Strategic Management and Human Resource

STRATEGIC MANAGEMENT
HUMAN RESOURCE

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Analyzing the relationships between the human resource and business strategy........................3
Explaining the vertical alignment and horizontal integration that happened across the
organization..................................................................................................................................4
What are the theoretical basis and models of SHRM..................................................................4
Explaining the theory of the strategic perspectives of Best fit/Contingency, Best
Practice/Universalist and Resource Based View, (RBV)............................................................4
Examining the human resource practices related to reward system and performance system....5
Recommendations regarding how customers can design/re-design a performance management
system by supporting organizational development and change...................................................5
TASK-2............................................................................................................................................6
Discussing the nature and theoretical perspectives of employment relations..............................6
Explaining the roles of the actors within the Employment Relationship with analysis of the
changing nature of employment relations....................................................................................7
Recommendations on how mechanisms of employee participation and employee voice can
contribute to improved employment relations within an organizational.....................................8

INTRODUCTION
Strategic human resource management ‘stormed as meeting the needs of employees at the time
of promoting Companies goal. the chosen form of the report is Tesco. The report would also
discuss about the relationship between business and human resource strategy along with this
vertical alignment and horizontal integration will also be explained. It will also evaluate about
the specific human resource practices data regarding performance management and reward
system. Further the report will also discuss about the nature and theoretical perspectives off
employment relationships by evaluating the rules of the actors within the employment
relationship along with analyzing changing nature of employment relations. Lastly, the
recommendation regarding how mechanism of employ participant in employee’s voice can help
in improving employment relationship within organization.
MAIN BODY
Analyzing the relationships between the human resource and business strategy
Both business strategy and human resource strategy are important for every business (The
Essential Link Between Business Strategy and HR Management.2020). The work of both is built
up performance and satisfaction of employees that is to help the business in achieving their
objectives by increasing decision-making power across the organization (Järlström, M., Saru, E.
and Vanhala, S., 2018). All the business strategy data made by the organization are successful
because of human resource the work of human resource strategy is to keep their employees focus
on achieving the goals on the other hand giving opportunities for their growth and advancement.
All the business strategies are made by the head of the business and the workers human resources
to implement them by seeing all the resources of the company. Also the work of both is to clear
the consequences and disputes that are faced by the employees at the time of working. All these
strategies are made for training procedures, good business practices, labor law end companies’
policies which are an essential part for company at the time of making planning. Human resource
capital is important for the company for its long witty and success of the business.

Explaining the vertical alignment and horizontal integration that happened across the
organization
They are the type of competitive strategies that are used by the organization to make their
position among the competitors across the world (Papa, A., and et.al., 2018). Horizontal
integration is related to buying something or act of obtaining from business on the other hand
vertical integration are related to act of the business better operated within the production
vertically. The company who follows horizontal integration Can be one step ahead from its
competitors who are operated at same level with value chain an industry. Both strategies are
important for business to grow the work of vertical integration is at the time when business take
part in industrial process on the other hand the work of horizontal is at the time when business
start growing its business by purchasing its competitors. Horizontal integration also help the
company to reduce its competition expand in size by growing into new market. When you’re
occupational demonstrates an appreciation within the place of work, your character in the
business public can improve. If your business goals include becoming an "employer of high-
quality the employee of the corporation can experience a more diverse pool of interviewees
who can bring a great deal of talent to your organization. Vertical integration has the company
to make profits by immediate access to consumers. For example off horizontal integration is
Tesco wants to expand its business in new markets or merging With existing country or another
for starting it operational overseas (Pamela, A. C. J., Umoh, G.I. and Worlu, G., 2017).
Explaining the theory of the strategic perspectives of Best fit/Contingency, Best
Practice/Universalist and Resource Based View, (RBV).
There are different choices that are performed by the human resources Department of the
organization later universalistic, contingency and configurationally. Behavioral perspective is
used by the strategic human resource management for its theoretical purpose. All these theories
focus on the mediator effects that are based on the relationship between FIRM and strategy
performance. For the research program in the organization they use cybernetic system model this
is also another popular theoretical model. The best approach that is used by the organization is
Universalist that is regarding which human resource management practice is the best for the
organization to perform its all task and activities that are related to achieving the goals of the
company. However it is also used by the organization as one of the best way to manage their
people without facing any organization circumstances.