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TASK 13 Relationship between business strategy and human resources. Critical evaluation of HR practices related to Performance Management and Rewards

   

Added on  2021-02-19

17 Pages4240 Words365 Views
STRATEGICMANAGEMENT HUMANRESOURCES

Table of ContentsINTRODUCTION...........................................................................................................................3MAIN BODY...................................................................................................................................3TASK 1............................................................................................................................................3Relationship between business strategy and human resource strategy.......................................3Comparison and Critical Evaluation of SHRM models..............................................................4Critical evaluation of HR practices related to Performance Management and Rewards............7TASK 2 ...........................................................................................................................................8Nature and theoretical perspective of employment relation ......................................................8Role of actors within employment relation ..............................................................................10Recommendation on how mechanism of employee participation and employee voicecontribution in improving employment relation ......................................................................12CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................14

INTRODUCTIONStrategic Human Resource Management can be defined as aligning the business goalsand strategies with human resource objectives which will help in improving the methodsimplemented and motivate employees to work harder (Punjaisri and Balmer, 2016). In thisreport, various models of SHRM have been discussed and the relationship between businessstrategy and HR strategies have been discussed. Further a Performance Management System hasbeen designed for Travelodge Hotels based in UK and it has been critically analysed. Lastly, thisreport will also evaluate the importance of employee relationships, various perspectives and rolesand implications of changing nature on employee relations along with employee participationand employee voice.MAIN BODYTASK 1Relationship between business strategy and human resource strategy.Business Strategy can be defined as a properly articulated and detailed plan laying outthe plans and practices that the company intends to implement in order make optimum utilizationof the resources available to them and hence achieve the desired goals and objectives. HRStrategy on the other hand are prepared in synchronization with the organizational aims and areformulated in such manner that they support and act as a backup in implementing the businessstrategies. In order to successfully implement these strategies, the HR management at TravelodgeHotels can :-Link HR strategies to business results :- By understanding what the company intends toachieve, the HR managers can understand and build strategies accordingly which will help themin adopting correct training and recruitment policies so that they can select those employees whowill assist in achieving these objectives.Giving a Financial upfront to the practices adopted :- In order to simplify the process formanagers in regarding evaluation of the effectiveness of the HRM practices applied, they cangive their results a financial aspect i.e. develop rankings and scores which will help managers indetermining the effectiveness of practices adopted.Along with the importance of linking these business strategies with HR strategies,Travelodge Hotels uses vertical and horizontal integration techniques which assists them insuccessfully implementing strategic human management practices (Das and et.al., 2019).3

Vertical Integration involves aligning the company either with its raw material supplying unit orwith the distribution channels that company might adopt. Travelodge Hotels have appointedseparate staff maintaining their inventory and raw materials by keeping close tabs on theirsuppliers and simplifying their supply chain to other hotels spread throughout UK and othercountries as well. In SHRM, vertical integration involves linking HR management with thestrategic decisions that the company takes.Horizontal Integration on the other hand involvesacquisition or takeover of other similar businesses or a separate product line. Travelodge Hotelsrecently acquired Holiday Inn Hotel located at Liverpool John Lennon Airport. In SHRMcontext, Horizontal integration involves coordination of the different strategies that HRdepartment needs to adopt in different situations.Comparison and Critical Evaluation of SHRM models.There are various models and theories of SHRM that can be applied in the company aftercritically analysing their pros and cons and different strategic perspectives of these models.SHRM Competency Model is the practical model which has been developed in order to increasethe professionalism of HR around the globe (SHRM Competency Model, 2019). It helps indetermining the necessary competencies and knowledges of HR, its assistance in professionaldevelopment and helps in increasing proficiency level. There are many aspects of this model.4

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