Strategic Human Resource Management

STRATEGIC HUMAN
RESORUCE MANAGMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Description on the relationships between business strategy and human resource strategy with
further explanation of vertical alignment and horizontal integration..........................................1
Critically evaluate compare and contrast the model of SHRM...................................................2
Critical evaluation on the specific HR practices of Performance Management and Reward. ...4
Recommendation to build effective performance management to deal with organisation
development and change.............................................................................................................5
TASK 2............................................................................................................................................6
Critical discussion on the nature of employee relationship within the organisation. .................6
Critically evaluate the roles of the actors within the Employment. ...........................................7
Suggestive measures for how employee participation and employee voice can contribute to
improve employment relations within organisation. ..................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Strategic Human Resource Management termed out as practice of attracting, developing,
rewarding and retaining employees for the benefits of both employees as individuals and the
enterprise as a whole (Noe, Gerhart and Wright, 2017). Therefore, SHRM encourages the
positive work environment within the organisation. In addition to it, strategic management is
termed out as process of evaluating the best policies for a business managers to carry out in
terms to accomplish the enterprise goals and policies. This is one of the effective concept that
aids to competitive advancement that enacting the aspect of strategic management.
The aim of this report is to promote understanding of the theoretical basis of SHRM,
about the concept of performance management and reward whilst managing the employment
relations.
Furthermore, report is based on to determine the relationship between the business
strategy and human resource management with further explanation of vertical alignment and
horizontal integration. Lastly, study will critically evaluate the nature and theoretical perspective
of employment relations.
TASK 1
Description on the relationships between business strategy and human resource strategy with
further explanation of vertical alignment and horizontal integration.
Strategic human resource management defined as connection between a firm human
resource and its strategic , objectives and goals. Human resource management deals with any
aspect of a business that affects employees such as hiring, firing and benefits, administration and
training (Amberg and McGaughey, 2019). SHRM is designed to meet out the desired to assist the
firm that helps to meet out the desired goals.
Relationship between business strategy and human resource management-
Human resource management is termed out as process of bringing people and
organisation together so that goals and objectives of the enterprise can be achieved. Human
resource strategies and business plan of action of the enterprise are interrelated with one another
as this helps to bring out the desired performance. Therefore, HR function of the enterprise is
properly aligned with business strategy of the organisation.
Integration of HR strategy with Business strategy-

Human resource departments run their functions in more precise mode, strategic role
within firm and an strategy of HR affects the bottom line of business activities. Thus, HR as a
complete business strategy.
HR Strategy as business strategy- In an ideal world, there is not a line drawn in the stand
between the business strategy and human resource strategy. In addition to this, successful
business owner realize the strong connect between both of the concepts. Developing human
capital is crucial for the longevity and also provide success to a business (Stewart and Brown,
2019). HR strategy is inclusive of executive leadership terms that is conferring with HR experts
to develop complementary goals for human resource and overall business.
HR strategy and business productivity- The process as recruitment and selection of HR
department is paramount in terms to building a productive workforce. Developing the HR plan of
action for recruiting and selecting the best employees that highly affects the enterprise bottom
line (Collings, Wood and Szamosi, 2018). Thus, their main aim is to maintain the workforce in
which employees enjoy the high level of job satisfaction and security that translates within the
workforce that assist to accomplish the business goals. As per the HR experts, human resource
and human capital is the most valuable resource.
Trends affect HR and business strategy- The executive of any enterprise put their close
attention to a trend toward blending human resource strategy and business strategy. In addition
to it, Kasemsap, (2019) stated that HR technologies has become the integrated engine for
advancing the broader need of the business and this also supports the basic transaction and also
advanced the HR and business agenda for the future. Human resource information system can be
termed out as integral in the development of performance management, selection and
recruitment.
Interaction among executive leadership- The relationship between both can be identified with
help of quality of the interaction between human resource executives and other firm executives.
Therefore, the of the effective way to improve relationship between HR and c level executives is
with help of demonstrating the return on investment. It can also be inclusive of determining the
connection between reduction in employee turnover and improvement in job satisfaction as this
assist to improves the bottom line.