Strategic Human Resource Management: Relationship and Linkage with Business Strategy

Strategic Management
Human Resources

EXECUTIVE SUMMARY
Strategic human resource management is known as an essential term in which proper
management over the organisation is enumerated in order to attain high efficacy over
organisational functions. In the current time, this is imperative that a business is adequately
handling their human resources and other strategies so that to implement varied strategies which
are related with recruitment and accepting challenges related to business functions. This report
includes various strategies of human resource which are helpful in attainment of competitive
edge. These strategies are helpful in maintaining prominent relationship with employees by
valuing their opinions. By utilising effective practices talent can be inhaled in the business and
goals can easily be attained.

Table of Contents
EXECUTIVE SUMMARY ............................................................................................................2
INTRODUCTION ..........................................................................................................................4
Main Body ......................................................................................................................................4
Task 1 ..............................................................................................................................................4
Relationship between business strategy and human resource strategy ......................................4
Link between business strategy and human resource strategy....................................................5
Compare and contrast, the theoretical basis and models of SHRM............................................7
Critiques of the contingency approach........................................................................................8
Critiques of the universalist approach.........................................................................................8
Critiques of Resource Based View.............................................................................................8
Comparison between different SHRM Models: .........................................................................9
Evaluation of HR practices of performance management and reward .......................................9
TASK 2..........................................................................................................................................10
Actor with employment relation...............................................................................................10
Role of actors with employment relations................................................................................11
Changing nature of employee relations.....................................................................................11
Recommendation ......................................................................................................................11
CONCLUSION .............................................................................................................................12
REFERENCE ................................................................................................................................13

INTRODUCTION
Strategic human resource management is defined as adoption of those strategies in
managing human resource by which goals of the company may get promoted. On the other hand
human resource management is associated with managing personnel within organisation in
which there are some functions such as hiring, recruitment, training, administration and many
more (Abubakar, A. M., and et. al.,2019). Strategic human resource management is categorised
as establishing linkage between individual performance and organisational culture in order to
foster innovation and market competitive advantage as well. HRM is included with numerous
function as HRM is emphasised on providing such facilities to employees by those high
employee satisfaction can be enumerated on the other hand strategic human resource
management is associated with long term objectives of the business and adoption of those
strategies by which the same can be achieved. This report is based on centre of expertise which
is an organisation and operating their functions at crisis management and risk reduction within
disaster. This report is covering models of human resource management in which understanding
is enumerated for HRM practices in order to support organisational development and change.
Main Body
Task 1
Relationship between business strategy and human resource strategy
Business strategy is one of the prominent aspect which is related with management and
this dimension is known as accumulation of rules and regulations for the business in order to
provide high advantages for the employees. Within dynamic environment this can be said that in
order to understand various strategies so that planning and regularising business in optimal
manner. The major aim of the organisation is to recognise needs and demands of people, values
and capacities of employees and apply the same in achieving organisational success. With the
help of these strategies Centre of Expertise may acknowledge improvisation of business
performance.
Human resources strategy: This is considered as the process of planning in which
current and future needs of human resource can be recognised in order to make path of goal
attainment (Gattiker and Larwood, 2019). The human resource are highly essential for the
business in which people are provided with opportunities to use their skills for managing and