Relationship between Business Strategy and Human Resource Strategy

Strategic Management
Human Resources

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
Relationship between business strategy and the human resource strategy.............................3
Explanation of vertical alignment and horizontal integration................................................6
Models of Strategic Human Resource Management .............................................................7
TASK 2............................................................................................................................................8
Theoretical perspective and nature of employee relations ....................................................8
Evaluation and Identification of actors role in employee relations .....................................11
Recommendations ...............................................................................................................12
CONCLUSION .............................................................................................................................12
REFERNCES ................................................................................................................................14

INTRODUCTION
The aspect of strategic human resource management is considered as a powerful
determinant for gaining competitive advantage. The term strategic human resource management
is defined as a process or practice of attracting, enhancing, developing, retaining existing
manpower for accomplishing the organisational goal in an effective way. However, the role of
SHRM plays significant role as it help organisation to identify each manpower skill or
potentiality and also assist them to delegate roes and responsibilities as per their capability. Due
to such initiation, it help managers to enhance the overall performance of personnel as well as
lead them to generate better working condition (Ansoff and et.al., 2018). For this project, Centre
of Expertise has been considered who provide local and regional governance to European
countries. The mainly take initiative in determining public needs or requirements and implement
best strategic decision in order to obtain increased level of satisfaction from community or
society. IN this study, it involves the relationship the relationship between business strategy and
human resource strategy, application of suitable models or concepts. Furthermore, nature of
employee relation and also implication of theoretical perspective of employee relation for
accomplishing overall business goal in a better way.
TASK 1
Relationship between business strategy and the human resource strategy
To operate business effectively, it is crucial for an organisation to maintain its
administration effectively by formulating plan of action so that the organisation can achieve
sustainability in the business environment. Human Resource Management is a process of
bringing people and organizations together so that the goals and objectives of each are achieved.
From the view point of Sarah Benstead, 2019, Human resources is consider as umbrella term
which describe about the management as well as development of employees within organisation.
This involve set of practices such as recruitment, benefit, on-boarding, payroll, holiday
management, employment law, safety compliances, training and development of employees that
work toward increasing the employees performance. As the competition is rising within the
market due to changes that are regularly anticipating within business environment, it become
crucial for businesses to manage their HR practices effectively so that it become able to manage

its business as per the demand present in market. For this Ulrich model of HRM would be
helpful as it suggest organisation to divide its HR practices into four segments instead of
focusing total HRM practices with single perspective (The David Ulrich HR Model, 2018).
These factors are strategic partner, change agent, administrative expert and employee champion.
 Strategic partner:- Under this the HR business partners are tasked with communicate
employees directly and provide them feedback over the work or quality of performance
in order to align there efforts in a manner that it get matches with business strategies
toward the accomplishment of organisational goals.
 Change agent:- In this when an organisation want to expand its business or alter the
main objective then at that time change agents are one who help management in
communicating these goals internally and try ensure that employees learn new skills
accordingly. These change agents provide them training and try to adjust them within
new culture of environment.
 Administrative expert:- This administration person is responsible for following the
changes within legislation, trade law and support organisation to stay complaint with
those laws (The Ulrich Model: Is it still working, 2018). Additionally it also support in
organising the personal information of employees and regularly update or monitor the
information.