Strategic Human Resource Management: Change Models & Outcomes

This assignment provides an evaluation of strategic human resource management (HRM) with a focus on change management models and their impact on HR outcomes, using Waitrose as a case study. It begins by introducing strategic HRM and Waitrose's business context, including its unique organizational structure. The report evaluates change management models like McKinsey's 7S framework, highlighting their role in supporting HR strategies by aligning internal elements and facilitating smooth change implementation. It also critiques these models, discussing their benefits and drawbacks. Furthermore, the assignment explores methods for monitoring and measuring HR outcomes such as absenteeism and employee turnover, linking these metrics to employee motivation and commitment. The role of HR management in fostering a workplace culture that supports sustainable growth through environment-friendly practices is also examined. Finally, the assignment suggests HR development techniques, such as job rotation, to enhance digital literacy among employees and reflects on the effectiveness of various HR monitoring and measurement techniques. The conclusion emphasizes the importance of change management models in achieving business objectives and the contribution of HR management to sustainable development.

Strategic Human resource
management

Table of Content
INTRODUCTION
Evaluation of change management models in supporting HR strategy
Justification for application of change management model
Critique of change management models
Monitoring and measurement of HR outcomes
HR management support to sustainable growth
Suggestion for HR development techniques
Critical reflection on HR monitoring and measurement techniques
CONCLUSION
REFRENCES

INTRODUCTION
Waitrose is one of the most popular retail business firms in UK and has also
gained royal warrant from the British Royal Household to sell their own label
products. This has helped the company build a positive image on an international
scale and establish outlets in UAE. This presentation focuses on evaluating the
role of change management models in supporting HR strategies of business firms
with application to Waitrose Justification for change management model in
supporting HR strategies is provided. In addition to this ways of monitoring and
measuring HR outcomes are discussed in this report. Role of effective HR
management in supporting sustainable growth is evaluated in this report.

Evaluation of change management
models in supporting HR strategy
Mckinsey's 7S change management model comprises of
seven components and helps business firms in
implementing change effectively. The application of this
change management model in context of Waitrose to
understand the role of change management model in
supporting HR strategy is provided below:
Mckinsey's 7S change management model
Strategy: The business strategy of the company which
helps the company gain competitive advantage is included
in the first element of the change management model. The
business strategy of the company supports attainment of
HR strategy.

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Structure: The organizational structure
utilised by the company plays an
important role in implementing change.
Waitrose follows a unique organizational
structure including employee councils,
independent press and profit share
scheme. This organizational structure is
adopted by the company as the firm is
owned by the employees through trust.
This type of organizational structure
ensures that change implementation
invites low resistance as employees
directly participate in decision making.

Justification for application of change
management model
 Mckinsey’s change management model provides
information about various aspects of the company and
their role in change manage. This helps in identification
of impact of HR strategy on various business aspects to
build the most suitable HR strategy.
 Mckiensey’s change management model helps in
aligning all the internal elements of the company to
ensure smooth implementation of change. This plays an
important role in implementation of HR strategy as
business firms are bale to ensure every internal element
accepts the HR strategy for the benefit of the company.

Critique of change management models
McKinsey change management model
helps business firms effectively implement
change and also plays an important role in
supporting HR strategy of the company.
There area various benefits and drawbacks
to this change management model. The
primary benefit of this change
management model is that business firms
are bale to develop effective HR strategy
by understand the impact of HR practices
on internal elements of the company.

Monitoring and measurement of HR
outcomes
Absenteeism: Employee absenteeism is one of the main employee monitoring and
measurement methods. HR outcome increase employee motivation and their
commitment towards working for the company. Waitrose needs to monitor
employee absenteeism rates in order to understand HR outcomes in various
departments. High employee absenteeism depicts negligible positive impact of HR
practices while low employee absenteeism showcases effectiveness of HR
practices in creating workforce which is committed towards contributing to the
growth of the company.
Employee turnover: The turnover rate states the percentage of employees leaving
the business firm after certain time period.

HR management support to sustainable
growth
Workplace culture: Human resource management can lead to creation of a workplace
culture which supports sustainability in business firms. Organizational culture which
reinforces the idea of environment friendly practices and enables employees to practice
sustainability in workstation an lead to sustainable growth of the company by
encouraging energy saving.

Suggestion for HR development
techniques
The specific organizational situation is the
need at Waitrose to increase digital literacy of
skilled employees in their company in order
to ensure smooth adaptation of new
technology. Suggested HR development
techniques are provides below:
Job rotation: Under this HR development
technique business firms change the roles and
responsibilities of the employee for a short
time period by shifting employee jobs.

Critical reflection on HR monitoring
and measurement techniques
Absenteeism: The positive consequence of using this HR outcome monitoring and measuring
method is that it helps the company understand satisfaction level of employees. The negative
consequence of relying on this HR monitoring and measuring method is that it does not
provide profound insight on impact of HR practices and policies.

CONCLUSION
From the above presentation it is determined that change
management models play an important role in supporting
HR to attain business objectives of the company. HR
outcomes can be monitored with the help of absenteeism
rate, productivity and turnover rates. These employee
monitoring factors can be used by business firms to
measure employee performance and understand the impact
of various HR policies on business firms. HR management
also contributes to sustainable development of business
firms and attainment of business objectives.