Strategic Management Report: HRM Strategy for EasiClean Plc Expansion

This report analyzes the strategic human resource management (HRM) practices of EasiClean plc, a soap and detergent manufacturer planning to diversify and expand internationally. The report covers the impact of organizational structure and culture on HRM strategies, emphasizing talent management, leadership, and financial resource allocation. It explores the importance of financial resources, factors affecting HRM such as government regulations, economic conditions, technological advancements, and workforce demographics. The report also examines different strategic HRM models, the contribution of HRM to organizational strategic plans, and the influence of government legislation. Furthermore, it assesses factors in developing HRM strategies and evaluates key elements, including internal and external influences. Finally, the report develops a strategic HRM strategy for EasiClean Plc, considering potential barriers to change and suggesting leadership approaches to overcome them. The report provides a comprehensive overview of HRM principles and their practical application in a business context, focusing on achieving organizational objectives and growth.

Strategic
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Effect of the structure and culture of organisations on human resource management
strategies......................................................................................................................................3
1.2 Importance of financial resources in the creation of a human resource management
strategy........................................................................................................................................4
D1 Factors affecting human resource management in a named organisation.............................5
TASK 2............................................................................................................................................6
M1 Impact of government legislation on human resource management strategies....................6
TASK 3............................................................................................................................................7
2.1Different models of strategic human resource management..................................................7
2.2 Human resource management contributes to the achievement of the organisation’s
strategic plans..............................................................................................................................8
M1 An evaluation of the different models of preparing strategic human resource management
plans for an organisation such as EasiClean Plc.........................................................................9
TASK 4..........................................................................................................................................10
3.1 Assess the factors to be considered when preparing human resource management
strategies....................................................................................................................................10
3.2 Evaluate the key elements of a human resource management strategy..............................11
M1 Discusses how internal and external factors impact on the elements of human resources
management strategies..............................................................................................................12
D1 Evaluate the model used by an organisation in the development of its hr strategy............13
TASK 5..........................................................................................................................................13
4.1 Develop a strategic human resource management strategy for an organisation.................13
CONCLUSION..............................................................................................................................16

INTRODUCTION
Human resource management is considered as most important function that helps a
company in achievement of its organisational objectives. Human resource managers are
responsible for development of strategies in order to manage workplace environment which
further enable workers to achieve organisational goals (Alfes and et. al., 2013). The present
report is going to describe the manner in which HRM contributes in effective achievement of
business goals. Moreover, strategic human resource management refers to a procedure in which
linkage is created between strategic objective and goal of a company. This link assists in
improving as well as developing performance of an organization. It is beneficial for a company
in various ways such as through it a firm can enhance its productivity, gain competitive
advancement, conduct innovation and many more. Organization taken for this assignment is
EasiClean plc, which is an 100 year old organization known to manufacture soaps and
detergents. This soap manufacturer is planning to diversify its products range through venturing
into paper based products like baby wipes and tissues. The management for this organisation is
aiming to develop and adopt strategic human resources management practices so that business
growth could be availed effectively and efficiently. Along with this business is planning to
expand its business operations in more 15 countries for which they are launching more
subsidiaries such as beauty products. Topics covered in this report are structure and culture of a
firm, importance of financial resources needed for HRM strategy and factors which affect HRM
within a firm. This report will also include impact of legislation at HRM and different model of
HRM which help an organization in achieving its goal and objectives. There will be a
consideration of key factors and elements that must be considered while developing strategies of
HRM. This final section of this report will cover different barriers to change and ways to
overcome them through application of suitable leadership approach along with their advantages
and disadvantages.
TASK 1
1.1 Effect of the structure and culture of organisations on human resource management strategies
Human resource management strategy refers to a procedure which helps an organization
in attaining their goal through successful functioning of tasks. To achieve this ideal state
manager responsible for managing human resource must adopt various strategies which directly

and indirectly impact on structure as well as working culture of a company (Budhwar and
Debrah, 2013). These human resource management strategies are classified into several areas
which are explain below in respect of EasiClean plc:-
 Talent of employees: It refers to an aptitude or skill which has been brought by
employee in an organisation. To improve the same, manger of a company develops
strategies so that they can train and enhance skills of their employees for smooth
operations. This enhancement of skills and capabilities could be achieved by developing
various programmes related to training as well as development of skill, ability and
knowledge. But when a EasiClean plc adopt this strategy it will impact on their structure
and culture as they do not have culture relating to improvement of human resource. So
that staffs able to enhance their knowledge in more effective way and implement it at
workplace properly.
 Leadership at a company: Leader of a company play very important role in growing or
diminishing a business. This is so because each and every person at a workplace follow
guidelines of his leader (Chelladurai and Kerwin, 2017). Hence it is essential for an
organization to hire appropriate leaders which help them in maintaining and developing
appropriate structure and culture in order to achieve goal. In respect of respective
company their leader develop appropriate strategies according to structure and culture so
that it will not impact on performance of staffs. Along with this when employer develop
any strategy it will also impact on respective company structure and culture because they
have to conduct changes accordingly.
 Effects of size and structure of organisation: There are different types of organisational
structure such as flat, hierarchy. EasiClean plc company use flat structure which will
directly impact on human resource management strategy. In this, HR manager able to
involve their all employees in making of HRM practices. As it will help an organisation
to attain long term goals and objectives within given time duration.
 Geographical range of operations: EasiClean plc have their operations in different nations
which will directly influence on human resource management strategy. Business
operations is a part of culture in which, company need to communicate all information to
their employees about the expansion of business operations in geographical area.

 Nature of functions: It is another important part of organisation structure which is depend
on different functions of an enterprises. These functions mainly related with HRM,
Operations etc. Flat structure help EasiClean plc to involve their all employees in
decision making process of implementation of HRM strategy. As it will help them to gain
competitive benefits within given time duration.
1.2 Importance of financial resources in the creation of a human resource management strategy
Human resource management strategies are the plan which result in implementing various
functions within HRM department department of an organisation. In addition to this, these
strategies are guided through overall blueprint of EasiClean plc. These undertakings helps a
company in accomplishing their long term goals with the assistance of Staff members. There
strategies are classified with four categories i.e., talent, planning, leadership and performance
culture as well as financial resources play important role in human resource management
strategies :-
1. Talent – It represent human capital of company which can be considered as most
important element for the success of business. Although, employees are crucial asset of
EasiClaen Plc which they should strive to maintain for a longer period of time (Huselid
and Becker, 2011). HR division have to forecast staffing needs which may arise in the
future so that they can be hired and retained with an organisation for longer period of
time. In all these financial resources play important role because there is requirement of
funds for hiring and motivating capable employees with the business. Planning – It is related to the future activity of company, for instance: conducting regular
survey to identify employees satisfaction can be considered as one of the approach to
build future strategies. In this, HRM department can give important insights to business
leaders on what needs to be done in the future such as providing them extra benefits in
monetary form. Moreover, for conducting this survey there is requirement of funds as
well as for fulfilling customer requirement also.
 Performance culture – It is important to have performance oriented culture within
organisation so that day to day activity will be performed in better manner. EasiClean plc.
have to provide training and development session to the staff members so they get more
aware of their performance and make efforts into improving the same (López-Nicolás and
Meroño-Cerdán, 2011). For this entire procedure there is requirement of hiring expertise

which require financial resources. Because without funds payment to expertise and
arrangement of entire set up will be not possible.
 Financial resources: Accurate amount of capital is most essential and necessary resource
for EasiClean plc to develop human resource management strategy. HRM strategy
mainly related with employees, success, rewarding, employees recruitment etc. For this,
company need accurate amount of capital which will help an organisation to achieve long
term goals and objectives within given time duration. There are different resources such
as bank loan, venture capital, debenture etc. all these are consider essential resources
which will help an enterprise to collect accurate amount of capital for implementing best
HRM strategy.
This is how financial resources have its importance role on human resource management
strategy. Because for day to day operations there is requirement of funds without financial
resources it is not possible to do work in effective manner.
D1 Factors affecting human resource management in a named organisation
There are several factors in which affect day to day operations of Human resource management
within an organisation. In relation of EasiClean Plc there are mainly 4 factors which are affecting
human resource management practices are mentioned below:
 Government Regulation – Regulations are rules and directives which are imposed by
government upon business organisations. The government have formed separate rules
and regulation for businesses operating at different scale. In this situation, it is
responsibility of human resource department within organisation to work under the given
regulations. Such government regulation influence every procedure of Human resource
department with EasiClean Plc. Such as hiring, training, termination, compensation and
so on (Marvel, Davis and Sproul, 2016). Without adhering to such regulations
organisation can be fined extensively which if it was bad enough then result in shut down
company.
 Economic condition – It is one of the biggest external influences which focuses on
present economic circumstances in the country. It not only affect to talent pool, but it also
may impact on the ability of a business to hire capable candidate. It is essential for a
business to prepare contingency plans to deal with economic uncertainties in the future.
It is very crucial for EasiClean plc. to create a plan for when there is an economic

downturn. Every business can make due in a bad economy if they have a rainy day fund
or plan to fight against harsh surroundings.
 Technology Advancement – This is an external factor because in company when new
technologies are implemented, it is responsibility of Human resource department to look
for downsize as well as they ways of saving money. Applying new technology in
EasiClaen plc result in revolutionizing the way of they are doing business not only in
relation of consumer but also in internal factor like cost saving (Mahoney and Kor, 2015).
For instance, applying technology reduce requirement of workforce because most of the
daily basis activity done with the help of machinery and few staff member will be
required for operating them,
 Workforce Demographics – In organisation, as time is passing older generation
employees retires as well as new generation workforce are entering. Within this situation
human resource management have to implement such way that will attract more and
more candidates for vacant seats. EasiClaer plc have to hire candidates in different
manner as well as offer various types of compensation packages which work in attracting
younger generation. In addition to this, respective organisation have to offer work
environment which will good for working these employees.
TASK 2
M1 Impact of government legislation on human resource management strategies.
Policies and regulations developed by government directly and indirectly impact on
human resource strategies. The reason for the same is that HR manager has to develop strategies
and policies keeping in mind rules and regulation which has been formed by the government.
Along with this it will also help them in conducting their work or task in smooth and proper
manner through eliminating government intervention. Some of the major impact of government
legislation on HRM strategies of EasiClean plc. Are given below:-
 Anti discrimination Act during hiring: It is essential for a company to adopt Civil right
Act, 1964 so that they can avoid discrimination situation while hiring employees.
Discrimination can be done on various basis such as race, colour, gender, religion, values,
beliefs and so on (George, Schillebeeckx and Liak, 2015). While conforming with
respective legislation EasiClean plc. will be able to reduce discrimination situation at

their workplace that leads to hire of appropriate employees on the basis of their
knowledge, skills and ability.
 Regulation related to protecting wage and overtime: It refers to a legislation which is
based on right of employees that they must get wage according to their work. The
employees who are working more than the described time limit per week must be
awarded with overtime benefits. In context of EasiClean plc they provide or decide wage
of their employees according to law and skills. As well as they also provide extra pay
when any staff do overtime.
 Protection of disability and medical privacy: It is necessary for a company to develop
strategies and plan related to medical facilities for disables and medically privacy staffs
through which they also fell connected towards the company and accomplish their work
effectively (Emeagwal and Ogbonmwan, 2018). In context of EasiClean plc they provide
all medical facilities to their staffs so that they feel safe and accomplish their task
properly.
 Data protection act 2018: This act controls how individual information or data is applied
by companies, organisations or the government. In this act, company must record
accurate information to their employees which will help them to retain worker for long
time. It introduces as a part of human resource management strategy.
 Health & Safety Act 1974: Main purpose of this act is to work on employee's health and
safety within an organisation. HRM strategy mainly related with people, recruitment of
employees etc. Along with this, employees safety is important part for the success and
growth of an organisation. This act positively impact on HRM strategy as it will help an
organisation to retain employees for long time and achieve better results within given
time duration.
TASK 3
2.1Different models of strategic human resource management
Strategic HRM refers to the practice of bringing high talented people at workplace,
developing skills of them, providing appraisals for their long term retention and more. In this
regard, when human resource managers strategically develop the plans related to recruitment,
training, rewarding and compensation on the basis of organizational goals then, it helps in

increasing a greater chance of achievement of success (Rani, 2018). There are various models
which can be adopt by an organization for conducting effective strategic human resource
management. Model of strategic human resource management of EasiClean plc is given below:-
According to above given model strategy is divided into two parts which help respective
company in developing strategies. Business strategy: It refers to term which is describe as combination all decision which
is taken by a leader and performed by subordinates in order to accomplish task for
attaining goal as well as objective. Through which they also able to gain competitive
advancement at a marketplace (Morley, Heraty and Michailova, 2016). Further it will
divided into two factors that is given below:
Internal environment- It include factors like culture, structure, policies, employment
skill and past strategies which are generally in control of an organization as well as they can
update it according to their requirement.
External environment-It include factors like competitors, government policies,
technology, economics, market trends and so on which impact on a company from outside and it
is not in control of company.
It is necessary for respective company to develop strategies and plans according to above
given factors so that they can attain their goal and objective properly.
I
llustration 1: strategic human resource management model
(Source: strategic human resource management model, 2019)

 Overall HR strategy: It refers to a process in which manager of a company will develop
strategy according to requirement for attaining objective. This will also consider various
diverse factors such as HR planning, decision related to work system and job, activities of
staffs, requirement of employees, communication strategy and many more. This HR
strategy is further classified into several strategies which help company in attaining goal
as well as objective such as Resourcing strategy, Human resource development strategy,
Reward strategy and employee relation strategy.
The 8-box model by Paul Boselie
A different HR model that’s often applied to model what an organisation do in human
resource, is the 8-box model by Paul Boselie. This model shows various external as well as
internal factors that impact the effectiveness of what an enterprise do in human resource.
According to this The core process in the middle starts with the design. This model
explained company’s history, culture as well as technology applied are all factors that impact
how an organisation communicate in Human resource, what they want to accomplish, and how
effective they are in our Human resource policies. All these factors directly influence our human
resource strategy.
2.2 Human resource management contributes to the achievement of the organisation’s strategic
plans
Strategic plans are those which define strategy as well as direction and decision making
on allocation of resources for pursuing this strategy. Human resources department can conduct
several activities in relation of customer so they will help in achieving organisation strategic

plans (Rossi and et.al., 2016). For this purpose, HR managers of EasiClean plc. perform a series
of activities for achieving organisations strategic plans. It includes:-
Recruitment and selection: It considers as main function of HRM where managers of
Emirates use online method and personal interviews, for providing jobs to most eligible
candidates. They concern more on skills and knowledge of interest applicants within soap and
detergent manufacturing industries in order to offer them job. This would help respective
company in bringing both fresh candidates and experienced persons within various departments,
as per requirement of business.
Training and development: After recruiting new recruiters, HR department of EasiClean
Plc also organize a three-month training program to develop their skills. Along with this, due to
modification in technologies and working style, they also provide training for existing staff to
enhance their knowledge (Kavanagh and Johnson, 2017). Thus, both processes help in
developing and increasing productivity of workers, for achievement of targeted mission of
respective soap and detergent manufacturing company.
Organizational culture: As there is a large number of employees working within
EasiClaen company who belongs to different-different culture. Therefore, to manage such a large
workplace and maintaining positivity at workplace, HR managers mainly concern on developing
an effective organisation culture. Here, focus on people-centered approach, they have
implemented a task culture in hierarchical manner. This organizational culture of EasiClean Plc
mainly emphasizes on promoting staff members to embrace challenge and adopt change. HR
managers are hereby, concern on main key corporate values that are imaginative, curious,
innovative, brave, pioneering and ambitious.
Performance appraisals: For retention of staff especially cabin crew members and others,
HR managers also provide appraisals to each, by measuring their performance and contribution
in achievement of business objectives. For this purpose, they provide both monetary and non-
monetary awards to staff for boosting their morale to give commitment for better performances.
Thus, all these major operations of human resource management show the contributions
of HRM towards achievement of organisational strategic plans of EasiClean Plc.

M1 An evaluation of the different models of preparing strategic human resource management
plans for an organisation such as EasiClean Plc.
There are various model of strategic human resource management that can be adopted by
an organisation in order to develop strategies as well as plans accordingly which leads to
attainment of goal properly and effectively (Engert, Rauter and Baumgartner, 2016). Along with
this through these model manager of a firm also able to motivate and encourage their employees
to conduct work properly so that they achieve goal. Some major of them which can be adopted
by EasiClean Plc are given below:-
Proposed Model: This model is used by a company in order to develop strategy and
policies according to requirement of a company. In respective model manger of EasiClean Plc
conduct evaluation of business strategy and HR business strategy that will help them in
developing or designing strategies as well as polices in effective manner (Mone and London,
2018). Along with this through this model company also able to analysis internal as well as
external business environment so that they can identify issues and requirement required to
develop policies and strategies. It is most essential and useful model which will help an
organisation gain long term goals and objectives within given time duration. With the help of this
mode, company can easily implement human resource management stargate which will further
assist in retention of employees for log time.
Functional SHRM process model: According to this model an organisation develop
strategies according to function which they are conducting in order to attain objective. Along
with this for its evaluation manger of respective company may adopt strategy such as BGC
matrix in which all functions are divided into four major factors i.e. star, cow, dog and question
mark. Through this they may also evaluate performance of function which is conducted by
respective company in order to achieve objective. With the help of this model, human resource
management of an organisation can easily do their functions and activities in systematic manner.
The Society for Human Resources Management introduces as the premier professional enterprise
for human resource managers, generalists as well as directors. The SHRM offers HR related
news, forecasting as well as public policy support. Along with this, they also give online and in-
person training, resources and events.