Strategic Human Resource Management: Trends, Factors, Theories, and Impact on HR Strategy

STRATEGIC HUMAN
RESOURCE
MANAGEMENT

Table of Contents
PART 1............................................................................................................................................4
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
TASK 1............................................................................................................................................4
Current trends and development which influence HR strategy of organisation..........................4
Internal and external factors which influence HR strategy.........................................................6
Analysis the influence of contextual and external development and also discuss how it impacts
on HR strategy.............................................................................................................................7
Critically evaluation of contextual and external development with application of relevant
theories and models.....................................................................................................................7
TASK 2............................................................................................................................................8
Relevant conception theories related to development and growth of a strategic human resource
management with examples.........................................................................................................8
Human resource theory which relates to practice with organisation examples...........................9
Evaluation of Human resource theories that relates to practice with contrasting and comparing
this with other organisational context..........................................................................................9
CONCLUSION..............................................................................................................................10
PART 2..........................................................................................................................................11
TASK 3..........................................................................................................................................12
Change management models that support HR strategy with relevant examples.......................12
Valid justifications in order to apply change management models in theories in order to
support HR strategy...................................................................................................................16
Change management models implement with analysis of drawbacks and benefits for an
organisation................................................................................................................................17
TASK 4..........................................................................................................................................18

Discussing measurement and monitoring HR outcomes and applying to specific situation of
organisation................................................................................................................................18
Evaluation of effective development and management with support sustainable performance
and growth in order to meet objectives of organisation............................................................21
Suggestions and recommendations for HR development technique.........................................23
Contribution of monitoring and evaluating techniques in sustainable performance and growth
...................................................................................................................................................24
CONCLUSION..............................................................................................................................25
REFERENCES..............................................................................................................................26
Books & Journals:......................................................................................................................26

PART 1
INTRODUCTION
Human resource management is one of the important management activities of
organisation that focuses on organisation’s human resources (Antony and Divakaran). Company
need to manage human resource because every person has different mind-set and perception
level which can we create complexities for organisation that's why they need to do management
of human resource. For that purpose, company make HR strategy in order to achieve their goals
and objectives. But it can be influences by many internal external factors which need to be
analysed by organisation. In this context, Tesco is undertaken which is the UK based
organisation that operated in consumer goods. Tesco is founded in 1909 in UK that has groceries
and general merchandise stores. It is the third largest grocery and general merchandise retailer in
the world. This report will be discussing on internal and external factors with some
contemporary theory that helps to HR development and strategy.
MAIN BODY
TASK 1
Current trends and development which influence HR strategy of organisation
Human resource management is one of the main integrated tasks for every organisation.
HR strategy involves various friends which get updated as per the modern workplace
environment. Therefore, this trend helps HR manager to undertake effective strategy which
would be beneficial for achieving goals and objectives (Wambui, 2018). These Trends ensure
employees development and retention within the organisation. In context of Tesco, HR manager
need to determine following Trends into their strategy:
Workplace diversity: an organisation is a pool of different behaviour and skilful
employees. An organisation must have diversifying employees who are indifference in terms of
their skills culture and behaviour so that no discrimination would be entitled while selecting

employees. HR manager of Tesco is influenced through this Trend as they need to consider
employees apart from their age gender culture or background. This will create a positive working
environment.
Impact of globalisation: the strategy of HR manager has impacted through the
globalisation requirement as it undertakes both micro and macro factors from worldwide level.
The manager needs to undertake strategies my aim to achieve globalisation in terms of
expansion, growth technology and diversity in employees. Due to Rapid change in Global
Business Environment, the HR manager of Tesco undertakes all the elements within the
organisation in order to reduce the chances of competition and failure. This could be done
through adapting Technology, utilising resources and promote Business expansion to wider
level.
Changing skills: In the 21st modern century, an organisation does not only look for
educated and experience employees but also they require versatile individuals who could work in
our changing business environment (Kozlowski, 2019). Currently, digital and Technical skills
are much required so that employees must have these skills to undertake job role in Tesco. The
strategy of HR manager is influenced with modern areas of expansion through social and digital
marketing so that this influences heavily on recruitment and selection procedure. All these skill
include statistical creative emotional soft skills and multitasking skills are required in an
individual which is must have in an organisation so that they could look forward to achieve
objective and aims in a desired manner.
Continuous improvement: it is another vital trend which influence on the growth and
development of HR strategy. Continuous improvement is essential for business to keep their
existence in current dynamic environment. Therefore, continuous improvement will lead to
change in organisational strategies, enhance employees; capabilities eliminate mistakes and
encourage high productivity. The managers of Tesco are highly profound with continuous
improvement and change into organisation which makes the company the super largest chain of
supermarket (Ferreira, Mueller and Papa, 2018). The managers of Tesco are highly profound
with continuous improvement and change into organisation which makes the company the super
largest chain of supermarket. The company always work for customer satisfaction and enable
product and services as per their requirements which is the mean area of change so that

customers will not leave unsatisfied. So that, continuous improvement is highly necessary for
HR managers to make strategies in order to enhance employee motivation to work more hard and
analyse their mistakes to overcome them within stipulated time. Also it could be done through
providing effective training and development which enhance their skills and knowledge
regarding efficient working.
Internal and external factors which influence HR strategy
There are many internal and external factors which influence Tesco’s HR strategy. It is
very necessary for Tesco that they should analyse the internal and external factors in order to
control the human resource and make effective HR strategy.
Internal factors
Organisational culture
It is defined as the sum total of beliefs, habits and shared values in the organisation which
depicts personality of a company (Ningrum and Soehari, 2019). HR manager of Tesco need to
adjust positively according to the culture of company as it gives a direct impact on HR policies