Strategic Human Resources Management: Key Considerations and Evaluation

This report discusses the importance of Strategic Human Resource Management (SHRM) in achieving growth and development in an organization. It includes an analysis of key internal and external influences on HR function, evaluation of strategic and operational considerations, and how contemporary theory supports HR strategy. It also includes an individual strategic workforce plan for Tesco's talent management director.

Table of Content
Introduction ………………….………………………………………………………… pg
Part 1 Strategic decision making in an HR context for the success of
the overall organisation
…………………………………………………………………………….. pg
1.0 Aim, scope and purpose of the strategic workforce plan………………… pg
2.0 An analysis of the key internal and external influences on the HR function of
the
Organisation …………………………………………………………………………… pg
3.0 An evaluation of key strategic and operational considerations of
the organisation................................................................................................... pg
4.0 Contemporary theory must be linked to practice to demonstrate how this
supports HR strategy and meeting business objectives for meeting performance
and sustainable growth ……………………….…………………… pg
5.0 Conclusion ………………………………………………………………………. Pg
6.0 References ………………………………………………………………………. Pg
Part 2 Individual strategic workforce plan for
the organisation’s talent management director (this part will be
prepared on power point slides)
5.0 A critical evaluation of how change management models can support HR
strategy, including specific examples to support the case…………………… pg
6.0 Evaluation of how HR management can support sustainable business
performance and growth…………………………………………………………….. pg
7.0 How to monitor and evaluate the success of HR strategy in meeting
sustainable business objectives …………………………………………………. pg
8.0 Fully justified recommendation(s) for applying specific techniques for
monitoring an evaluating the potential impact of the workforce plan …….. pg
9.0 Conclusion ………………………………………………………………………. pg
10.0 References ……………………………………………………………………… pg

Introduction
Human Resource management plays a very important role in achieving growth and development
in an organization. Various strategies are prepared in order to handle any company's human
resource. Strategic Human Resource management's main objective is to improve performance
and identify needs of human resource to achieve objectives. It is related to create proper plans for
handling an individual in organization. The Organization which is selected for this Report is
Tesco. Tesco is known as biggest grocery and general merchandise Retailer in UK. The
Company was founded in 1919 in Welwyn Garden City, UK. The current report includes trends
and developments that influence an organization’s HR strategy in addition with external and
internal factors influencing HR practices. There is proper theory in reference to growth and
development in relation to HRM strategies. It also involves Change management models in
HRM Practices in addition to that how HR outcomes can be monitored to apply in organization’s
situation and how effective HR development and management can support growth and
sustainable development to achieve objectives in addition to this how SHRM is important to
achieve goal and productivity. Furthermore this report describes how SHRM is useful in
handling people within organization.
Part 1 Strategic decision making in an HR context for the success of
the overall organisation
Strategic Decision Making involves decisions relating to company's goals or missions and
evaluating pros and cons of situations and developing solutions to achieve goals. In current times
both HR management and firms realize how important decision making is for proper functioning
of organizations. The decision making process also impacts the overall success of organizations
as the decisions have direct impact on operations of company (Antonacopoulou, et. al., 2020).
All HR decisions have direct link with goals of companies and there is no organization where
HR functions that not operates. Strategic decisions are intended to provide competitive
advantage and provides scope to the company. It helps in formulating plan of action . There is a
Five-step model to develop strategic decisions -

1. Define The problem - It includes questions relating to main problem , objectives and solutions
to problems.
2. Gather Information - It involves gathering data and information from various stakeholders ,
constraints and available data.
3. Develop and Evaluate Options - It includes generating wide range of options and predicting
the consequences.
4. Choose Best Action - It includes factual data , emotional intelligence when deciding a course
of action.
5. Implement and Monitor the decision - It includes developing plans to implement through
various steps and allocating resources and timeline for implementation.
1.0 Aim, scope and purpose of the strategic workforce plan
The main aim of Strategic workforce plan is to constantly analyse and evaluate performance of
workers and preventing it from any ever changing needs of workforce. In addition to that it
involves strategies to ensure that right person are available for right job .The main purpose of
Strategic workforce plan is to design a process that can predict current and future needs of hiring
within an organisation.
Main purpose of strategic workforce planning is to design a process that can anticipate future and
current hiring needs that will ensure that organizations have sufficient amount of resources to
meet organizational goals (Galli, B. J., 2019).The plan is created through use of business
analytics and input from HR Resulting in creating a strategic plan to meet desired goals and it
will help to build an organization across various levels with right skills in right positions for
Higher return on investment.
Workforce has a wider scope in an organization as it matches duration of plan with
organization's strategy and analysis of elements of contract deliverables .
2.0 An analysis of the key internal and external influences on the HR function of
the Organisation

HR department plays a significant role in areas related to employee , labor relations and
workforce planning , training etc. It may not be involved in production of goods but it plays a
vital role in success of organization and comprises of things that are not present within the
organization yet can affect its working (Khandelwal, A. K. and Krishna, A., 2021).
HR practices involve internal and external factors which are given below:
Internal Factors
Use of Technology -
One of the internal factors includes Technology use that affects HR department and management
of company. In order to achieve more growth and free up some time use of online employee
management can help in reducing workload and areas like training and recruitment could be
more focused.
Organization’s Culture:
Another internal factor that helps in shaping human resource management strategies is its
Company's culture. Culture is collection of expectations, practices and values that guides
members within an organization. The culture of organization includes two elements abstract and
material elements.
Marketing Strategies -
Development of new product and entry in new market requires neccessary changes to structure
of organization and recruitment of new sales team. These strategies can have a direct impact on
workforce planning (Knezović, E., 2018).
External Factors -
Political and Legal Factors -
Legislation on areas such as employment rights and maximum working time can directly impact
on workforce planning and remuneration.

Social Factors -
It includes factors such as personality, behavior of person working in an organization. This factor
influences managing HR practices within an organization. In context to Tesco, the HR managers
focus on adopting such kind of strategies to maintain subordinate in proper way.
Technological Factor -
It’s very important to adopt and implement technology for maintaining information of human
resource. In today's time a company cannot function properly without use of latest technology.
They need it for growth and development of organization (Rifa, M., 2019). In context to Tesco,
the HR department focus on adopting latest technology to undertake plans related to HR.
3.0 An evaluation of key strategic and operational considerations of
the organisation
HRM is a method to evaluate strategies and to maintain interconnection with human resources of
organization’s regulations. Human Resource management allows organization to gain
competitive advantage and address various inconveniences and challenges in workplace. It
solves all problems and help workers to result in better and creative strategy procedures. There
are various factors that are evaluated in any organization which includes, transparent
communication, collaborative and inclusive process and commit to making changes. Strategic
plans helps in developing and executing a plan for business success and includes guidelines for
primary planning. Main primary considerations include financial strength, competitive advantage
and human resources.
4.0 Contemporary theory must be linked to practice to demonstrate how this
supports HR strategy and meeting business objectives for meeting performance
and sustainable growth
HRM theory came into introduction with the Harvard School Harvard Analytic Framework in
1980. In the early 1900 , factor machinery was established to minimize labor costs and in order
to manage employees and responsibilities relating to workers relations , communication , job
division and control methods.
Contingency theory -

This theory demonstrates various factors such as size, age of business, technology, degree of
unionization, placement between relevant dependent and independent variable. It suggests
possible relationships between HRM elements and performance indicators between contingency
factors and HRM parameters. In addition to this it allows organization to handle any challenges
(Stewart, G. L. and Brown, K.G., 2019). In contingency theory it is assumed that management of
human resources is not recognized generally. Therefore, managers must behave internally and
externally according to environmental circumstances.
Human capital theory -
According to this theory, education helps in increasing knowledge and person's competence that
helps in increasing earing of subordinate. Therefore training enhances efficiency of a person that
helps in transforming human resource like capital of organization. In reference to Tesco, HR
managers focus on providing essential training program for employees.
On the basis of above discussion, there are different theories like organization behavior and
motivation used by organizations for increasing success and development of Human Resource.
Organizational Behavioral Theory -
This theory is connected with study of attitude and behavior of person and group within
organizations. There are various subordinates to perform work but it can differ in behavior with
one another thus organization must be connected with study of individual's attitude within an
organization (Stoyanova and et. al., 2019). It defines the method by which subordinate interact
with each other. In reference to Tesco , they uses this theory to understand behavior of
subordinates.
5.0 Conclusion
By evaluating the above report, it can be concluded that SHRM plays an important role in
regulating several activities of business enterprises. It includes taking into consideration several
models and theories in the process which initiate better and effective growth of an organizational
firm within its resources and marketplace. In addition to this, managers of given firm could also

pursue to their respective company's sustainable goals which adds value towards goodwill of
respective corporate.
6.0 References
REFERENCES
Books & Journal:
Antonacopoulou and et. al., 2020. Professional Ineptitude: The Strategic
Galli, B. J., 2019. How Can Human Resource Management Help the Theory of Constraints.
International Journal of
Khandelwal, A. K. and Krishna, A., 2021. Strategic Human Capital Management Governance.
Transformational
Knezović, E., 2018. THE INFLUENCE OF STRATEGIC HR PRACTICES ON
ORGANIZATIONAL
Leadership in Banking: Challenges of Governance, Leadership and HR in a Digital and
Disruptive World, p.101.
No. 1, p. 13940). Briarcliff Manor, NY 10510: Academy of Management.
PERFORMANCE IN MICRO COMPANIES. Economic Review: Journal of Economics &
Business/Ekonomska
personnel Development of industry Companies. Academy of Strategic Management Journal,
18(3). pp.1-6.
Revija: Casopis za Ekonomiju i Biznis, 16(2).
Rifa, M., 2019. Strategic compensation: A human resource management approach of IDLC
Finance Limited.
Role of Human Resource Management in Crisis Prevention. In Academy of Management
Proceedings (Vol. 2020,
Stewart, G. L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Stoyanova and et. al2019. Strategic Management of the
Strategic Engineering (IJoSE), 2(1). pp.1-13.

Part 2 Individual strategic workforce plan for
the organisation’s talent management director
Individual strategic workforce planning refers to developing an effective plan to ensure that an
organization has capable individual in the right job at the right time for optimal performance of a
business (Ghosh and et. al., 2020). It involves various steps to be developed and assists an
organization to have an effective workforce and avoid overstaffing or understaffing (Albats,
Fiegenbaum and Cunningham ., 2018). The various steps to develop individual workforce plan
for TESCO’s talent management is given below:
Consider long-term goals:
The talent management at TESCO need to effectively identify their overall organizational
goals before developing a workforce plan to keep employee’s aligned with business objectives.
Analyze current workforce:
The current workforce of TESCO needs to be analyzed by talent management to identify
current workforce performance and what the organization requires to enhance its performance.

Find future skills gaps:
The talent management after analyzing its workforce has to determine its future skills
gaps to ensure they can hire capable individuals in their organization as previous employee’s
leave.
Prepare for different scenarios:
The talent management at TESCO needs to anticipate various scenarios in order to come
up with combination of attributes such as retiring and re-skilling to avoid large lay-offs in future.
Company culture:
The talent management at TESCO needs to make sure that it understand it organizational
culture as it has a huge impact on corporate values and need to be considered while developing
workforce plan.
Monitor and adapt:
The talent management needs to monitor the workforce strategic plan in order to ensure it
performance optimally and efficiently. Moreover, that the management is able to have the ability
to adapt relative to future situations to avoid any hindrances.
1.0 A critical evaluation of how change management models can support HR
strategy, including specific examples to support the case
The change management is a systematic method that assistant an organization to implement
change in management, tools and overall resources. It consists of selecting, adopting and
identifying changes relative to business environment through business strategies, structure,
methods and technology (Akpenyi and et. al., 2019). To understand the change management that

promotes HR strategy in context to TESCO the Kotter’s change management tool is used and
elaborated below:
Kotter’s change management:
It is among the most recognized change management theory which consists of eight stages, each
stage focuses on the reaction of employees relative to change (Roper ., 2019).
Increase urgency:
The management at TESCO needs to involve employees in its process of decision
making and strategic planning in order to instill a sense of urgency among employees to work
towards organizational goals.
Build guiding team:
The management at TESCO needs to identify the correct set of talents and individuals in
order to develop an effective team within the business essential for a changing organization to
ensure efficiency.
Develop the vision:

It is important for the management at TESCO not to just plan but rather focus on
innovations and sentiments along with objective of employees as well to develop a vision for
effective management change.
Communication:
In order for the management at TESCO to promote change it has to communicate clearly
and effectively with its employees. This will assist with employees being aligned with
organizations objectives and core values.
Empower action:
The management at TESCO has to focus eliminating hindrances by building an effective
feedback form employees in order to understand their perspective on changes being made. This
will help instill harmony within the workforce.
Create short-term wins:
The management at TESCO has to pay emphasis on shot term winds rather than the final
and focus on small accomplishments in order to keep the moral of employees high which helps
in effective change.
Implementing transformation:
It is vital for the management to strengthen and transform a portion of their
organizational culture as it will help the employees to adapt to their new conditions and keep
effectiveness in the workforce.
Don’t give up:

It is crucial for the management at TESCO to be patient as changes take time and barriers
are inevitable. This makes it vital to be persistent during the process for it to be effective and
optimal in its functioning.
2.0 Evaluation of how HR management can support sustainable business
performance and growth
It is vital for every business to achieve sustainable growth for enhanced performance. The HR
management and workforce planning pay a key role in influencing growth and performance of
the business (Chappell and et. al., 2021). It is the primary function of HR management to hire
capable individuals and retain them for the long-term. The impact of HR management on
performance and growth in contest of TESCO is mentioned below:
Hire to value and invest:
It is crucial for the management at TESCO to hire capable and valued individual for their
organization to fit values of innovation, compassion and establishing an effective team-spirit as it
will assist them in increasing their retention rates and build potential leaders which are important
for a sustainable business.

Promote from within:
The management at TESCO in order to promote growth and performance within its
organization has to determine whether to promote employees from within the business for new
and higher positions or hire new capable employees. This is important as investing in employees
is vital for a sustainable business.
Create a long-term leadership solution:
The management at TESCO needs to focus on creating long-term leadership solutions as
it is an essential way HR can provide support for sustainable growth and performance of a
business. The long-term leadership solution will allow in establishing a talent pool to bring
valuable employees within the organization.
7.0 How to monitor and evaluate the success of HR strategy in meeting
sustainable business objectives
It is crucial of any business to monitor and evaluate the success of its HR strategy by measuring
its effectiveness through KPIs. The KPI is a quantitive indicator that help is assessing the
effectiveness of a corporation in attending its vital objectives. The HR KPIs are help a business
to reflect upon its performance relative to is HR strategy and to determine its impact on the
overall organization (Den Hertog ., 2019). Given below are few HR KPIs in context to TESCO,
which can assist the HR managers of the company to measure and evaluate HR strategy:

Benefits satisfaction:
This KPI can assist HR managers at TESCO to monitor and evaluate their employee’s
level of satisfaction through survey and help the organization to reduce its overall turnover rate.
Employee productivity rate:
This KPI is difficult to measure but will assist the HR manager at TESCO to evaluate the
capacity of growth in terms of production of human capital for effectiveness.
Employee engagement rate:
This KPI will enable the HR managers at TESCO to effectively monitor and evaluate
employee’s engagement relative to their productivity, performance along with assistance in
reducing turnover.
Absence rate:

This KPI will assist the HR managers at TESCO to monitor and evaluate is HR strategy
by effectively identifying their employees absence rate for better utilization of financial
resources of the organization.
8.0 Fully justified recommendation(s) for applying specific techniques for
monitoring an evaluating the potential impact of the workforce plan
There are various impacts of effective monitoring and evaluating on the workforce plan of a
business. This helps a business to bring efficiency and productivity in operations of an
organization (Diaz‐Carrion , López‐Fernández and Romero‐Fernandez ., 2020). Moreover it
leads to sustainable growth and performance in the long run. Given below are justified
recommendations for applying specific techniques to monitor and evaluate the potential impact
of the workforce plan in context to TESCO:
Track progress:

The HR managers at TESCO will have the ability to track their overall progress through
effective KPIs which will enable them to understand if any changes need to be introduced if their
progress is declining.
Examine organizational health:
The KPIs will assist the HR managers at TESCO to develop an efficient workforce plan
which will help the management to evaluate health of the organization and determine if it is able
to achieve its goals and objectives.
Identify new risk:
The HR managers by utilizing KPIs will be able to identify threats in an effective manner
by evaluating and analyzing the overall performance of their employees. This will assist them in
preparing for different scenarios for workforce planning.
Adapt to changes:
The KPIs will help the HR managers at TESCO to develop an effective and efficient
workforce plan which will be able to adapt to dynamic business environment. Moreover, it will
help them in monitor and evaluate the functioning of their developed workforce plan in an
optimal manner to ensure sustainable growth and high performance of the company.
9.0 Conclusion

Moreover, how HRM enables a business to be sustainable relative to its growth and performance
in the long-run. In addition to this it was also observed how KPIs help HRM to monitor and
evaluating the HR strategies in order to ensure that their strategies are in line with organizations
goals and objectives. Furthermore, it helps in establishing that workforce plan is optimal in its
functioning within the company.
10.0 References
REFERENCES
Books and Journals:

den Hertog, C., 2019. An Implementation Framework for Integrated Planning
Transformations. Journal of Business Forecasting, 38(2).
Diaz‐Carrion, R., López‐Fernández, M. and Romero‐Fernandez, P.M., 2020. Sustainable human
resource management and employee engagement: A holistic assessment
instrument. Corporate Social Responsibility and Environmental Management, 27(4),
pp.1749-1760.
Ghosh and et. al., 2020. Maximising profitability of quaternary sector organisations through
workforce optimisation. Benchmarking: An International Journal.
Roper, I., 2019. Critical Issues in Human Resource Management: Contemporary Perspectives.
Red Globe Press.
Ying, F., Tookey, J. and Seadon, J., 2018. Measuring the invisible: A key performance indicator
for managing construction logistics performance. Benchmarking: An International
Journal.