Relationship between Business Strategy and Human Resource Strategy

Strategic Management
Human Resources

EXECUTIVE SUMMARY
Strategic human resource management is the important term for organisation in which
management and leader are playing important role and perform their functions effectively. In
current period, it is important to have human resource and strategies which can help to formulate
strategies and recruit right person who is able to accept challenges and ready to work. This report
is based on strategies to human resource which can help to attain the competitive sustainable
advantages by following different approaches. This also helps to maintain the good employee
relation by focusing on participation and employee voice. By using all best practices and talent
management organisation become successful to attain the business goals. equested to provide us
additional word count of 2000 words as the guidelines that are mentioned in the recently
provided feedback document were

Table of Contents
EXECUTIVE SUMMARY ............................................................................................................2
INTRODUCTION...........................................................................................................................1
Task 1 ..............................................................................................................................................1
Relationship between business strategy and human resource strategy .......................................1
1.1 Link between business strategy and human resource strategy ..............................................2
1.2 Compare and contrast, the theoretical basis and models of SHRM.......................................3
1.3 Critiques of the contingency approach..................................................................................4
1.4 Critiques of the universalist approach....................................................................................4
1.5 Critiques of Resource Based View........................................................................................5
1.6 Comparison between different SHRM Models: ...................................................................5
1.7 Evaluation of HR practices of performance management and reward .................................6
Task 2 ..............................................................................................................................................6
2.1 Actors within employment relation.......................................................................................6
2.2 Roles of actors within employment relations.........................................................................7
2.3 Changing nature of employees relations ...............................................................................8
Recommendation ........................................................................................................................8
CONCLUSION ...............................................................................................................................9
REFERENCE ................................................................................................................................10