Strategic Leadership and Human Resource Practices

Strategic Leadership
and Human Resource
Practices

Table of Contents
INTRODUCTION...........................................................................................................................3
LITERATURE REVIEW................................................................................................................4
TASK 1............................................................................................................................................4
TASK 2............................................................................................................................................7
TASK 3............................................................................................................................................8
TASK 4..........................................................................................................................................10
RECOMMENDATION AND CONCLUSION.............................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Strategic leadership defined as manager’s potential in order to express strategic vision for
concerned orgnisation. This is to motivate and persuade in relation to acquire those vision. HRM
refers to the practice of recruiting, hiring, selection of employee for better outcome of the
organisation. The organisational HR department is responsible for accountability, building better
relatioship and the effect and regulation of the policies. In relation to provide the better
environment and standard for organisation and their employee. In relation to this, chosen
company is Marks and Spenser. In this report there is a discussion about the purpose and
function of HRM in organisation along with scope of staffing development and compensation
activities within organisation. There is some of the discussion about the contribution in relation
to achieve organisational objectives. There is critical discussion about the organisational
performance impact of HRM on the organisational development. There is also discussion about
the factor driving change in the organisation along with theories and models. There is discussion
about the implementation plan and analysis of strategy in relation to overcome from resistance
(Bagheri, 2016).
Company Profile
This company have approx. 85,000 employees and having 35 to 55 years old man and
women as their client. Main copeitiors are like Next and Waitrose & Partners, Asda, Tesco etc.
This Aim and objective of report
Aim
To understand strategic leadership and human resource practices in any organisation.
Objectives
 To understand the concept of strategy leadership along human resource practices.
 To analyse Corpus along with functions of HRM in an organisation.
 To analyse application of different leadership models and theories for organisational
Management.
Significance and Contextual Relevance

Staffing, compensation and development is strategic in nature because
staffing helps to identify right staff at right place that could help customer
and compensation helps to hold and retain them in organisation.
Development is done when there are experienced staff who get retain by
company and lead to high growh and profit which is strategic in
nature.LITERATURE REVIEW
TASK 1
Critically analysing main purpose along with fuction of HRM
In any of the organisation there is need of personnel and there are many function of HRM is to
gain services of manpower which is there in relation to develop their talent and skills. There is
possible to focus on maintaining the motivation of employee which can provide them better
performance in an organisation. In context to M&S, this is one of the large organisation in home
appliances and clothing in whole world. So, there is need for strong HR department to maintain
the competitive strategy in market.
Functions of HRM
Recruitment and selection- This is the chain of activity in which there are different steps
which are like screening, selection and many more. In relation to find out the potential candidate
for a specific job role for M&S they are the one who required one of the best employee for the
our company. So, they can gain the potential of that employee to make benefit for their
organisation (Brewster, 2016).
Orientation- This is another main function of HRM which is able to provide the
information about organisational work practices, hierarchical and environment and many more.
In context to this, there is need to conduct some program for newly joined employee to provide
them the information about their job role along with kind of position within the organisation.
Purpose of HRM
There are many purpose for the HRM which are going to be discussed further.
Compensation- This is the some kind of monetory value which is provided to the
employee. HRM is able to examine the effort of employee and provide them the compensation to
motivate them forgetting their performance better on each day.