Strategic Human Resource Management Report

This report analyzes the strategic human resource management practices of TNT, a UK-based express delivery service. It examines key external and contextual developments, evaluates changes in HR policy and practice, critiques the impact of change management measures, and reflects on HR monitoring and evaluation techniques. The report utilizes various models, theories, and concepts to provide a comprehensive understanding of strategic HRM in a real-world context.

Unit 21: Strategic Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Activity 1.........................................................................................................................................1
Critical evaluation of Key external and contextual developments using different models,
theories and concepts..................................................................................................................1
2. Evaluate changes in HR policy and practice related to current trends and developments......3
Activity 2.........................................................................................................................................5
Relation of HR theories and practices to various HR practices..................................................5
Activity 3.........................................................................................................................................6
Critique the impact of change management measures, strategies and concepts that can impact
the benefits and drawbacks of an organisation...........................................................................6
Activity 4.........................................................................................................................................8
Critical reflection of HR monitoring and evaluation techniques to sustain performance for the
best fitted measures to have a resource based emphasis.............................................................8
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
The strategic human resource management is the key component of the organisation that
will help in proper assessment of work force within an organisation. This will help in assisting
the organisation to carry out the recruitment and selction, training and development and appraisal
measures within an organisation. The present report is based on the UK based express delivery
service, Thomas nationwide transport (TNT). It provides the delivery services all over the world
and is one of the largest employer in UK.
The report involves the influence laid by key external and contextual factors on the basis
of different theories, models and concepts. Also, the trends and development factors such as HR
issues are ben taken within the firm of private, public and tertiary sector. Also, different HR
theories are been assessed with contemporary practices and operations for appraisal. Different
change management models and concepts are been discussed with effective techniques related to
sustainable performance and growth of the potential of the employees as well as the firm.
MAIN BODY
Activity 1
Critical evaluation of Key external and contextual developments using different models, theories
and concepts
The key development of external and contextual developments are been used within the
organisation that will help in effective growth of the HR operations and other policies or
operations of the organisation within the firm. Different models, theories and concepts can be
applied within the organisation that will play a very deep and significant role in the continuous
improvement of productivity and efficiency of HR department of HR or work force of the
organisation (Barrick and et.al., 2015). Some major contemporary trends and development in
trends in HR that impacts the overall operational of the organisation are as follows:
The practice of high commitment HRM policies are been taken within the form that will
impact the overall operations and plays a crucial part in carrying out of performance
improvement strategies and operations within the organisation. This will lead the HRM of the
firm to undertake suitable measures and follow out the contemporary trends that will help in
improving the operations and thus, will lead the suitable development models which can improve
productivity and effectiveness of the firm.
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Different contemporary trends and developments which will lead to the proper
assessment of the HR operations within TNT such as:
Impact of Globalization: the adoption of globalization measures have led the firm to have a
good assessment of HR requirements within the recruitment and thus, will lead the firm to have a
good engagement of business operations, leading to growth and development of the firm. Before
globalization, the HRM of TNT used to have a hard approach of managing HR but now it has
adopted soft approach to deal with work force.
Workforce diversity: As TNT operates all over the UK and on international level, their will be
a vicinity of work force with different range of backgrounds and cultural diversities. Hence, this
will improve the operational capacity of the firm (Baumgartner and Rauter, 2017.). However, the
differences are required to be controlled in order to have a good accessibility of the operations.
Formerly, the local operations of HR were not lenient for diverse work force but now they have
improved the adaptability towards diverse work force.
Changing skills requirements: This will help in improving the effectiveness of the employees
within the firm and will encourage them to acquire new skills sets to gather their needs and meet
the operational requirements of TNT. However, it is a very time and resource consuming
process.
Continuous productivity improvement: This approach is been undertaken to improve the
quality of services and thus will lead to improve the effective planning of the productivity and
HR operations within the selected organization, TNT.
These factors play a crucial part within the management of the HR operation that will
help in management of various sort of HRM policies within the firm. They will see through the
proper assessment of a business operations and activities within the firm. It will lead to the
effective increase in operational efficiency of the firm. Financial conditions also plays a very
deep role in carrying out of HR policies and growth of the firm. A positive economic condition
will help in improving the placing of the highly skilled labor and thus will lead to the carrying
out of different operations that will help in improving the quality of services and thus will lead to
proper rise in improving the operational capacity (Huang, 2016). Social cultural factors such as
cultural diversity and planning of the business operations within the organisation that will help in
improving the quality of services and thus will lead the organization per the policies for the
growth and development measures.
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Various innovative and technological measures can be taken within the firm which will
help in suitable placing of business activities and hence will lead the firm to improve the quality
of services that will enhance the quality of operations. Measures like online recruitment, digital
job advertising and improving the recruitment processes are certain aspects of technological
factors, that turns out to be beneficial for the firm within the organisation (Heraty, Michailova
and Morley, 2016). The natural calamities and other factors plays a very crucial role in carrying
out of HR operations and other measures within TNT to induce proper growth and rise in
effectiveness of operation's which are been taken within the organisation. The legal policies will
be carried out within the firm and hence, can lead to the rise in effectiveness of HR policies that
will be adopted by TNT.
2. Evaluate changes in HR policy and practice related to current trends and developments
An effective change in the HR policy can be taken in the consideration that will help in
proper assessment of wide range of HR policies and trends that will help in improvement of HR
operations in private, public and tertiary sector. Different HR policies which are been taken
within the growth sector of the firm. The current trends in private, public and other sectors within
the industries will help the firm to improve the operations that will help in proper assessment of
the HR policies and hence, will improve the overall performance of the firm (Reilly and
Williams, 2016.). Some current trends that are been taken within the firm are:
 Evaluation of performance review: this is the effective policy of the operations that
increased the efficiency of the workers within the firm that will help in proper assessment
of the skills and traits possessed by an individual worker within the firm.
 Talent Pooling: this is the recent trend that is been taken in practice by the HR
departments of various firms that will help in suitable gaining of the market share. It will
help the organisation like TNT to have a good accessibility to skilled and knowledgeable
candidates.
 Providing flexible workplaces: This is the ongoing trend that will help in suitable
planing of business operations and thus will improve the customer satisfaction level.
Also, it will increase customer's loyalty towards enterprise, increasing the overall
productivity of the enterprise (Singh and Rao, 2015).
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 Increased security and effectiveness at workplace: this is a very essential and effective
component that will help in suitable rise in loyalty and satisfaction of workforce within
TNT. It will be a major factor to attract employees towards the firm.
The change in trends will look after the proper assessment of the business operations and
action plan that improves the quality of services and carrying the HR related operation within the
organisation (Snell, Morris and Bohlander, 2015). All the three sectors, private, public and
tertiary will look after the proper assessment of operations which will improve the quality of
services and thus, will help in carrying of various operations and action plans that helps in
execution of different operations and action plans within the organisation. Some major impacts
or challenges that these sectors faces after the change in policies of HR are:
 They have to look after the proper assessment of workforce and carrying out of the
operations and action plans within the firm. As the HR department will look after the
operations that can lead to conflicts at the workplace. The employee engagement
approach that is been taken should be managed with suitable communication which will
help in effective planning and operationsn (Chadwick, 2017).
 Accountability of the employees within different sectors varies from each other. In
private sector, the employees are hold responsible for their and their teams actions, while
in public and other sector they can be given some relief on the accountability part.
Besides this, the employees in private sector doesn't enjoy much liberty to access their
personal well being. However, this is not the case in public sector. In other sector, it
depends on the action and enterprise that they are working within (Vomberg, Homburg,
and Bornemann, 2015).
 In public and private sector, the employee welfare reforms that are been analyzed and
developed are practiced with mundane. However, in the other sector, it depends on the
types of operations and enterprise structure that is been followed. This makes the public
and private sector to be more interactive in case of HR management and sustaining the
workforce of the organisation.
The following of the contemporary trends and development measures of the HR like
globalization, workforce diversity continuous performance development measures that will help
in suitable management of HR operations at TNT. These practices can involve soft or hard HRM
practices, as per the situation and changes that are required to be implemented within the firm.
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For implementing the suitable changes in the HR polices, roles and trends, Ulrich model can be
implemented within the firm (Analoui, F., 2017). This includes following factors:
The HR within an organisation will carry out a significant range of roles and
responsibilities which will impact the operations and thus will lead the operations within the
firm. They will draft the strategies, implement changes, maintain relations with employees and
look after the administration within TNT.
Activity 2
Relation of HR theories and practices to various HR practices
The different HR policies and theories that are taken within the firm will have a
significant role in various organisations as per their operations. The delivery services firms like
TNT or Blue Dart will look after the proper assessment of different operations effectively. The
impact laid by some contemporary HR theories and practices are as follows.:
Flexible work arrangements: Both, TNT and Blue Dart will provide their work force with the
facility to have a good operational flexibility that will encourage the workers to operate as per
their convenience. This improves the loyalty of work force and increase the effectiveness of
employees within the firm (Brewster, Mayrhofer and Morley, 2016).
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Illustration 1: Ulrich model
Sources: Shingal, 2018

Performance management: The organization will look after the effective planning of business
operations within both the firms. The measures will help in keeping a control over the operations
that are undertaken within the organisation and thus, will lead the enterprise to have a suitable
management of overall operational functionality of the organisation and assists in development
of organisation.
E recruitment: With the advancement of digital technologies and effective planning of the
recruitment and selection process by both the delivery service provider organisations. Various
online recruitment measures such as job portals, email recruitment, telephonic interviews can be
undertaken within consideration of the firm.
540 performance appraisal: This is an extended version of 360 appraisals measure with the
involvement of clients, peers and suppliers (Brewster, Chung and Sparrow, 2016). Thus, this
approach makes it effective for an individual for improving the policies and action plans that will
support a good rise in carrying out of self evaluation and skill improvement process. This will
increase the effectiveness of both the firm to get skilled and effective labor force within the firm.
All these measures will help in suitable planning of services and other facilities that will
be undertaken within both the delivery service provider firm. This will help in suitable planning
of the business operations and activities and will guide the organisation to undertake the
operations and activities which will help in suitable planning of business activities and thus, will
lead the firm to have a good management of HR operations within the firm. This will also
improve the quality of services that the organisations will provide (Boselie, 2016). It also leads
the organisation to have a good handling of services. All this approaches or practices of HRM
will lead the organisation to have a good and effective market share.
Activity 3
Critique the impact of change management measures, strategies and concepts that can impact the
benefits and drawbacks of an organisation
The management of TNT will look after the adaptation and implementation of different
theories and models that will help in proper assessment of the business operations and gaining of
the operations that will lead the organisation or an enterprise to carry out the operations and
gaining a good market share that will lead the selected organisation to have an effective and
suitable market share. Other than this, the changes made within the management and strategies
that will assist the organisation to have a suitable growth and thus will lead the organisation that
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will improve the quality of services and customer satisfaction (Collings, Wood and Szamosi,
2018). Besides this, it will also lead to the suitable rise in loyalty and skill sets of the work force
and thus will also impact their behavior towards each other and firm.
Different theories and models are implied within TNT in order to identify the potential
benefits and drawbacks for the firm. Some major models and theories that can be imbibed within
the enterprise are:
Lewin's 3 step change model: Proposed by Kurt Lewin, it includes three stages that are been
followed by the management to induce change in any sort of structure or policy within the firm.
The three stages are as follows:
Unfreeze: this is the step to create suitable awareness and platform for the changes that are to be
made within the HR policies that are been taken within the firm. This is the evaluation of
different behaviors, traits and qualities that are been possessed by an individual and
incorporating new policies and measures that are taken within the organisation that will help in
implementation of changes.
Change: this is the next step for implementing the changes related to HR polices within the firm.
The transitions and changes that are implemented will help in carrying out of the HR related
operations that will help in suitable management of the communication, training needs and
resource allocation that is required for the implementation of the changes within the firm. It
requires effective planning and time for the feasible and befitting implementation as per the
operational needs (Brewster, 2017). It requires detailed analysis and careful implementation in
order to avoid any sort of negative impact.
Refreeze: this is the post implementation stage that is carried out within the firm. It includes the
suitable analysis of the new changes that are incorporated with the old ones and assess the
feasibility of the changes made within TNT. It will help in improving HR performance of this
firm in an effective way.
Besides this the Nudge theory is been applied which states that impacts the behavior of
the workforce within the organisation and thus will impact their behavior and self interest. It
includes the effective decision making and thus helps in suitable planning of the HR policies and
practices within the firm (Hollenbeck and Jamieson, 2015).
The major advantage of these policies and operations are that it will improve the overall
performance of an organisation. However, the change model and Nudge theory indicates that the
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alterations can be made and thus requires time and resource, which can influence the
productivity and revenue generation of the model.
Activity 4
Critical reflection of HR monitoring and evaluation techniques to sustain performance for the
best fitted measures to have a resource based emphasis
Various monitoring techniques will be undertaken within TNT in order to improve the
quality and effectiveness of the operations (Taylor, Doherty and McGraw, 2015). This HR
monitoring and evaluation measures that are undertaken within the firm will have a good and
significant growth and development of the organization that will improve the effectiveness of
business functions and other operations which are undertaken within the firm. I can suggest that
various measures and activities can be followed that will improve overall functionality of
organisation. Some measures that will assist TNT to have a competitive advantage are:
Key performance Indicators (KPI): this are certain factors or attributes which are required to
be followed within the firm. This includes the factors such as defining and analysis the
performance issues, providing appropriate solution and their implementation and carrying out of
reviews to have an effective understanding of HR policies and operations (Bailey and et.al.,
2018).
10 c checklist of HRM: It includes the factor's like clarity, communication, contribution,
controlling, confidence etc. which are required to be fulfilled by an employee within TNT.
Skill evaluation model: different models are been undertaken within the enterprise that indicates
that the certain skills are required to be possessed by an individual and thus, leads to their
assessment that will help in effective placing of HR policies and action plans within the firm.
I strongly feel that possessing these attributes will be a major element to facilitae the
monitoring and capability building measure for the employees of selected delivering service
provider firm, TNT.
CONCLUSION
Hence, based on the attributes and other components that are been undertaken within the
firm, this can be said that the suitable and strategic planning of the human resource management
attributes within the firm will impact the overall performance of a firm. The analysis of trends
and HRM styles are also evaluated for gaining a good understanding of HR measures followed
by a firm. This will lead an organisation like the selected one to have a good assessment of
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different policies and action plans which will help in proper assessment of action plans and
attributes which will help in effective planning and adoption of different changes and carrying
out of different policies for strategic HR development. It will help in execution of different
measures and theories or models which will contribute in suitable rise in performance of the
firm. Besides this, a reflective assessment is carried out on the HR and performance monitoring
approaches within the firm.
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REFERENCES
Books and journals
Analoui, F., 2017. The changing patterns of human resource management. Routledge.
Bailey, C. and et.al., 2018. Strategic human resource management. Oxford University Press.
Barrick, M.R., and et.al., 2015. Collective organizational engagement: Linking motivational
antecedents, strategic implementation, and firm performance. Academy of Management
journal. 58(1). pp.111-135.
Baumgartner, R.J. and Rauter, R., 2017. Strategic perspectives of corporate sustainability
management to develop a sustainable organization. Journal of Cleaner Production. 140.
pp.81-92.
Boselie, P., 2016. Strategic HRM. In Encyclopedia of human resource management. Edward
Elgar Publishing Limited.
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.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Chadwick, C., 2017. Toward a more comprehensive model of firms’ human capital
rents. Academy of Management Review. 42(3). pp.499-519.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Heraty, N., Michailova, S. and Morley, M.J., 2016. Managing human resources in Central and
Eastern Europe. Routledge.
Hollenbeck, J.R. and Jamieson, B.B., 2015. Human capital, social capital, and social network
analysis: Implications for strategic human resource management. Academy of
management perspectives. 29(3). pp.370-385.
Huang, X., 2016. Three Essays on Strategic Human Resource Management (Doctoral
dissertation).
Reilly, P. and Williams, T., 2016. Strategic HR: Building the capability to deliver. Routledge.
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Singh, B. and Rao, M.K., 2015. Exploring the Linkages Between Human Resource
Configuration and Knowledge Management Process: A Strategic Human Resource
Management Perspective. In Managing in Recovering Markets(pp. 295-302). Springer,
New Delhi.
Snell, S., Morris, S. and Bohlander, G.W., 2015. Managing human resources. Nelson Education.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Vomberg, A., Homburg, C. and Bornemann, T., 2015. Talented people and strong brands: The
contribution of human capital and brand equity to firm value. Strategic Management
Journal. 36(13). pp.2122-2131.
Online
Shingal, T., 2018. Ulrich’s Model. [online]. Available through: <https://blog.mettl.com/talent-
hub/managing-hr-roles-david-ulrich-model>
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