Strategic Human Resource Management

Strategic Human Resource
Management

Contents
TASK 1.................................................................................................................................................2
INTRODUCTION.................................................................................................................................2
Relationship between Business Strategy and Human Resource Strategy...........................................3
Vertical alignment and horizontal integration of Marks & Spencer...................................................4
Theoretical basis and models of SHRM............................................................................................4
HR practices of Performance Management and Reward....................................................................5
Design/re-design a performance management system.......................................................................6
CONCLUSION.....................................................................................................................................7
TASK 2.................................................................................................................................................7
INTRODUCTION.................................................................................................................................7
Nature and theoretical perspectives of Employment relations...........................................................7
Roles of the actors within the Employment Relationship..................................................................8
Changing nature of employment relations.........................................................................................9
Mechanisms of employee participation and employee voice.............................................................9
CONCLUSION...................................................................................................................................10
REFERENCES....................................................................................................................................10

TASK 1
INTRODUCTION
Strategic Human Resource Management includes the practices of attracting,
developing, rewarding and retaining employees which directly benefits employees as an
individual as well as organisation as a whole. HR departments are held responsible to
formulate an effective plans and policies for the betterment of their workforce which
maximises their interest and working behaviour. Marks & Spencer, a UK company which
deals in providing luxurious home and clothing products. The present task includes the
relationship among Human resource strategy and Business Strategy. In this task, evaluating
of HR practices related to performance rewards and management are also discussed (Keupp,
Palmié and Gassmann, 2012).
Relationship between Business Strategy and Human Resource Strategy
Human resource department is also play an important role in achieving growth and
success of an organisation thus required by every company to have an effective management
who are capable to make an effective decisions and strategies regarding development of
Human Resource employed in an organisation. M&S Ltd. is a multinational company which
also required having an effective human resource management who recruit, select and motive
employees to perform well.
Strategic Human resource management refers to the practice of improving the
performance of employees through giving them suitable training, rewards, compensation etc.
Therefore, it is consider as an important approach of managing and developing human
resource. SHRM is related with business strategy, performance of human capital.
Business strategy refers to son effective plans and decisions made by management
regarding achieving desired goals and objectives of an organisation. An organisation such as
M&S Ltd. can sustain in market for longer duration only when they have skilled and
knowledgeable managers who are capable to formulate an effective strategies through which
human resource can get easily direction to perform in right way. Apart from this, Human
resource strategy is a plan of action which is made with an objective of improving the
performance of workers (Keupp, Palmié and Gassmann, 2012).
Therefore both business strategy and human strategy are made by the top authority of
company with an objective of achieving common organisational goals. Along with this, there
are some others common points which show the relation among business strategy and human
resource strategies:
Execute business policies: Top authority of M&S Ltd. Make an effective strategies
and plans which need to be defined to human resource management so as to execute such
plans in more effective and efficient manner that will help in achieving profitable result in
future.

Manage and control: With the help of making business strategy, the HRD of
company can able to control and manage business activities in an effective and efficient
manner.
HR strategy is Business strategy: The human resource strategies are also one of the
parts of business strategy whose objectives are same. Thus, to bring maximum outcomes in
future it is important to define such strategies to the workforce in order to provide right
direction and achieving desired goals within limited period of time.
HR Strategy and Business productivity: Human resource strategy includes
recruitment and selection of skilled employees, conducting training programs with the
purpose of improving their skills and capabilities thus these all function of HRD enhances the
overall productivity and profitability of company (Kavanagh and Johnson, 2017).
Communication: It is essentially required for top authority of company to define
formulated strategies to Human resource department through which they can direct and
motive workforce to contribute more effort in order to achieve common organisational goals.
Interaction between Executive leadership: Business strategy and HR strategy comes
all executive and other superior members together which becomes the good sign for
company. It will increase the chances of creating new ideas to perform business activities.
Developing business strategies and solution: Getting sufficient support from various
departments such as HR department, production department etc. help top authorities to find
an optimum solution in completing business activities in more effective and efficient manner
that will increases the chances of getting profitable outcomes.
Vertical alignment and horizontal integration of Marks & Spencer
Horizontal integration refers to integration or mergers of two companies which comes
from same sector. Through such integration, the company can able ton achieve strong
position in market and achieve competitive advantage as well. For example, if M&S Ltd.
decides to merge with any retail business organisation then it can be called as Horizontal
integration.
On the other hand, Vertical integration refers an integration or merger of two
companies which deals in different sectors. Such type of integration can be made with an
objective of expanding business operations at large scale. It provides an opportunity to attain
huge customer strength and high profitability.
Theoretical basis and models of SHRM
Strategic human resource management refers to an effective strategies made by HR
department with a motive of developing human resource of company. It can be done through
recruiting and selecting skilled employees, rewards and performance appraisal etc. Following
are the some models of strategic human resource management: