Strategic HR Management in VUCA Environments

This assignment delves into the critical role of human resource departments as strategic players in organizations, especially in volatile, uncertain, complex, and ambiguous (VUCA) environments. Students are tasked with analyzing various references provided, which include books, journals, and online sources, to understand how HR management can effectively navigate VUCA worlds. The assignment aims to evaluate students' understanding of strategic HRM principles and their application in dynamic organizational landscapes.

Strategic Human
Resources
Management

TABLE OF CONTENTS
1. Use of Job Profile Template to develop and design a chosen job profile..........................1
2. Justification with literature support on how the appropriate matching of job profile to the
job and company culture is able to help the company achieve strong competitive advantages
from its human resources within today’s global VUCA environment...................................2
REFERENCES................................................................................................................................8

1. Use of Job Profile Template to develop and design a chosen job profile
Position- HR Executive Level: Middle Nature of Job: TE / Lead manage
Competencies-Job Fit
Culture-Job Fit Profile
Technical Individual Life Cycle Interpersonal Personal
attributes
Yin vs yang
Microsoft
office, excel
knowledge is
mandatory
 HR trainee
 HR assistant
 HR Associate
 HR Analyst
 Recruiter
 HR Manager
 Employment
Manager
Ability to hold
candidate, follow-
ups,
fluency in English
Leadership,
Problem
solving,
Communicati
on, Ethical
Yin team-
Performance of
employees should
be enhanced,
Annual goals
should be
stretched, ways to
improve
productivity,
Engagement
initiatives
Yang team- Able
to analyze data
given by yin
team, employee
welfare activities,
proper
relationship
between manager
and employees.
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Balance between
Yin and yang.
2. Justification with literature support on how the appropriate matching of job profile to the job
and company culture is able to help the company achieve strong competitive advantages
from its human resources within today’s global VUCA environment
Strategic human resources management is the help of companies they need of their
employees is promoting to company goals. It is the practice of attracting, developing, rewarding
and retaining employees. Strategic human resources management is the proactive management of
people. It is the branch of human resources management and important of HRM is an important
role in the success of an organization (Buller and McEvoy, 2012). Human resources management
developing the quality of the firm. It is the managing of people effectively for performance. HR
strategy is one of the most important aspect of the business. It consists of human resource
components such as discipline, hiring and payroll and for retention it involves working with
members in team or collaborative manner. For employees and employer, quality of work
experience is improved and mutual benefit of employment is maximized.
VUCA environment is basically used to define extreme conditions of Iraq and Afghanistan
by the American army and is now used for defining the market conditions of today’s
unpredictable world with several number of changes continuously taking place in the market.
This in turn influence the choice of users and necessitate the organisations to build such effective
strategies that in turn assist them to meet such changing requirement of the clients and users.
This depicts a very crucial role of employees who operates in such unstable market that requires
them to fulfil the fluctuating needs of their customers. It thereby reflects a very considerate role
of HR to build such effective strategies that in turn assists them to hire capable workers to meet
the deviating demands of their clients in the best possible manner. By which, they cannot only
improve their position in the market and enhance their band image, but are also assured to gain a
contending benefit in the market.
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Human resources is the management of the human resources. It is the responsibility for
managing resources is related to the employees. Helping team work to their maximum potential
and achieving the goals. Human resource includes job analysis, planning, recruiting, hiring,
managing on organization employees. Employees is the assets of the company human resources
management is employees manage. Organization success depends on the manages its resources
so including human resources (Daley, 2012). HRM helps the organization of the employment.
The employment cycle is press selection, selection, and post selection. Pres selection involve
planning of the future job openings and qualification of the jobs. Selection includes recruiting
application, qualification assessing and the most selection qualified. Post selection HRM
personal attempts to the performance and satisfaction of employees is necessary knowledge,
skills and working conditions to achieve the organization goals.
Its common practice for an organization maintain a competitive advantage. In the
marketplace its position to maintained. Eff managing their human resources. Competitive
advantages organization succeed must gain and maintain an edge over in the marketplace
develop and advantage or superior position. Human resources can be strategic and organization
help achieve competitive advantages. HRM practice of an organization important source of the
competitive advantage (Guest, 2011). Effect of the HRM practice enhance a firm competitive
advantages and the created through a direct or indirect path. HRM practice lead of the employee
outcomes of competence, motivation and work related attitudes of job satisfaction. To create a
competitive advantage but another is over a period of time. Easily limited can be strategic and
the advantages minimized or lost. Human resource management's strategic approach includes
assessing the environment of organization and mission, formulates the company's business
strategy, human resource requirements are assessed on the basis of intended strategy and current
inventory of human resources is compared in terms of numbers.
The organization must make the distinction between process capabilities and resources
stock. The help to make an analytical human capital management and human resources
advantages. The impact of the human resources management o competitive advantages the cost
and productivity of employees the influence of human resources practice. Employees cost and
productivity a large variety of factors determine. Choose the compete the lowest price on the
market to ensure that operating expensive low as a possible to maximize profits. Firms can to
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analyze they use their ability to motivate employees to gain and sustain competitive advantages
(Keegan, Ringhofer and Huemann, 2018). Increased aggregate motivation the need to compare
the performance the cost of increasing aggregate motivation. Human resources practice at the
employee’s motivation successfully and less costly the analyze under the conditions motivational
rents can be source of competitive advantage. The source of competitive advantage is operational
effectiveness. Employees skilled the ways to reduce internal cost and increasing operating
margins. Human resources department to recruit the best employees and effective training
programs successfully retention programs company a competitive advantage. In professional of
HR the kind of the skills and experience they bring a job. Importance of human resources as
source of competitive advantages.
Human resources practices is the process of development of employee’s knowledge and
the skill set across the organization to promote. The support and maintain its competitive
advantage in the organizational effectiveness by high performance on organization. HRM
strategic is new template in the management of the modern organization the concept of the most
valuable assets an organization (Kidwell, Eddleston and Kellermanns, 2018). HR is the tool that
is responsible for the coordination and implementation of other factors of production that
corporate performance journals. The main asset of organization lies in people. Customer
satisfaction, quality, productivity and image of a company is totally depending upon training,
motivation and coordination of staff.
Business strategy adopts by an organization is meant to showcase to succeed by the using
factors of production at its disposal to build a competitive advantage. Business strategy helps to
identify the direction that the organization wishes to go in relation to its environment. Human
resources strategies manage human resources so that goals set by the organization can be
achieved (Bawany, 2016). The focus is directed on the business intentions they related to human
resources policies and practices. Human resource is spread across the organization units and
department, motivated, managed and retained affect the performance after the business strategy
has been implemented. Business strategy and human resource practice the relationship would
determine the organization competitive and performance outcome.
They relation between human resources strategy and business strategy is a human
resources management practices an organization development. Aspect of the relation is the
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across the board acceptance that an organization human resources management practices have
link to the firm’s decision making process. HR practices be closely aligned with the strategy of
the whole business (Luthans and Doh, 2018). The company' s action plan to align human
resource management with strategic business objectives so this helps in achieving competitive
advantage through skilled labor and it is also based on organizational effectiveness by high
performance on close relationship between human resource department and line managers.
Alignment is most essential for the success of every company or business.
Organization are trying to create as much competitive in the market human resources
reaching to manage in achieving organizational performance required. Some of the goals are cost
reduction, achieving sales level, increasing the number of customer, increasing the market
percentage, increasing product quality, innovation products, improve productivity. Human
resources playing an important role in achieving these performance indicators. Organization
realized that expectations required from employees and show their skills be motivated and
behave in the manner required by the organization to achieve performance (Lau, 2017). Strategic
HRM is process of human resource management the organization that its integrated with the
organization overall strategy. The organization having employees with the right skills and
putting them in position according the level of their qualification and skills. Its related
achievement of the objective required by the organization. The achieving organization
performance is result for the behavior of the employees. Policies and practices of the
organization motivated employees they give impact on organization performance. Human
resources planning, recruitment, selection, training and developing. Organization performance
will have impacts from strategies management of human resources. They change their
performance thought strategies management of human resources.
High performance team is more than a group of people together work. Its group of people
share a common vision, goals, metrics and collaborate, challenging and hold each other. Solid
teams the foundation of high performance organization and developing team is an effort that
requires serious effort and discipline. Step by step they walk a team a process to take
responsibility to become high performance team that takes full responsibility of their business
results (Kasemsap, 2018). When the focus the attention on the stable stage. They should take the
time and carefully select team members because the do it they should stick with them through
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thick and thin. High performance team people are highly skilled and able to the interchange their
roles. Leadership the team is not vested in single individual. High performance team have
methods of resolving conflict efficiently so that does not become to achieving team goals. There
is a sense of clear focus and intense energy a high performance team.
Human resources function is planning, staffing, employee development and employee
maintenance and it also provides labor law compliance, record keeping, training, compensation,
relational assistance and hiring which helps in handling specific issues which are related to
performance. Human resources management is all about increasing employee performance to
their highest level corresponding their role in the organization (Lawrence, 2014). Every
organization is made of people HRM is all about acquiring service of people, developing their
skills, motivating them to foremost level and making sure they continuous to maintain their
commitment towards the organization. HRM is the management of employees from recruitment
to retirement. They many function of human resources management is the five major function is
recruitment and selection, orientation, maintain good working conditions, managing employee’s
relations, and training and development.
Human resources management is to evaluate the organization performance is infused by
the way employees are managed. They support this assessment various measures have been
taken in human resources practices they have been found to improve employee effectiveness and
the expect high level of organizational performance. These measures include high performance
work team. That organization can achieve high performance by adopting practices the recognize
and leverage employee’s ability to create value (Francis and Keegan, 2006). High performance
work practice may increase organizational effectiveness by creating conditions employees
become highly involved in the organization. Operational effectiveness consists of company's
services, performance and productivity and areas of improvement.
Policy is a formal statement of a principle or rule that member of an organization must
follow. Easy policy addresses an issue important to the organization mission or operations. HR
principles and HR strategy provide guideline and support in the practical implementation of HR
policy. HR principles are permanent corporate policies and guidelines for practical human
resource issue. HR strategy define HR management goals, critical success factors. HR policies
related to Attendance, Behavior, requests and safety. In attendance company policies which go
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beyond mandating that employees show up on time (Cascio, 2018). Sometimes employees sue
some companies on basis of behavior of non-managed staff members, even the organization is
not aware of such offensive behavior. Managers have many levels of responsibility based on
harassment laws and discrimination. Some companies have procedures for reimbursement of
purchase, travel expense and some personal time off requests. Safety is the most vital policy of
any top organization, to maximize security of assets, employees and customers, companies
institute security and safety policies. They cover some major areas like fire prevention and
response, storing materials, medical emergencies, limiting facility access and protecting
computer data responding to the intruder.
As human resource management gives importance on the need of organization by
developing needs of the employees. It usually depends on its people because the skills are
contributed for achieving its business objectives. Every employee has a valuable role in the
company. The focus is on helping all individuals to work as a team. The workforce planning is
playing a lead role in strategic process, which gives path to long term need of the company.
Personal development plans always enable individual to grow both personally and professionally
within the company (Keegan, Ringhofer and Huemann, 2018). It helps in creating a distinct and
vital competitive advantage through choosing or selecting developed truly motivated and most
skilled staff who are able to perform at top levels. The qualifications of the workforce have
altered with changing scenario. There has been a shift in requirement of workforce from
traditional management to human resource management. Human resource departments has
become all the most essential and have emerged as the strategic players of the business or
organization. Organisations who set up a new position whose jobs were to keep an eye on
employee’s welfare and underlined profile is for that job position only.
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REFERENCES
Books & Journal
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Francis, H. and Keegan, A., 2006. The changing face of HRM: in search of balance. Human
Resource management journal. 6(3). pp.231-249.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1) . pp.3-13.
Kasemsap, K., 2018. Promoting strategic human resource management, organizational learning,
and knowledge management in modern organizations. In Encyclopedia of Information Science
and Technology, Fourth Edition (pp. 4347-4357). IGI Global.
Keegan, A., Ringhofer, C. and Huemann, M., 2018. Human resource management and project
based organizing: Fertile ground, missed opportunities and prospects for closer
connections. International Journal of Project Management. 36(1). pp.121-133.
Kidwell, R.E., Eddleston, K.A. and Kellermanns, F.W., 2018. Learning bad habits across
generations: How negative imprints affect human resource management in the family
firm. Human Resource Management Review. 28(1). pp.5-17.
Luthans, F. and Doh, J.P., 2018. International management: Culture, strategy, and behavior.
McGraw-Hill.
Online
Bawany, S., 2016. Leading in a VUCA World. [Online]. Available through:
<https://www.executivedevelopment.com/leading-vuca-world/>.
Lau, E., 2017. How To Maximise Your Leadership Impact In A V.U.C.A World. [Online].
Available through: <https://leaderonomics.com/business/maximise-leadership-vuca-world>.
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Lawrence, K., 2014. Leadership Development in a VUCA Environment. [Online]. Available
through: <http://execdev.kenan-flagler.unc.edu/blog/leadership-development-in-a-vuca-
environment>.
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