Strategic Human Resource Management

Strategic Human
Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Various trends and current developments which impact the firm’s strategy....................3
Inner and outer components which impacts the strategy for HR and their practice...............4
TASK 3............................................................................................................................................6
Various approaches and theories for the growth of Strategic HRM......................................6
TASK 3............................................................................................................................................7
Models adopted for change in the support for HR strategies.................................................7
TASK 4............................................................................................................................................9
P5 Monitoring and control measures taken by the organisation............................................9
P6 Effective sustainable development and performance measures......................................10
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
HRM is concerns with the managing of work force and their issues. Correct and right
talent into the organisation enables the firm is getting the competitive advantage. The human
resource department is concern with organising the recruitment and selection program where
they hire the talented candidates which are consider as an asset for company. It is believed that it
is the human resource only which takes the organisation to next higher level. HRD is also has the
role for making the policies and rule regarding the employee. This report has taken an example
of a company name Marks and Spencer (Bhattacharyya, 2018). Marks and Spencer is a British
multinational company which is engaged into selling the clothes apparels, home products and the
food products. The company serves worldwide with a total number of 1467 stores. M&S was
founded in the year 1884 by Michael Marks and Thomas Spencer.
This report discusses about current trends and development in the HR strategies, the internal and
external factors which impacts the tactics and practices. Apart from this the report also discusses
the practices through which the organisation can bring sustainability into their performances. .
TASK 1
P1 Various trends and current developments which impact the firm’s strategy
The external environment is taking its change so fast that any organisation whether big or
small get impacted by these dynamic changes. The strategic human resource management refers
to an activity in which the HR department makes the necessary developments regarding its
human resource, retain them, and helps the organisation in attracting the talented candidates for
the company. The motive of the human resource department is also to integrate the forte of the
employees to the objectives of organisation. The department help the organisation in hiring the
talented and potential forks into their organisation. Because it is believe that it is the human
resource only which can help the organisation in accomplishing their targets or goals (Bouaziz
and Hachicha, 2018). There are various benefits which the organisation gets from HRM
strategies which are, increasing productivity of company, quality improvement, customer

satisfaction level is high, ability to survive in this cut throat competition, decrease in employee
turnover ratios and etc.
The major external impact upon the strategies related to HR are as follows:
Political factor: Political factor are the rules and regulation which are formed by the government
of that region or country. It tells about the degree towards which the government has its control
upon the companies. Some of the factor includes exchange rates, foreign exchange policies, trade
restrictions, corruptions and the like. The employees of the company M&S do gets impact by the
trends and development which is running currently into the market place. The company make
and frames policies which have been decided by government. The company's rules and
regulations are in regard with that only (Huselid and Becker, 2018). Different regions or
countries have various regulations which is obligatory upon the company to follows if they want
to operate into the market.
Technological factor: The technological factor includes the level of technological awareness
and advancements into the company or in economy. The company M&S is looking out for the
technology for which they can reduce their wastages and can perform more work through the use
of effective technology. As the company believes in bringing advancements into their
technology, they have to plan the needs for human resources accordingly.
Generic strategies of HR are the approaches or the tactics which are used by the human
resource department for integrating the goals and objectives of both, the organisation and the
employees. They do so by giving or allotting the employees the work of his own interest and
forte. It has been observed that an employee performs the work very effectively when it performs
the work which he likes. Different strategies related to HR generic are:
Acquisitions of talent: In this the purpose of HR department is to hire the employees or the
candidates who have the talents and become the assets for the company.
Reduction for cost: When an employee performs the work of her own interest he performs it
with full motivation and enthusiasm (Jiang, 2016). This also enables the company in decease in
employee turnover ratio as the employees are happy in performing the work of their interest.
Inner and outer components which impacts the strategy for HR and their practice
Followings are the external factors:
Workforce diversity: Bringing the work force diversity is very much essential for ever business
now a day. All organisation including, M&S, is encouraging the cultural diversity into their