Strategic Human Resources Management

STRATEGIC HUMAN
RESOURCES
MANAGEMENT

TABLE OF CONTENT
INTRODCTION..............................................................................................................................3
MAIN BODY..................................................................................................................................3
LO1..................................................................................................................................................3
Key current trends and developments influencing HR strategy..................................................3
External and internal factors influencing HR strategies and practice..........................................4
LO 2.................................................................................................................................................5
Theories and concepts relating to growth and development of strategic HRM..........................5
L0 3..................................................................................................................................................7
Change Management Strategies to Support HR Practices...........................................................7
LO 4.................................................................................................................................................8
Measuring and Monitoring HR Practices....................................................................................8
Influence of HR Management for Sustainable Development for Growth.................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODCTION
Strategic human resource management can be understood as one of the most important
business function within company which enables in gaining high effective functional paradigms
of all human capital working within all departments and how the various changes can be brought
with innovation and higher creative thinking. Tourism and hospitality industries are going under
huge changes within its HR practices to productively leverage best human assets who are skilled
and effective in delivering best customer satisfaction services. The report explains current trends
and development influencing HR strategies and hoe internal and external factors play an
important impact on the HR department officials. Report further brings forward theories and
concepts relating to growth and development of strategic HRM and how change management
models support HR strategy in application of relevant examples. The report explains how HR
outcomes can be measured and monitored with application of specific examples and how it
enables in developing stronger working practices. Report also analyses how effective HR
management and development supports sustainable performance and growth to meet the
company set objectives (Akter, Al and Chang, 2018).
MAIN BODY
LO1
Key current trends and developments influencing HR strategy
Thomas cook is one of the best tourism , travel and hospitality company in world having
wide human resources within its operations which enable in positioning the company business
services with best optimum resources, bringing forward high quality paradigms and networking
fundamentals among global customers market share. There are various key trends and
developments undergoing huge changes within world which influences HR strategies of Thomas
Cook, one of the best travel and tourism companies within world. The key changes and trends
influencing HR strategy are as follows:
There is high demand of innovation in all customer satisfaction services and skilled
human resources which are behind all functions to bring on higher quality paradigms for working
towards best factors of potentiality building skills (Dewantara, Haerani and Hamid, 2019).
Thomas cook with increasing competition among tourism and hospital sectors aims to be
effective and strong in its human resources who are not only effectively trained but also focused
on outsourcing with best skills and rational working fundamentals. The company HR strategies

and policies aims to bring on high diversity among all employees which are not only outsourced,
technically advanced onto various paradigms with best resources and also keenly progressively
worked on to bring on new determinants as per the customer satisfaction services.
Currently there is also huge demand of technical advancement within skills of human
resources in company business services where all employees are looked upon with best training
fundamentals, keenly resourced with advanced potentialities (Madera, Dawson, and Belarmino,
2017). The human resources are strength of Thomas Cook which aims to deliver best active
travel and hospitality services form all aspects of customer’s satisfactory levels, productively
trained onto new skills and worked onto new technical advanced parameters with high
competitive edge. The HR practices of Thomas Cook to bring on more advanced, new
resourceful learning paradigms are developed with high brainstorming sessions where all
employees are ideally brought closer to active discussions of innovation at management, also
worked onto higher yields of building high competitive determinants. The excessive competition
and motivation among employees are interconnected with each other at HR policies within
Thomas Cook company who aims to bring on large reflective training and development within
their developed working aspects, to gain higher competitive edge benchmarks with stronger
competition.
The working parameters of innovation
External and internal factors influencing HR strategies and practice
There are various external as well as internal factors influencing HR strategies and
practises where Thomas Cooks focuses to bring on higher factors of strengthened positions with
continuous working paradigms. Internal factors of company which influences HR strategies and
practices can be understood as that there are various demands of changes and competitive
resources coming onto management which impacts company efficiency to bring on higher
quality factors and resources through which strong rational factors can be built. Internally there
is demand of recruiting best skilled employees and higher talented employees who are able to
gain stronger working paradigms at all levels with changing aspects of time and requirements
(Paauwe and Boon, 2018). There is also strong demand to pool in best human resources who are
skilled and higher rational motivation are provided among all paradigms to keep them motivated
with new functional positions. The internal factors of Thomas Cook are not only effectively