Strategic Management Human Resource Assignment

Strategic Management Human Resource

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................2
Relation between business strategy and human resource strategy...............................................2
Theory basis and models of SHRM.............................................................................................2
HR practices of Performance Management and Reward ............................................................3
Recommendations upon designing/ re designing performance management system by client. .4
Task 2...............................................................................................................................................5
Nature and theoretical perspective of employment relations.......................................................5
Recommendation of employee participation and employee voice in relationship building
within organization......................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCE...................................................................................................................................9

INTRODUCTION
Strategic management is continuous planning, monitoring, analysing and assessing all the
necessities required by any organization to meet it's objective and ultimate goal. The factor
focuses on evaluating internal and external strengths and weakness to formulate action plans for
business operations. They focus on co-ordinating and consistent along overall business
objectives to boost performances of business. The report will address link between human
resource strategy and business strategy briefing vertical alignment and horizontal integration for
the company along with evaluating and informing clients for strategic perspective of the best
practices and evaluation of best practices for human resource will be assessed for performance
management and reward. Further nature and theories of employee relation will be discussed
along with role of actors for employee relation in changing scenario. Further recommendation
will be made on importance of employee participation benefiting relationship in employment
within the organization.
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Task 1
Relation between business strategy and human resource strategy.
Business strategy is combination of strategic moves and actions opted by a business to
strengthen business activities and performances for the motive of achieving organizational
objectives (Rachid, Mohamed and Khouaja, 2018). The plans basically define the business
methods to be carried out to attain desired outcomes and objectives. Whereas human resource
strategy is designed to attain long run plans developed to attain outcomes in human resource and
capital management of same factor. Basically human resource strategy is outcomes of strategic
management for managing human resource of business to attain their desired motive (Ansoff and
et.al., 2018).
Vertical alignment of stargates is ensuring that strategy are directly linked to goals of
organization covering its values, mission and vision. These strategies are developed to attain how
the organization will achieve it's final objective. The human resource strategy will aim on
ensuring that organizational human resource department focuses on activities that directly aim to
achievement of final objectives such as hiring of such a type of employees to perform specific
job type, training of employees in such a manner that the all the learning required to reach the
final objective will be covered (Hitt and Duane Ireland, 2017).
Whereas horizontal alignment ensures strategies of businesses do not compete each other
that focus on aligning business with suppliers as well as company outside the organization. The
strategic position focus on working co ordinal for business to keep focused on success policies.
The human resource department in this case is responsible for ensuring and training the
employees in such a way that each department and objective activity is covered under the aspect
that employees are trained to ensure their departmental working are up to the mark that will
ultimately result in effective working practices of each individual thus help attainment of
organizational objective (Lasserre, 2017).
Theory basis and models of SHRM
The theory basis and model of SHRM consist of following components
Contingency Theory
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This model focuses on claiming that there is no best way for organizing a business as
well a concluding a decision. The theory focuses on stating that an individual before concluding
any decision must consider all the internal as well as external factors depending on the situation.
The human resource before working on any implemented strategy must access all the factors and
working conditions before withdrawing strategy for work environment (Ginter, Duncan and
Swayne, 2018).
Universalist Theory
This theory states that several human resource practices affect the organization in positive
and direct manner affecting the practices of business. The implication of this practice lead to
legitimating impact of Human Resource Management and enable Human Resource managers to
display the impact of bottom line employees (Hollenbeck and Jamieson, 2015). The type of
practice aims on focusing positive and effective practices on the manpower of the organization to
draw a positive aspect of working conditions there. The Human Resource department must
implement such practices in a way tht employees achieve objectives set as final goal (Hill, 2017).
Resource Based View
The resource based view technique is managerial framework to determine strategic
resources in firm to be used by the best practices attaining competitive advantage in business
type. The factor focuses on managing attention on company's internal resources to identify its
assets, capabilities along with competencies to withdraw superior competitive advantage among
the rivals (Baldi and Trigeorgis, 2015). The human resource department will aim on training the
employees in such a way that they utilize company's resources and develop several working
conditions in them to develop healthy working practices and identify potential task for managing
strategic talent with the support of human resource management (Meyer, Neck and Meeks,
2017).
HR practices of Performance Management and Reward
Organization's these days pay effective emphasis on degree of commitment for
reinforcement of rewards along with Human Resource practices for attainment for goals along
with retaining and motivating employees. Crucial motivator will affect HR practices and reward
by developing performance based pay, learning opportunities along with healthy work
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environment (L'Écuyer and et.al., 2019). The human resource department will enforce several
practices for development of reward practices for employee engagement to maintain healthy
working environment and keep the employee motivated to perform organizational activities. The
reward practices may include sectors such as corporate leaders, business unit leaders, functional
leaders and general employees with different sector working segmented into finance, tele
communication, information technology, banking and manufacturing (Hollenbeck and Jamieson,
2015). The Human Resource department set standards and practices evaluating the consideration
for accounts. By implementing initiatives of reward the efficiency of employees are motived.
These are further segmented into two parts that is financial and non financial where financial
include bonus pay and non financial include recognition (Morden, 2016).
Recommendations upon designing/ re designing performance management system by client.
If performance management system is to be designed or re designed by client in favour of
organizational development and change following recommendations could be expected.
Consider psychological principles
The organization to develop performance appraisal procedures must consider not just a
single platform to evaluate the performances of employees such as implementation of feedbacks
as true rating technique that has limited approach on biasses improving performance appraisal
system, the progress mage in employees condition is justified in this method (Trigeorgis and
Reuer, 2017).
Employee reaction on feedback to increase and boost performance standards
The most important factor of effective performance review is to accept employee's
feedback on several rules, regulation and practices. The feedback is not important as employee
reaction that justifies the effect of performance evaluation standards. The designing of
performance management based on employees' review and feedback is most effective review
method (Trigeorgis and Reuer, 2017).
Utilize effective performance rating scales
As a client it is suggested that the performance evaluation process must involve effective
rating techniques for assessing performances in all the areas. The sales will access the perform
mace criteria and eliminate biasses upon rating and evaluation standards and must also use a
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universal defined sale for elimination of un necessary confusion and biasses for eliminating
ineffective practices (Bailey and et.al., 2018).
Use performance evaluation software
The organization must consider the use of performance evaluation software for designing
and re designing performance management system as it cover all the factors pre established for
evaluation of performance along with setting up standards for marking and rating performance
standards. Performance management software can manage performance by developing strategies
for development of company's programs and practices (Taylor, Doherty and McGraw, 2015).
Set continuous meetings to evaluate outcomes
The employees must regulate timely meetings to evaluate feedbacks for designing and re-
designing for any further development or modification evaluating work condition and current
practices meeting the standards desired along with expected outcomes to achieve company's
objective and standards (Gupta, 2016). The employees by this method will access the need to
modify the current practices and working conditions by asking and accepting reviews from
employees and at times it might be possible that an employee possess better idea and
recommendation than any other employee in the organization (Hollenbeck and Jamieson, 2015).
Task 2
Nature and theoretical perspective of employment relations.
Employee relations is refereed as firm efforts to manage and maintain relations amongst
employer and employee at workplace. Any institute with good and effective relations between
employer and employees will result in fair treatment to all employees along developing
commitment in their job offering loyalty to firm (L'Écuyer and et.al., 2019).
Nature of employee relations
Maintain relations – Employee relation with employer and organization will lead to maintaining
good working condition between the two parties which will further access these firm for
attainment of their organization objective develop sense of mutual understanding between the
two (Gupta, 2016).
Eliminate involvement of unions – Employee Employer relations in the organization will result in
elimination of un necessary formation of unions resulting in affecting working condition of
workplace (Jha and Bhattacharyya, 2017). The factor will also cover unregulated, institutional
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and personal relations boosting up working condition of employees befitting organizations too
(Jha and Bhattacharyya, 2017).
Wide approach – Relation of employee and employer is more than that of trade unions and but
also their relation with the government protecting their rights and regulations. The happentance
of these approaches will result in attainment of employer and employee relation in very wide
concept that of inside an organization what appears to us (Baldi and Trigeorgis, 2015).
Cross working – The relation between employee and employer will result in relation of
management and labour in several of organizations. The factor involves co-operation in several
disputes along with solving of problems through collective bargaining through rules, regulation
along with rules and regulations governed by government (Rachid, Mohamed and Khouaja,
2018).
Theoretical practices of employee relations
Unitarism
The theory of employee relation in the organization is necessary for survival of firm's
practices. The occurrence of employee differentiation causes due to personality disorder,
recruitment done wrongly, ineffective way of promotion, poor communication practices. To
ensure elimination of conflicts practices such as wise recruitment, fair promotions, work
assignment according to interest to ensure employees are engaged in the best relation practices
among each other and management (Ansoff and et.al., 2018).
Pluralism
The type of theory in organization states that conflict and mis management in the
organization is unavoidable. The theory state that management and employees posses different
prospectives in mind (Baldi and Trigeorgis, 2015). Thus the factor impact on allocation of
rewards as there are many individual in organization affecting the working conditions of the
type. The theory believes that managers and supervisors address the existing competencies
related issues are effectively addressed on collective basis (Hitt and Duane Ireland, 2017).
Marxism
The type focuses on accessing class relations and social conflicts from materialist
interpretation of historical development. The theory states that class conflict arise due to conflict
between proletariat and bourgeoisie. The theory also covers the aspect of labour process theory,
feminist theory and postmodernist theories (Lasserre, 2017).
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Role of actors in employment relationship with changing nature of employment relation.
By changing nature of employee relationship several of the parties are affected by
implication of practices these include -
Employer
Employment
Employers have the right to hire and fire people from its organization. The individual
play an important role in managing activities of employment type. Along with this employer
establish motivation, commitment and effectiveness for labour aspect. The employers also
indulge in relationship management by employees along with withdrawing several decisions
affecting employer employee relations (Ginter, Duncan and Swayne, 2018).
Grievance redressal
In an organizational context employer seeks to maintain the efficiency of employees by
boosting up their more and maintaining their efficiency. Employee in working conditions faces
many challenges and difficulties in the performance of their tasks and jobs. Employer by
redressing the difficulties faced by employees along with coming up with effective solutions
maintain relationship among st employer and employee (Hill, 2017).
Employee
Collective Bargaining
The involvement of employees in employer employee relation in working condition will
result in elimination of un necessary disputes among these borides. The involvement of
employees will boost up the impact of industrial relation by eliminating practices and formation
of unions resulting in effective organizational relations (Meyer, Neck and Meeks, 2017).
Communication
The involvement of employee in maintain relationship between employer and employee
will result in effective communication of rule, regulations and practices eliminating any mis
communication in organization resulting in effective running of business and working condition
befitting organization along with boosting of employees morale and effect other managerial
activities (Morden, 2016).
Government Body
Judge and Jury
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Government get involves in industrial relationships at the time when negotiation fails and
boundaries are crosses in business aspect. By the involvement of government to settle
organizational disputes for adjuring and amending of policies that stated pitfall. The government
bodies get involved for industrial relations for solving and settling of disputes and works for the
interest of both the parties. These parties are considered expertises in resolving disputes of such
organizational types and practices (Trigeorgis and Reuer, 2017).
Setting standards
Government borides on setting up of standard boards, wages, labour courts along with
other bipartite and trio partite helped established healthy relations among st employer and
employee respectively. These parties fatherly developed workers participation, discipline,
collective bargaining and setting several orders for maintaining relations among the two (Bailey
and et.al., 2018).
Recommendation of employee participation and employee voice in relationship building within
organization.
Participation of employees can affect the working condition of organization in various
aspects-
Self motivated employees
The participation of employees in working condition of organization will result in
boosting up of motivation of employees developing sense of achievement in the organizational
context. Employees if are motivated by self will not develop the thought of leaving the
organization leading to motivation of employees on self basis resulting in effective working
conditions of the same (Trigeorgis and Reuer, 2017).
Employee ethnic culture
By providing feedback to the management for various aspects will develop employees
with effective working conditions and culture so that the employees perform best practices in
their working environment so that effective work culture is maintained in work environment for
building employee employer relationship. By employees working in working condition where
their perception is being accepted and encouraged will develop employee ethnic culture so that
employees develop their interest in participation of activities of the organization (Bailey and
et.al., 2018).
Acceptance of change
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Participation of employees in today dynamic and competitive working environment led
to acceptance of change in organizational type. The participation of employees in these activities
results in smooth acceptance by the employees by accepting change and develop the practices.
As the employees are one who are part of changing process as all or several of the staff in the
process considered their feedback for accepting change and they develop the prospective that
their peace is not hardened or violated (Taylor, Doherty and McGraw, 2015).
Develop learning environment
As know that trained employees are responsible for drawing changes in the organization
as most effective learning process is to learn under effective working conditions. Employees can
develop effective learning if they are part of the team. So by accepting effective feedback makes
training and development process more effective and efficient. The implication of factor will
develop effective learning culture along with considering everyone to be a part of it (Hollenbeck
and Jamieson, 2015).
CONCLUSION
The above study concluded relationship between business strategy and human relation
strategy by relationship relating them with vertical alignment aiming direct on achievement of
organizational goals along with horizontal alignment that focuses on eliminating that business
must focus on succession policies rather than competing with each other. Further applicability of
contingency theory, universalist theory and resource based theory is applied to define practices
of strategic human resource management. Further the report address nature of employee relation
as maintaining relations along with elimination of unions is addressed justifies by unitarism,
pluralism and Marxism. Further role of employer is address for providing employment along
with employee for maintaining communication and government in setting laws and regulations.
Finally, it is addressed that by developing ethnic culture and healthy learning environment will
develop employment relationship in work environment.
REFERENCE
Books and Journals
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Hitt, M. and Duane Ireland, R., 2017. The intersection of entrepreneurship and strategic
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Lasserre, P., 2017. Global strategic management. Macmillan International Higher Education.
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Ginter, P.M., Duncan, W.J. and Swayne, L.E., 2018. The strategic management of health care
organizations. John Wiley & Sons.
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