Strategic HRM Solution Assignment

STRATEGIC MANAGEMENT -
HUMAN RESOURCES

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Relationship between Business as well as HR Strategy.........................................................1
Vertical as well as horizontal integration of M&S.................................................................3
Theoretical basis and models of SHRM.................................................................................3
HR practices of Performance Management and Reward.......................................................4
Design/re-design a performance management system...........................................................6
Conclusion..............................................................................................................................7
TASK 2............................................................................................................................................7
Perspectives of Employment relations...................................................................................7
Roles of the actors within the Employment Relationship......................................................8
Changing nature of employment relations.............................................................................8
Mechanisms of employee participation and employee voice.................................................9
Conclusion..............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Strategic HRM can be referred to as the link between the human resources of corporation
and associated strategies. Its aim is to facilitate innovation and flexibility across the
organisational premises in order to gain a competitive edge over rivals in market place (Pawlak,
2017). HR department is responsible for undertaking measures with a view to instil a sense of
loyalty and trust among employees so that they can be easily retained for a long period of time.
Strategic HRM is responsible for making the workforce so competent that they can effectively
give desired output within hyper competitive environment. This report is carried out on Marks &
Spencer which has been running for a long time in the retail industry as a company dealing in
daily merchandising, home and clothing products.
TASK 1
Business strategy serves as the basis in alignment with which the activities and
procedures of organisation take place. It shares a strong relation with HR strategy as without an
effective HR course of action, business strategy cannot be executed well. In this regard, the
following task comprises of relationship between HR and Business Strategy. Further, it
constitutes assessment of HR practices in relation to performance reward and management.
Relationship between Business as well as HR Strategy
HR plays a key role in the growth and success of company. This is the reason why each
and every entity operating as an active part of corporate world is desired and expected to have a
capable HR team which has the potential to take effectual decisions regarding the enterprise and
devise strategies for aligning the behavioural characteristics of personnel with the long term
business goal. This department has the command over all the employees working within the
enterprise and works towards their overall welfare and development (enkins and Williamson,
2015). In this regard, Marks & Spencer is a globally recognised organisation having high
goodwill and market positioning. Thus, it is also required to possess a strong HR management to
select, recruit and hire capable as well as potential candidates and keeping them motivated to
give their best performance.
Strategic HRM can be referred to as the course of action aimed at improvement of
workforce performance by imparting those training, recognitions, rewards, compensation and
other lucrative benefits on a regular basis. Thus, it can be said to be an essential and significant
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approach to develop the staff of company and make them capable of performing the business
activities and processes in an optimum manner. SHRM is basically associated with human
capital development and business strategy.
Business strategy can be defined as the course of plan and decision that is undertaken
with an aim to attain a desired position in market place. This helps in attainment of stipulated
objectives and goals. A large scale and reputed company like Marks & Spencer can exist in
marketplace for long term only when it possesses a skilled and competent workforce who has the
potential to devise strategies that can direct the human resources of company to execute the
business activities effectively (Pawlak, 2017). Besides this, HR strategy can be stated as the
planned course of action that is aimed at performance improvement of personnel.
Thus, it can be said that there is a greater link between HR and business strategy as both
of them are devised by top authorities for a common motive, i.e., accomplishment of
organisational objectives. In addition to this, below mentioned are some other essential aspects
which demonstrate the relationship between both the kinds of strategies:-
Implement policies: The top management of M&S devise effective strategies which are
then defined to HR department as it is the business unit which enforces such strategies within the
organisational premises. This helps in earning profits and sets a linking pin between HR and
business strategy (Noe and et. al., 2017).
Management and control: Through the implementation of an effective business strategy,
HR department within the respective organisation controls as well as manages the processes and
activities of M&S effectively.
HR strategy within Business strategy: The HR strategy also forms an essential and
important part of business strategy as without the former, the latter cannot be effectively
executed without the former, in the organisational premises to derive desired results in the
stipulated course of time.
HR Strategy and Business productivity: Every business has the primary goals of earning
maximum profits in order to attain success and growth which is achieved with the help of
business strategy. In this regard, the main resource needed for accomplishment of goals and
increment of profits is human resource. HR strategy aims at recruitment as well as selection of
competent and potential candidates, imparting those training opportunities and making them
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