Strategic Human Resources Management

Strategic Human
Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Strategic human resource management is considered as practices of grabbing the
attention, improving, rewarding as well as retaining staff for the benefits of both staff as
individuals as well as entities as whole. The primary intent of this is to develop performance of
business as well as uphold culture which motivates innovation and performs unremittingly for
obtaining a competitive advantage. Moreover, this also enhanced job satisfaction, effective
working culture, develop consumer satisfaction rates and others. This report is based on essay
which critically reflecting upon the knowledge as well as skills that is developed and obtained as
an global manager.
MAIN BODY
For an effective strategic human resource management, the human resource plays
crucial role as strategic partner when firms policies are developed as well as executed. As
organisation are very much likely to be successful when whole teams are performing towards
the similar intent (Kamoche, 2019). So, while working as a global manager I learned various
things that there are various problems, complexities as well as challenges which comes at the
time of managing entities within multi cultural and diverse international environment. Moreover,
Also, this impact the human resource function and strategic plans. Also, I had learned that there
are two human resource management approach that are hard HRM and Soft HRM. In hard
human resource management, the staff are treated as machinery where as soft one they are
treated as the most valuable resources of the organisation. For an appropriate productivity and
outcomes they have to used the treat employees as a precious assets of entities so that they
put their efficient effort for accomplished the task (Kasemsap, 2019). The several issues which I
faced are changing patterns of work practices as within entities the gender diversity and
inclusion are enhancing rapidly within UK. Therefore, some companies such as in Amazon
company, Amazon amplify are develop an initiatives for females, trained individuals who are
from several backgrounds, developed set of services for sellers like Amazon Sehali that
empowers women entrepreneurs etc. Also, I have learned that the as the firms are operating
into international environment so the have to deals with various cultural dimension which
affected the human resources as they are treated unethically as well as relentless targets are
provide to them, wages gets reduced as well as the recruitment is nerve- wrecking. For
example: As Amazon is expanding their business into China so this impact their various human
resource function such as its work ethics, wages and recruitment.
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Human resource management is one of the most important term that usually describe about
both the people work within the company and for department which accountable for managing
resources related to employees (Amberg and McGaughey, 2019). From the respective section
I can be able to accumulate necessary knowledge and information that proved useful in
corporate world. Working as as Global manager it is very much potential for an individual as well
as for organisation to build their own principles that are verified in nature. In context of Royal
Dutch Shell Plc which is an British oil and gas company work on the principles of honesty,
integrity and respect. So from respective principles I can be able to understand that before
expanding into global marketplace it is very much necessary to build a positive image in local
market that work up to other markets too. It is very much necessary to choose diverse workforce
that can be able to give one of their best efforts in organisational development and
enhancement in positive manner. From respective organisation and its policies that operating at
a very large scale I acknowledge that organisation have to give equal opportunities to all the
people by appointing disable people, promoting women empowerment and by using LGBT
networks. All respective factors helps to organisation and an individual to build a distinctive
image into marketplace. For an organisation human resource plays very much important role so
it is very much important to manage the activities of personnel by using various kinds of models
used by Shell. So from conducting study on the policies and internal working of Shell I can be
able to understand that providing training to enhance knowledge of employees and recruiting
one of best candidate and after that managing their skills and competencies in order to enhance
their level of motivation to remain competitive in marketplace. From the through study on the
Shell I accumulate very important knowledge that proved useful to build strategies and tactics
such as organisation have to provide attractive incentives to their employees that are committed
to employs. Respective factor not only proved beneficial in enhancing their level of motivation
but also provide best working conditions as human resource is one of the most important
resource for an organisation (Armstrong and Taylor, 2020.). It is very much significant for a
Global manager to distribute the roles and responsibilities to each and every individual after
accessing their skills and capabilities within the organisation. In context of Shell they distribute
the roles to their HR department such framing of HR policies, external recruitment, employee
regulations so that each and every department can give one of their best efforts in
organisational development and enhancement in positive manner. As I working as a Global
manager so the knowledge of international affairs that I gained from the well known organisation
of UK Shell to predict successful the resourcing needs and deepening professional capabilities
and organisational performance. Effectively apply changes within the organisation and support
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the improvements in positive manner. So respective knowledge and information that are
gathered from the study proved beneficial for me while working as an Global manager.
In addition to this, I also learned that an individuals have various rights that are right to
know, right to participate, refuse unsafe work, fair wages work, equality, respect and others. So,
as working as a global manager I also get to know that there are various issues such as legal,
organisational framework as well as several cultural issues as different organisation are
performing into international environment. As per my view point, for instance, the firm have to
used collective bargaining as through this their staff can accumulate as well as together bargain
or develop a deal with administration with the help of collective bargaining agreement. It
includes employee working hours, benefits, time off, promotions and others. Apart form this, the
entities can also involve insurance, working safety based on work are or industry (Kaufman,
2019). I had also learned that for equality act have to be comply into organisation as it
safeguard their staff rights and help to get protected from various unfair and biasses. Moreover,
I also get to know that for a human resource management should have the knowledge about the
data protection act so with the assistance of this they can able to protect its whole entities and
employees information. As a Global manager it is very much potential for me to handle the
diverse force of people within the organisation. In the hectic schedule of working people not able
to spend quality time with their family members which create dissatisfaction within them
(Berman And et.al ., 2019). So from the study I gain knowledge that it is very much potential for
an organisation to provide the healthy working environment to the personnel in which includes
the flexible time, sharing of job, temporary or permanent switch to the part time, remote working
that helps to workers in their balancing their work life balance that enhance their motivation
level. For an organisation it is very important to take care of each and every want of their
employees not only while they are working with them but after they get old (Buckley And et.al .,
2019). So I learned that pension is one of most important kind of scheme that provides security
and confidence in employees while they are not work. By implementing various kinds of
provisions in organisation such as incidence of pension provision, multiple provision which
provides stability in job that proved beneficial for both the employees and organisation. While
operating at the global level there are lots of issues faced by organisation as well as employees
that are burning issues in front of them. So I gain knowledge that as an Global manager areas
on which priorly have to pay attention. Major areas needed to work are protecting human rights,
equality, protection and security to gain desirable outcomes from the employees.
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CONCLUSION
As per the above report, it has been concluded that for en effective strategic human
resource management within organisation its manager have various skills and knowledge of
human resource so that they resolve various issues related to multicultural dimensions, legal
and others. Moreover, all these have impact upon human resource functions such as its work
ethics, wages and recruitment process. In addition to this, By implementing various kinds of
provisions in organisation such as incidence of pension provision, multiple provision which
provides stability in job that proved beneficial for both the employees and organisation.
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REFERENCES
Books and journal
Amberg, J. J. and McGaughey, S. L., 2019. Strategic human resource management and inertia
in the corporate entrepreneurship of a multinational enterprise. The International
Journal of Human Resource Management. 30(5). pp.759-793.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E. M. and et. al ., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Buckley, M. R. and et. al ., 2019. Research in personnel and human resources management.
Emerald Publishing Limited.
Kamoche, K. N., 2019. Sociological paradigms and human resources: An African context.
Routledge.
Kasemsap, K., 2019. Promoting strategic human resource management, organizational
learning, and knowledge management in modern organizations. In Advanced
Methodologies and Technologies in Business Operations and Management (pp. 879-
891). IGI Global.
Kaufman, B. E., 2019. Managing the human factor: The early years of human resource
management in American industry. Cornell University Press.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. Wiley.
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