemployees of the company for the prospective and eligible position or career within thecompany. This helps the business in analyzing the talent of the employees and planningtheir short and long term goals in order to enhance business development. This measureshas helped Debenhams in developing a well trained and groomed term of people workingfor the growth and development of the company (Aycan, 2005). This has helped thecompany in motivating employees and retaining the experiences team of employeeswithin the company. On contrary to this M&S has not adopted this as HR functionpriority. The company believes that this policy is time consuming and demands effectiveplanning which demands high investment in terms of time and resources. This hasresulted in reducing the retention rate of the experienced employees of the companies.Succession planning will help M&S in managing and maintaining the skilled andexperienced team of employees for the company. Career development: This is a continuous and ongoing process for the business unitwhich helps the companies in creating wide opportunities of growth and development forthe employees. This measures creates effective means of training and developmentopportunities for employees to enhance their growth measures within the company. This2
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