The Strategic Context of Human Resource Management

This presentation discusses the strategic context of human resource management, including social and technological factors, internal analysis of HRM, evaluation of HR function, and conclusion.

THE STRATEGIC
CONTEXT OF
HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENT
◦ INTRODUCTION
◦ MAIN BODY
◦ CONCLUSION
◦ REFERENCES

INTRODUCTION
◦ Social factor: Tesco needs to make sure that they are providing products according to the
needs and demands of consumers. They are also taking care of their belief and values so that
they can be able to retain consumers. Healthy and organic products need to be provided by
Tesco.
◦ Technological factor: During the time of novel corona virus pandemic it is really necessary
that company makes use of high-tech technology. Like for example they should adopt online
payment system so that consumers of Tesco need not to wait in a cue.

Internal analysis of HRM
◦ Strategic partner: In this the strategy and initiatives
which is been adopted by Tesco’s HR needs to be
aligned with the business strategy.
◦ They need to make sure that company’s goal and
their objectives are similar. Only it can assist an
organisation in growing and achieving objectives.

Evaluation of HR function
◦ HR functions are really useful in managing and coordinating
tasks and also it is been really useful in planning for the
future.
◦ The HR department of Tesco is been involved in making
sure that adequate training is been provided to individuals,
so that the goals and objectives of company can be achieved
and also the firm will be able to grow because of it. HR
department is also been involved in doing the hiring and
recruitment.

CONCLUSION
◦ From the above study it has been summarised that various factors can affect the working of
company.
◦ It has been analysed that company needs to provide products according to needs and demands of
consumers.
◦ It has also been evaluated through Ulrich model that Hr has been acting as change agent.
◦ They have been engaged in supporting company when change is been implemented by them. This
has assisted firm in growing and also, they have become more productive because of it.
◦ This has also supported them in achieving the set target and mission, which has helped in growing.

REFERENCES
◦ Boon, C. and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management, 29(1), pp.34-67.
◦ Cooke, F.L., Xiao, M. and Chen, Y., 2020. Still in search of strategic human resource management? A
review and suggestions for future research with China as an example. Human Resource Management.
◦ Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management Journal, 27(1), pp.1-
21.
◦ McClean, E. and Collins, C.J., 2019. Expanding the concept of fit in strategic human resource
management: An examination of the relationship between human resource practices and charismatic
leadership on organizational outcomes. Human Resource Management, 58(2), pp.187-202.
◦ Zehir, C. and et.al., 2016. Strategic human resource management and firm performance: the mediating
role of entrepreneurial orientation. Procedia-Social and Behavioral Sciences, 235, pp.372-381.
◦

THANK-YOU