Implications of Multistakeholder Perspective on HRM

This assignment discusses the importance of Human Resource Management (HRM) in achieving business goals. The multistakeholder perspective proposed 30 years ago is analyzed in the context of HRM. Various sources including books and articles are cited to support the arguments. The assignment also touches upon the evolution of strategic HRM, its role in organizational capabilities, and the integration of HRM with corporate strategy.

STRATEGIC HUMAN
RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Key current trends that can affect human resources .............................................................1
P2 Analyse both external and internal factors influence HR strategy and practice in context of
Waitrose......................................................................................................................................2
TASK 2............................................................................................................................................4
P3 Application of relevant theories & concepts relating to growth & development of strategic
human resource management......................................................................................................4
TASK 3............................................................................................................................................5
P4 Appropriate change
management models to support HR strategy.............................................................................5
TASK 4............................................................................................................................................7
P5 Measure taken to monitor and measure HR policies.............................................................7
P6 Effectiveness of HR management in achieving business objectives.....................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Strategic Human Resource Management is characterized as the work on pulling in,
fulfilling, creating and holding workforce for advantage of the two labourers as people and firm
overall. It includes run of the mill human asset components, for example, payroll, discipline and
hiring, contracting and likewise incorporates working with labour in communitarian approach to
expand maintenance, upgrade work encounter quality and amplify shared business advantage
(Analoui, 2017). The present report is based on Waitrose which is a British multinational grocery
retailer of UK. The assignment includes current development and trends that impact human
resource strategy of organisation. It also defines external and internal forces that impacts on
practices and strategies of human resource management. The report covers investigation of HR
practices and approaches and in addition outer powers that influences vital choices. It likewise
incorporates the manner by which HR capacities are composed and strategies and practices are
conveyed. Apart from this, application of relevant theories and concepts related to development
and growth of strategic HRM. Suitable change models that supports human resource strategies in
application to organisational examples. Besides this, the way in which HR outcomes can be
monitored and measured and its application to specific situation in organisation. At last,
evaluation of effective human resource development and management can support sustainable
growth and performance for meeting organisational objectives is defined in this project.
TASK 1
P1 Key current trends that can affect human resources
There are different recent trends and development that can affect HR decisions in an
effective manner. HR can take relevant an crucial decisions to recruit qualified and talented
workers. They can also take decisions to provide training to employees. Thus as a result they
have to create plans and policies so that firm can run profitable and in an smooth manner. Thus
company can generate more revenues and they can easily enhance the market share. Key recent
trends which can affect Waitrose are:
Training and professional development: Now a days all employees are educated and
they have so much knowledge that they can manage all activities without help from others
(Banfield, Kay and Royles, 2018). So due to increasing of competition for tries to create
effective and efficient policies which helps the company to provide effective training to all
employees. Thus as a result they can use on the job training methods such as role playing and
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etc. Through this employees can easily enhance the knowledge and required skills which is
required in their job. Employees are also given training of performing transactions in computer
as all deal and operations are mostly performed through computer. Thus as a result they can
easily enhance their skills and they can perform in a better manner.
Global recruitment: Now a days employees are providing innovative idea to manager.
Thus HR manager have taken decision to recruit applicants from outside the organization. This
gives lot of advantages to the company (Beer, Boselie and Brewster, 2015). Thus HR manager
have created a strategy that they have to recruit many educated and competent employees from
outside the form. Through this new staff members can easily give innovative ideas and hence
staff members can easily manage all activities and tasks in proper and effective manner. Through
this firm can easily enhance the services and hence as a result they can easily accomplish the
objectives.
Cross border legal compliance: It means the rules and regulations which are followed
by the firm. Thus as a result HR manager while selecting staff members from outside the
company have to take care of all laws and rules created by the government. Thus as a result they
have fulfil all laws such as payment of taxes. While selecting staff members they have to pay
custom duty and other taxes timely so that they do not faces any problem. If they do not follow
all rules and regulations then they can face problems and hence they cannot run their business
in effective and efficient manner.
Benefits and compensation: It is also the crucial trend in market. It affects the HR
decisions in positive manner. Thus HR manager have created strategies and policies to provide
additional benefits to all employees. Thus as a result they can provide paternity leaves, vacation
leaves and give the options to choose timings of their job according to their convenience. Hence
as a result it increases the satisfaction level of all employees and they are motivated to perform
better. Thus they give superior results. Through this company can easily achieve objectives and
can maintain good reputation in the market (Bratton and Gold, J., 2017).
P2 Analyse both external and internal factors influence HR strategy and practice in context of
Waitrose
Both internal external factor affect the overall working operation of business therefore it is duty
of management to scan all the changes coming in external environment that affect the growth
and productivity of business so take appropriate measures which allow organisation to grab all
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opportunities exist in external market and reduce threats of business. Apart from it, HR manager
at the formulating strategies and tactics need to understand all the plans of rivalry on the basis
further actions must be taken. Waitrose is largest retail store comprises of large employees so HR
manager in order to develop skills among employees and for betting all the challenges of rivalry
need to watch all the modification in both external and internal environment and then frame their
own HR practices for better outcomes. Their are different internal and external factors that
influence the HR strategy and practices are discuss below:- Competition:- The extends at which competition increases affect the overall ability of
company at the time of recruiting employees (Brewster, 2017). Further big companies
find that individuals seek them out and in order to sustain in external market company
require to spend much amount on tools like advertising and social sites through which
they aware candidates regarding vacant job positions. Therefore, in order to maintain
brand image and reputation Waitrose required actively participate of qualified employees
in critical situations and human resource division need to focus on developing strong HR
policies through which they select professional candidate who easily understand all the
current trends of business and provide competitive edge over rivalry to company. Compensation:- Supply of higher level of labour or employees can be possible when the
amount of compensation provided by company will be such that which attract large
employees. At the time of unfavourable market condition where unemployment rate is
high and more efficient employees exist then under such condition compensation which
has been provided to employees and opportunities exist are against multiple other
companies in order to recruit employees. Therefore it order to maintain the whole
situation Waitrose need to offer such amount to candidates that provide them satisfaction
and maintain the balance in diverse situations. Legislation:- Legal factors is one of the external measures that affect the whole working
environment of company (Chadwick, Super and Kwon, 2015). Apart from it, federal and
state legislation fully dictate that how long business will maintain all the employee data
and personnel records for better outcomes in future. Different legal laws enforced by
government like minimum wages, Health Insurance Portability and Accountability Act,
Americans with Disabilities Act which need to adhere by the HR manager of Waitrose
organisation in order to maintain the decorum and ethical practices in company.
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Employee relations:- One of the important internal factor in which that objective of HR manager
is to conduct all the operations in such way that help in maintaining better employee relations
and leads to accomplishment of team objective in good effective manner that need to concern by
Waitrose management.
TASK 2
P3 Application of relevant theories & concepts relating to growth & development of strategic
human resource management
The principle aim of Strategic HR administration can be indicated as "to guarantee that
human asset administration is completely incorporated into key arranging, that HRM strategies
cling both crosswise over strategy zones and crosswise over orders and that HRM arrangements
are acknowledged and utilized by line chiefs as a major aspect of their consistently work"
For the most part, the primary ways to deal with SHRM are separated into three principle
classifications: universalistic, possibility, and configurational (Shields and et. al., 2015).
Universalistic or 'best practice' way to deal with HRM identifies with the perspective that there is
an arrangement of best HRM hones and their appropriation will produce positive outcomes
paying little respect to the conditions related with associations.
Universalistic approach:
Universalistic approach expresses that 'accepted procedures' in connection to an extensive
variety of HR issues, for example, representative enlistment and choice, preparing and
improvement, worker inspiration is similarly material to every association paying little respect to
the idea of interesting angles associations may have.
Contingency approach:
Contingency or 'best fit' approach then again, can't help contradicting the nearness of all
inclusive solutions to HR issues and stresses the requirement for incorporation between HR
strategies and an extensive variety of other authoritative arrangements.
Configurational approach:
Configurational way to deal with SHRM "stresses the requirement for hones that are
unexpected with authoritative conditions, yet furthermore underlines the requirement for level or
inner fit" (Taylo, Doherty and McGraw, 2015). To put is essentially, configurational approach
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perceives the legitimacy of 'best practices', however in the meantime, acknowledges the
significance of alteration of HR strategies with the general authoritative technique.
On the other hand, ways to deal with SHRM can be partitioned into four classes: strategy
focused, content focused, implementation focused and decision focused (Wehrmeyer, 2017).
TASK 3
P4 Appropriate change
management models to support HR strategy
There are mainly four kind of change management models for the business and they are
being described below:
ADKAR Model
This can be stated as the change management model which has their main focus upon the
objectives. As per the model, there are certain cumulative goals within the process for attaining
the overall kind of change goal (Chelladurai and Kerwin, 2017).
Changes mainly happen when the phases changes of the business along with employees
as well. HR sector of the Waitrose has mainly faced this kind of phase and they have adopted
certain techniques for accomplishing the objectives. Here are the change steps to achieve in the
ADKAR model.
A - Awareness
Perceive the requirement for change.
D – Desire
Partake and bolster the change.
K – Knowledge
Know how to change and recognize what the change will look like as far as abilities and
practices.
A – Ability
Execute the change once a day.
R – Reinforcement
Support the change over the long haul (Debroux, 2017).
LEWIN'S CHANGE MANAGEMENT MODEL
This kind of model was mainly being developed during the 1950s and thus it is mainly
based upon the three kind of simple stages and they are Unfreeze, freeze and change. Unfreeze is
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the stage which is also known as preparation stage and to the employees it is mainly shown that
the changes are much more effective and this is the most difficult for the HR management to face
all those kind of challenges within Waitrose company (Guo and Al Ariss, 2015).
Change is the stage where the employees agree on something and thus they start
accepting the changes and that is the most intense period for the HR sector which mainly
employees will acclimate to change and thus they will flex the change in new kind of ways and
thus this way problems can be eased in effective manner. Freeze is the stage which has mainly
stabilised that the company will majorly operate for going forward . Employees are now
acclimated for new kind of business processes and thus this way duties are mainly performed.
KOTTER'S 8-STEP CHANGE MODEL
This kind of model was mainly being introduced in 1996 after the evaluation up of 100
changing companies. Kotter mainly revised the down change model in 2015 which reflected the
increased pace of the organisational change since the 1990s. Below described are the breakdown
of the eight steps:
1. Create sense of urgency
Recognize a big opportunity and spark excitement among employees.
2. Build a guiding coalition
Make an interior group to deal with the change. group will guide, arrange and convey its
exercises over the whole association.
3. Form strategic visions and initiatives
Changes ought to line up with your business' vital vision. On the off chance that your
organization's vision is to offer the most container tops in North America, for instance, roll out
improvements that empower that objective.
4. Enlist volunteer army
Motivate workers to help change. Draw in volunteers with exercises and give important ways
they can add to your organization's prosperity (Helfat, 2017).
5. Enable action by removing barriers
Expel hindrances like wasteful procedures and progressive systems so coalition and volunteers
can work with the flexibility to impact change.
6. Generate short term wins
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Try not to give long haul a chance to change objective decrease the impacts of day by day, week
after week or month to month here and now wins. Set incremental objectives and praise your
association's accomplishments.
7. Sustain acceleration
Equalization change administration with change initiative to adjust rapidly and frequently.
Oversee by arranging, planning and sorting out; lead by building up bearing, inspiring and
adjusting workers to their qualities (Kaufman, 2015).
8. Institute change
Communicate the connection between your employees’ new, changed behaviours and your
company’s success. Transparency will help show employees why change is valuable and keep
them on track.
TASK 4
P5 Measure taken to monitor and measure HR policies
Human resource is the department which deals with workers working in company and it
is important to know what can be done through which they are motivated and give their best.
While talking about Waitrose, they perform activities in way through which organisation can
achieve targets in efficient way. There are many workers working in organisation, so it is
essential to work as per business environment. It is essential to measure activities in efficient
way, through which they employees are aware of their roles and responsibilities. While taking
advantages of this sector, manager has to make policies, so positive outcomes can be get. While
making any task achievable planning is done, which help while actions are taking manager keeps
eyes on it. In case of negative results, guidance must be provided (Marchington, 2015).
Measures to know effectiveness of HR polices are as under-
Profit improvement- Profits are most effective approach which has to be undertaken by
company and this is effective with the help of employees. They are the people who bridges gap
between customer and their demand. If there is increment in profits of company then there is
positive impact of HR policies on employees. In Waitrose there are many customer who visit
store with their various demand, so manager has to take reviews from them, also which shows
positive impact of HR policies.
Increment of sales- When people get good quality product and then this can be effective
for knowing implementation of HR policies in effective way. While there is demand arises from
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customer and it gets satisfied, then sales get improved. Hence increment in sales is one source
through which effectiveness of HR polices can be judged (Moutinho and Vargas-Sanchez eds.,
2018).
Satisfaction of customers- Satisfaction among customer is possible only when workers
are performing activities properly. It is important to know from consumers that they are satisfied
with services offered or not. In case of positive outcomes, effectiveness of HR policies is
possible.
Employee's attitude- Employee's are the main component which deals with customer. It
is essential that employees must be trained regarding treating to behaviour. As there are many
changes which are taking place in business, so employees must be trained regarding to repond to
queries of customer.
Practical implementation of HR outcomes
It is important to work as per requirement of society. As Waitrose is the company which
is dealing in super market, sector so it is essential to know what is demand of customer and then
measures taken to achieve targets. It is essential that company do not accept changes in efficient
way. E.g. there are many visitors daily visiting Waitrose store, so in this case it is essential that
sale executive must be trained how to respond to problems of customer. It is essential that they
must be guided in proper way. This helps to provide them satisfaction and they would prefer to
visit store again. This training is planned by HR manager and hence this is effective for
company's overall growth.
P6 Effectiveness of HR management in achieving business objectives
Role of HR department is increasing with very fast rate because they provide training to
workers to perform business objectives effective (Punnett, 2015). If activities of workers are
correct then they can help to achieve business objectives in efficient way. There ar many changes
which are taking place in business, such as technological changes, change in working style,
training, management alterations, etc. affects working style of workers, so in this case it is
essential that managers of Waitrose has to perform actions in appropriate direction. Some of the
points which shows effectiveness of business objectives are-
Compliance management- There are many problems arise in business which affects
business operations, but due to HR policies it can be resolved properly and in effective way.
While taking use of factors they can create good image in market.
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Cost and quality control- Cost is one of the important factor which may affects profits of
Waitrose. In retail sector there is much competition, so it is essential that HR manager must
motivate workers to give their best with this they can make use of proper resources. Quality of
product must be good so customer is ready to buy it. This helps in overall development of
association (Reiche and et. al., 2016).
Performance appraisal- Performance appraisal means promote workers as improvement
in their working style. It is essential that company must use for providing satisfaction to
employees and hence they are motivated to work in better way. Improvement in performance
means to improve quality of product and services of Waitose and hence this helps in overall
development of association.
Maintaining goodwill- Goodwill is non tangible asset but is most valuable factor in
industry. There is much competition in supermarket, so in this era goodwill is the factor which
can be used to perform business objectives effectively. Goodwill can be improved with
behaviour of workers, quality of product and services, adaptability of new technology,. Optimal
utilisation of resources, etc.
Resolution of conflicts- There are many types of resolution occurring in business
organisation. It is essential to know what can be done to reduce possibilities of conflicts. As there
are various departments working to achieve business objectives, but their activities are inter
linked with each other, so in this case it is essential to frame proper communication with which
there will not be confusion in activities which help to perform business activities properly.
Sometimes there is personal conflicts among workers, so they do not like to work under same
team. This affect business operations. HR manager of Waitrose has to create good and friendly
relations with employees so targets can be achieved effectively (Renz and Herman, 2016).
CONCLUSION
According to the above mentioned report, it has been concluded that key human asset
administration is an essential viewpoint that helps firm in dealing with its labor. Different HR
strategies and practices gives bearings to administrators on a few concerns in regards to business.
It covers everything from enrolment to settling issues of workforce. Different parts are played by
line supervisor in company's activities and face numerous difficulties with respect to work.
Current trends and development in market influence the human resource strategies of
organisation. There are several internal and external factors that needs to be considered by HR
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manager as it impacts human resource strategies and practices of company. Consideration of
these factors helps administrators in formulating effective policies and strategies that assists in
increasing motivation level of workforce and encouraging them to perform in proper manner.
Applications of theories and models helps in growth and development of company and leads it
towards success. Change model also supports strategies of HR and facilitates manager in
introducing changes within firm in an effective and successful manner. Effective management
and development of human resource supports in sustainable growth and performance as well as
assists in attaining objectives of company.
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REFERENCES
Books and Journals
Analoui, F. ed., 2017.The changing patterns of human resource management. Routledge.
Banfield, P., Kay, R. and Royles, D., 2018.Introduction to human resource management. Oxford
University Press.
Beer, M., Boselie, P. and Brewster, C., 2015. Back to the future: Implications for the field of
HRM of the multistakeholder perspective proposed 30 years ago.Human Resource
Management.54(3). pp.427-438.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management(pp. 22-35). Routledge.
Chadwick, C., Super, J. F. and Kwon, K., 2015. Resource orchestration in practice: CEO
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Chelladurai, P. and Kerwin, S., 2017.Human resource management in sport and recreation.
Human Kinetics.
Debroux, P., 2017.Human Resource Management in Japan: Changes and Uncertainties-A New
Human Resource Management System Fitting to the Global Economy: Changes and
Uncertainties-A New Human Resource Management System Fitting to the Global
Economy. Routledge.
Guo, C. and Al Ariss, A., 2015. Human resource management of international migrants: Current
theories and future research.
Helfat, C. E., 2017. Stylized facts regarding the evolution of organizational resources and
capabilities.The SMS Blackwell handbook of organizational capabilities, pp.1-11.
Kaufman, B. E., 2015. Evolution of strategic HRM as seen through two founding books: A 30th
anniversary perspective on development of the field.Human Resource
Management.54(3). pp.389-407.
Marchington, M., 2015. Human resource management (HRM): Too busy looking up to see
where it is going longer term?.Human Resource Management Review.25(2). pp.176-
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Moutinho, L. and Vargas-Sanchez, A. eds., 2018.Strategic Management in Tourism, CABI
Tourism Texts. Cabi.
Punnett, B. J., 2015.International perspectives on organizational behavior and human resource
management. Routledge.
Reiche, B. S. and et. al., 2016.Readings and cases in international human resource management.
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Renz, D. O. and Herman, R. D. eds., 2016.The Jossey-Bass handbook of nonprofit leadership
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Shields, J. and et. al., 2015.Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Taylor, T., Doherty, A. and McGraw, P., 2015.Managing people in sport organizations: A
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Wehrmeyer, W. ed., 2017.Greening people: Human resources and environmental management.
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Online
Role of HR in Achieving Business Goals. 2018. [Online]. Available through:
<http://smallbusiness.chron.com/role-hr-achieving-business-goals-1767.html >.
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