Strategic Management of Human Resources

Strategic management
of Human Resources

EXECUTIVE SUMMARY
Strategic HRM is designed or developed to help organisations to best run into their needs
and wants of their employees to promote organisational goals and objectives in proper manner.
HR strategy is one of inbuilt part of successful enterprise strategy, business managers realized
the significance of well trained and motivated employee force to achieve organisational financial
gains and stability in positive manner. There are various kinds of strategic perspectives to accord
with the time and resources to gain optimum outcomes. In order to employee relations that
create positivity and motivation level of employees by managing relationships in both of them.

INTRODUCTION
SHRM is an kind of active management of group which needed reasoning leading and
planning methods or structure to access in finer wants of employees. Respective practice affect
the way things and attributes are done at the business site from improving hiring process and
training programs of employees to various techniques and disciplines. Respective report is based
on the Next Plc which is an British multinational clothing, footwear and home products
headquartered is in Leicestershire. This report incorporated for the purpose of research and to
produce an informative and advisory paper that proved beneficial for both private and public
organisational leaders in proper manner. This assignment covers the kinship between the
enterprise strategy and HR strategy by elaborating vertical and horizontal integration across the
organisation. Further it includes critically analysis of strategic perspectives of various approaches
of HRM to gain optimum outcomes. It also includes nature and theoretical perspectives of
employment relations with critical evaluation of changing nature of respective practices.
TASK 1
Strategic HRM is an crucial branch of HRM which is a totally new field and parent
discipline of HRM elaborate connection in between HR by meeting with goals for improving the
performance and way of work for achieving innovation, reliability and to gain competitiveness.
There are close relationship in between HR strategy and business strategies as Human
resource contributes by using their skills and competency for achieving organisational goals and
objectives. In context of Next Plc possess strong human resource strategy by aligning business
strategy to attain their mission and objectives in better manner (Ansoff And et.al ., 2018.). The
major aspects of effective HR strategy are fair recruitment, training and development and
retaining quality employees so on. To attain organisational strategy it is very much necessary to
cling with HR strategy can be possible after selecting right person. With advancement of
technology and advent of global economy Next Plc majorly rely on the skilled workforce for
achieving mission and to gain competitive advantage. In recruitment policy of Next Plc when in
their organisation employee quit from the job not always replacement is required. In that respect
a part time employee could take place of employee or their works and duties shared among
existing work force.

With help of training and development organisational strategy could be align with human
resource strategies. In order to if employees are not so much capable to contribute one of their
best efforts in achieving organisational strategies then training and development plays very
crucial role (Bailey and et.al ., 2018. . By comparing with standards set by them they provide
training to employees to perform in best manner all major works and activities to accord with
mission and objectives of organisation. So it can be said that organisational goals and objectives
should be align with the Human resource management strategies to remain always competitive in
the marketplace.
Vertical alignment:
Vertical alignment refers to Configuration of organisational strategies, tactics, objectives
and action plans for taking important decisions at every tier of an organisation (Boon and et.al .,
2018. ). Alignment in itself dictate about lined up all works and activities from one another with
the help of external reference. By using vertical alignment an organisation can aware about their
goals by understanding them in proper manner and contribution of an individual to achieving
business objectives. In context of Next Plc they configure the various works and activities by
aligning organisational goals and objectives by sharing the roles and responsibilities to the
organisation as well as individual in order to remain competitive in business environment.
Horizontal integration:
When an organisation aimed to grow by optimising horizontal integration, their major
aim is to change a related organisation in the very industry. Organisation opt it to achieve the
objective of increase their size, to diversify their products and services they offered and for
economies of scale so on. For an example a department store aimed to merge with similar kind of
business in another nation to operational their business overseas. In context of Next Plc they
aimed to enlarge business opportunities after conducting the research and development on
regular basis in order to remain competitive in business environment for gaining potential
outcomes.
Compare and contrast the theoretical basis and models of SHRM:
In theoretical perspective of SHRM denotes the four major perspective that includes fit
perspective, functional perspective, economic perspective and typological perspective.
Fit perspective: