STRATEGIC HUMAN RESOURCES MANAGEMENT.

STRATEGIC HUMAN
RESOURCES
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analyse key factors that influence the strategy of HR within organisation......................3
P2 Examine both internal and external factors that influence HR strategy and practices.....5
TASK 2............................................................................................................................................6
P3 Theories and concepts in relation to growth and development of strategic HRM............6
TASK 3............................................................................................................................................7
P4 Examine how change management models support HR strategy in application to relevant
organisational examples.........................................................................................................7
TASK 4............................................................................................................................................9
P5 Discuss how HR outcomes can be monitored/ measured and apply this to a specific
organisational situation...........................................................................................................9
P6 How effective HRM and development supports sustainable performance and growth in
order to meet organisational objective.................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCE.................................................................................................................................12

INTRODUCTION
Strategic human resources management is the base of any organisation for operating
business in order to get efficient and effective outcome. It includes all those activities & function
that affects the practices of strategic human resource management. SHRM refers to a connection
between human resources of company and their objective and strategic. The main purpose of
SHRM is to improve the performance of business as well as advanced the flexibility in
innovation with competitive advantage (Tsao and et.al., 2019). This report is based on
Sainsbury's organisation in order to understand all practice of SHRM. It is a multinational retail
industry which has second largest chain of supermarket in U.K, founded by John James in year
1869. They operate their business across globally with products of hypermarket/ superstore,
supermarket and convenience shop. This assignment will cover how external and contextual
development influence HR strategy as well as how changes model support HR strategy. Further
some theories and model is also used for the development and the growth of SHRM. At the end,
it will discussed about effective HR management and development in order to meet
organisational goal.
MAIN BODY
TASK 1
Determine key factors that influence the strategy of HR within organisation.
Strategic human resources management is a relation between human resources and
strategy & goal of company for enhancing the performance of business as well as for the
development of company culture that brings innovation and adopted flexibility with competitive
advantage. SHRM is a way of accepting and including the function and activities of human
resources with strategy as partner for the formulation and execution of organisational strategies
with the help of HR function that includes selecting, recruitment, training and performance
rewards (Dixit, 2019). In which there are several factors the influence the strategy of human
resource management and these are discussed below:
Recruitment of new employees- It bring many innovation and technology which may
helps company in gaining competitive advantage at marketplace. In context of Sainsbury, the
main role of HR manger is to recruit right candidate for correct position. This will raised the
responsibilities of manger to fill vacant seats so that company will be able to achieved all its

goal. Besides that it is very essential for them to develop policies or new members of company in
order to maintain the retention level.
Impact of globalisation- it is one of the most crucial factor that affects the HR strategies
of Sainsbury. If this organisation wants diversification in another nation that their mangers need
to develop new HR strategy or modify existing strategy as the working condition in each nation
is not same. In context of chosen organisation they need to require internation practices for
building manpower that is competent to operate business at global level. Strategies human
resource management gives compatibility in function and operation that influence the
productivity and profitability of company. Through effective SHRM it is easy to maintain
growth and development of company by gaining competitive advantage. In this relation the
critique is that globalisation created pressure on company to meet the demands of people
prevailing in various parts of globe.
Man machine collaboration- Adoption of new technology and tools at workplace bring
many insecurities to employees but its is necessary to take it in consideration for the growth and
development of firm. It is the duty of HR manger of Sainsbury to provides training and
development sessions to their employees on regular basis so that they will be able to deliver
appropriate services to their customers (Järlström, Saru and Vanhala, 2018). If the strategies is
devised in effective manners by considering the development and growth of each employees at
workplace then it will leads towards the enhancement of profitability of company.
Continuous improvement in productivity- For surviving in competitive market, it is
essential for company to make changes in their strategies related with productivity. This will aids
company to make effective strategies for a systematic running of operation. In context of
Sainsbury they also changes their strategies on continuously basis in order to fulfil the demands
of consumers. Along with this it will guide HR mangers towards gaining competitive advantage
which leads them to achieve their predetermined goal. Even if these changes may bring
complexities and clashes within company.
Workforce diversity- In current Morden era it is very important for firm to make man
power that posses different nature of individuals. This will aids management team in increasing
technological power for introducing innovative and unique product or services. In context of
Sainsbury, they make strategies which helps employees in performing allotted task in effective
manner. Sometimes HR mangers need to changes strategies according to the needs and

requirements of consumers for that can be possible with the helps of skilled and talented workers
of different cultured. Although it has its own benefits it has been seen that sometimes diversity
brings clashes and conflicts among staff members which creates inconsistency at workforce
within company.
The main challenges while implementing technology at larger scale is to make non
disruptive to consumers and to ensure it works first time. Along with that they have to take care
of training and supporting those employees who are going to running new technologies each
technology is piloted in few stores taking on board consumers and feedback before fill roll-out.
Analyse both internal and external factors that influence HR strategy and practices.
Human resources strategies and practices are used by company for operating business
smoothly at workplace. All strategies is devised on assumptions or forecast based with the aims
of fulfilling future goals of company (Sheikhaboumasoudi, Isfahani and Barzoki, 2019). In an
organisation both internal and external factors influence that strategy of HRM along with its
practices and this has been discussed below:
Internal factors
Organisational culture: It is the responsibility of HR manger to make effective strategy
in order to maintain the workforce environment. Organisation culture refers to a sum of total
values ethics, beliefs in an organisation. In which understanding all kinds of culture that presents
within company is necessary for HR manager to make effective policies and strategies. They
need to select that direction which aids them to maintain positive and healthy workforce
environment. In context of Sainsbury company, they celebrates everyone ability and
performance for provision motivation so that they will able to perform well within company.
Some time it would negative impact too due to jealousy factor among employees as top
performers are rewards and they are not so this creates negativity in company.
Workplace productivity- It is the main factor that affects the strategies made by HR
manger of Sainsbury. When company is not able to meet predetermined goal, that time,
management team faces challenges and for this need to change the or modify the current
strategies so that they will able to accomplished its objective(Mondy and Martocchio, 2016).
Required skill level – in order to meet organisational goal company needs to hire some
talented and skilled candidates for this management team of Sainsbury need to make effective
strategies according to the requirements and needs of company.

External factors-
Government policies- Every organisation run their business with the purpose of
earning profit. For which company need to follow some rules and regulation which is set by the
government. In which changes in political environment can affects the business and strategies of
company in many ways such as adoption of new law that belong to employment which changes
the strategy of termination and compensation within company (Korff, Biemann and Voelpel,
2017). In context of Sainsbury, they need to accept all laws and rules that introduce by
government for smooth running of business function. For instance after this pandemic
government enforce a new law that makes wearing a mask is compulsory for every one if they
are going outside. In context of Sainsbury, all staff members needs to wear mask otherwise they
will not able to perform their task and it become compulsory for everyone to put mask on shops
of England if they will not follow that then they their licence will be cancelled by government as
well as they will pay high rate of penalty due to rejection.
Technical advancement- Development of technology is an important factor for any
organisation in order to foster innovation. To adopt new technology, like latest version of smart
shop app, in which customer can use their smartphones to scan their shopping and then they go
and pay for it with the help of this app from anywhere in store using Apple pay. This offeres
opportunity to increse the profit margin of company along with sales. For this company needs to
change their current strategies as well as they need to offer some training and development
session to their workers for enhancing knowledge and skills of workers. Along with this it
changes the performance of employees and effective strategies aids company to maximize their
benefits by minimizing the problems. Adoption of new technology is directly proportional to the
enhancement of profit and sales that leads company to accomplish their goal within stipulated
time. And adoption of new technologies required huge amount of investment which adversely
affect the revenue of company.
In this developed world there are main three sector in which company provides its
product and services i.e. private, public and third sector. In which all these sector requires HR
practices within company but all of them faces some problem with regards to HR and these are
discussed below:
Recruitment – Company that faces challenges and difficulties is in recruitment of
appropriate candidates (Chowdhury, 2020). For this management team of Sainsbury need to

devise effective strategies related with hiring so that they will able to recruit right candidate for
filling vacant position.
Retention – For a company it is very important to maintain retention level of employees
as it saves time and money for recruiting new employees along with this new recruiter need
training and development sessions for developing advance skills or knowledge that is required
for performer specific task. For the same it is the dusty of HR manger to make strong strategies
related with the retention of staff members.
Discipline -In a company, it is essential to maintain discipline along with positive and
healthy workforce environment so that company will able to attain its predetermined goal
effectively. But most of the firms faces issues related with the discipline.
TASK 2
Theories and concepts in relation to growth and development of strategic HRM.
Strategic HRM is a connection between human resources and the strategies or goal of
company. It is a future orient5ed process for developing anf implementing HR programs which
address and solve business problem by contributing in long term business objectives. In which
the main aim is to adapt changes, flexibility, innovation and competitive advantage with the help
of making effective strategies. In context of chosen firm it has been analysed that Sainsbury
opted so many speculations and systems in order to increase operational efficiency for the
growth and development of company. In which some of methodologies are discussed underneath
which are as follows:
Performance management- It is an theory used by company in order to measure the
performance of employees. In context of Sainsbury they use this theory for assessing the
performance of each individual so that manger will able to determine that whether they are able
to meet their predetermined goal or not. For instance Sainsbury company have so many
employees in which they all need to perform various function and task for this it is important for
manger to check the performance of all employees whether they are following right path or not
(Analoui, 2017). This will aids company to identify the current status of their task which helps
them in making forecasting future strategies. Moreover the performance of employees is
encouraged or recognized in front of subordinates then this will motivates employees and
strengthen them to perform better for the development and growth of company.

The 540 performance appraisal- It is a procedure of appreciation in which worker get
reviews about their performance. These reviews can be given by given by self assessment, peer
group, higher authorities or superior subordinated. In context of Sainsbury, they opt this concept
to take review of each individual who are working within company. This will helps company to
judge performance of staff member along with in developing strategies of HRM for those
employees who need training and development session for improving skill and knowledge (Barik
and Pandey, 2016). Even though all these factors could lead to jealousy and insecurities among
those workers who don't receive got reviews and rewards as a part of this process.
Best fit & best practices- These are the concepts which are used for human resource
management. It reflects the close interrelation between strategic management & HRM. In
relevance of Sainsbury they uses best practices as their strategy in effective way.
E-recruitment- It can be defined as a tool that is used by company for recruiting
employee through online mode. It is a very commons method to fill vacant position in this
modern business environment. In context of Sainsbury they adopted this technology to hire
people from all over world so that they will be able to get different cultured people and this will
aid them to fulfil the demands of consumers by providing innovative and creative products. As
well as it also helps company in saving time which further assist in making effective strategic of
HRM yet this is an expensive process.
TASK 3
Evaluate how change management models support HR strategy in application to relevant
organisational examples.
Growth and development are important in field of HR because without them it is not
possible to accomplish goals & objectives in proper manner. In relation with Sainsbury,
manager of firm make assure that appropriate form of change management strategies are being
adopted so that it is easy to use strategies in effective manner. So, in relevance with chosen
entity, they uses Lewin Change management model with help of which they are able to
understand & examine the organisational change which assist in implementing HR strategy
appropriately. According to this model, it states that change is flexible in nature & encounter
several sages according to which it is adopted. It comprises of several components which are
discussed below-

Unfreeze change- It is first stage in which it depicts the urge or readiness to adapt the
change in within a entity. In context of chosen entity, they were also need a change in their use
of technology (Gupta and Tyagi, 2018). With this rapid changing technological era, it has
become important for businesses to adapt the changes in technologies, software hardware so that
effective & better results are achieved. It unpin the HR strategy because there when need for
change is identified, it become easy for human resource department to regulate new policies,
tactics for development of objectives.
Change- It is next aspect in which the unfrozen change actually is being at desired stage.
It is most critical & difficult one because it helps in the result of making changes is uncertain,
require time to get adjusted so that decisions are made easily. In relation with selected firm, they
made changes in their online & digital business by using more advanced tools. This supports
the HR strategy as it helps in working in different business environment situations which is
beneficial for business. At this aspect, it is essential to focus on adopted change so that goals are
accomplished properly.
Freeze- It is being considered as last aspect of change management model, in which it
reflects the process of adapting change which has been enacted. With help of this stage, it is
easy for employees to develop their confidence, ability to deal with new situations etc. It unpin
the HR strategy as through this, they are able to improve & implement new training development
programmes at workplace effectively (Macke and Genari, 2019). In relation with Sainsbury,
they have been active in use of technology with advanced Artificial intelligence.
ADKAR Change management model-
It is type of model in which reflects & guides goal oriented change & organisational
change. It depicts the five elements which are discussed below-
Awareness-
It is first step in which main aim is to understand the need & importance of change. In
relevance of Sainsbury, they have been aware about changes such as as change in management
policies of labour, employee, store layout.
Desire-
It reflects the the desire for change whether it is liable or not. Moreover, in context of
selected entity, they conduct a proper survey for desire of change in management.
Knowledge-

It is another important element in which it states that knowledge is required on how
change is to be done or applied. In context of chosen firm, they gain this knowledge by
brainstorming & group discussions.
Ability-
It is also important to be focused a because it reflects the ability to employee or
management to understand the change. In reference of chosen firm, employee in management
have ability to understand critical problems.
Reinforce change
This last component in which it reflects the degree up to which change is to be presented
for longer period of time. IN relevance of selected firm, they have longer reinforce of change.
After analysing above matter, it is stated that all explained components of model
supports HR strategy as it assists firm to implement & improve their level of tactics so that
better work efficiency level is achieved. Furthermore, change management models helps in
making effective decisions regarding the functions as well as operations of business. Also,
Kewin change management model is an most effective model which is adapted by company for
carrying out their strategies.
TASK 4
Discuss how HR outcomes can be monitored/ measured and apply this to a specific
organisational situation.
Human resources management are the backbone of firm who is able to support al the
major functions in most efficient manner. The outcomes of HR are necessary to be measured so
that further decisions are made properly. It is important to measure these so that correct future
decisions are made properly. In reference with chosen firm, they too adopted various types of
processes for measurement of outcomes. These can be monitored through many different ways
which are discussed below-
Key performance indicators- These are type of indicators which help in determining the
progress of a result which is achieved. They are mostly used by entities with aim of making
decisions, making of analytical strategies for development, improving the operational& strategic
functions or processes. In context of Sainsbury HR, they also use these indicators which assist
them in analysing as well as determining the performance level (Pattanayak and Sahoo, 2017).

There are various types of indicators such as Average Class Attendance, Profit margin, Average
daily attendance etc. By using these indicators it is easy to have appropriate analysis of progress
and outcomes of HR. KPI are most effectively adopted by entity as they provide appropriate
results.
10- c checklist of HRM- It is another way through performance & progress level is
measured & monitored. 10 -c checklist are types of principles in which ten c are involved which
are comprehensiveness, credibility, communication, cost effectiveness, congruence, control,
change, commitment, creativity, competence. These are some of the principles according to
which level of performance can be measured in most appropriate way. These principles assist in
determining the performance level of HR outcomes. These ten c principles are necessary to be
focused so that everything is done in correct manner. In context with selected entity, HR use
such principles which help them determining their progress level.
Performance management system- This is another way of measuring the progress level
of HR outcomes as in this it is considered as approach through companies aligned their, mission,
objectives goals, & other important resources. Through PMS, Sainsbury is able to examine the
progress ratio of outcomes. It is important to use this strategic approach in proper way so that
decision making process is carried out appropriately (Pattanayak, 2020). The superior s of firm
assures that PMS is used in such way that correct measurement is done of occurred outcomes.
Also, through this tracking of employee consistently progress can be measured. It is a
continuous process which is required to be carried out properly. It is time consuming process but
is effective which gives a appropriate level of results.
Thus, the above matter states that monitoring & measuring HR outcomes is crucial so
that it is to use resources of firm in most efficient way. It is responsibility of manager to ensure
that these are carried out in such a way that everything is done systematically. By using of these,
company is able to use their resources, skills, in appropriate manner. It depends upon enterprise
to select which type of measurement tools.
Discuss and evaluate effective HRM and development supports sustainable performance and
growth in order to meet organisational objective.
The terms sustainable refers to meeting needs and demands of individual without
compromising the ability of upcoming generation to fulfil their needs. In which sustainable
human resources management is a tool that is used to develop a workforce environment which

has trust, values, skills, innovation in order to achieve organisational goal / objective. For
keeping all these factors in sustainable way it is important to devise effective strategy of HRM. It
is also term as maintaining the role and function of HRM within company. In which there are so
many factors that helps company to maintain sustainable growth of company. In context of
Sainsbury, all factors of effective HRM is discussed below:
Employee consultation: It is ascertained that satisfaction of different need of workers
aids to encourage and motivate them within company is performance as a best factor to get better
result (Bawa, Jantan and Ali, 2020). For this HR mangers need to offers opportunity to
employees for taking part in decision making process this will aids both employees and company
to achieve their goal. This will acts as motivating factor and gives chances to company for
improving the performance of employees for accomplishment of organisational goal.
Development of skills- Designing various training and development session could leads
to sustainable growth of company as it provides opportunity to employees for enhancing their
skills and knowledge in order to introduce innovative products. The main purpose of HR manger
is to meet the demand of workers with the supply as well as hire to those people who are skilled
and talented for vacant position. It increases the motivation level of employees and makes sure
about smooth execution of appraisal process.
Another role of human resources managers is to maintain relation of each employee or in
another words to remove conflicts among employees that will gives strengthen to each
employees for performing task in effective manner and that will leads to sustainable growth and
development of firm. In which performance management is a tool that aids company to attend its
goal within stipulated time as it helps management team to remove gaps in process by taking
correct action in o0rder to device right decision and will that directly imparts in development of
sustainable growth of company.
In addition to this, chosen company can use effective strategy of human resource
planning with the purpose of prediction of current and staffing requirements by considering
effective and innovative technologies. For this mangers need to involve movement of employees
within company by assessing the behaviour of each individual at workplace.
HR development technologies
There are various techniques that are being used by chosen company for the development
of employees within company. Some of the techniques are discussed below:

Performance appraisal are given by managers of company for motivating employees so
that they will able to perform well with full dedication. This will aids company in attaining the
goal of company of retention of employee with development.
Feedback and grievances are taken by the supervisor of company from workers related
to opinions and views along with the problems that they faces during performing any task.
Performance counselling and coaching needs to be carried out for the measurement of
employee performance so that they will able to feel empowered and deliver best possible result
according to skills , knowledge and experience. This would implies to accomplishment of
organisational goal in effective manner.
From above discussed it has been analysed that all factors such as positive workforce
environment, employee consultation, better communication and coordination aids company to
achieve its predetermine goal within stipulated time (Pattanayak and Sahoo, 2017). As it is
necessary to adopt changes over a period of time in order to introduce innovative and creative
products and service at marketplace that will directly leads to sustainable growth and
development of organisation.
CONCLUSION
From above discussed report it has been analysed that strategies human resource
management aids company in numerous ways such as in increasing the profitability of company
along with growth and development in effective manner. The main responsibility of HR mangers
is to recruit and train those employee which are liable to perform all function in a systematist
approach. In this given report the studies which carried out is about the current development and
trends that affects the strategies of HRM within company. In human resources management both
internal and external factors affects the strategies of HRM in positive or negative both way.
Furthermore in this assignment it is also studied about effectiveness of HRM performance and
development which supports company in maintaining sustainable growth for meeting objective
of company.
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