Strategic Human Resource Management Report for European Club

This report provides a comprehensive analysis of strategic human resource management (HRM) within the context of the European Club, a non-profit organization. It begins with an introduction to strategic HRM and its importance. Task 2 presents an HR plan, detailing organizational objectives, the need for human resource analysis, recruitment strategies, employee selection, workforce training and development, compensation and appraisal, and monitoring and control mechanisms. The report also includes a memo outlining HR policies, covering key aspects such as minimum wage compliance, the Equality Act, and termination policies. Task 3 delves into the impact of various management and leadership theories, such as transformational leadership and contingency management theory, on organizational strategy and structure. It further explores the effects of organizational strategies, structures, and culture on HR management, evaluates the effectiveness of current Club HRM practices, and assesses the impact of the club's culture and structure on project success and staff motivation. The report concludes with a section on monitoring and evaluation of leadership strategy to support the club's mission, vision, values, and objectives, along with references.

Human resources

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
TASK 2............................................................................................................................................3
1. HR Plan....................................................................................................................................3
2. MEMO – HR Policy................................................................................................................5
TASK 3............................................................................................................................................7
Impact of different management and leadership theories on organizational strategy and
structure........................................................................................................................................7
Impact of organizational strategies, structures and culture on the management of HR...............8
Effectiveness of the current Club HRM.......................................................................................9
Impact of existing culture and structure of the Club on the success of the club project and the
motivation level of staff.............................................................................................................10
Monitor and evaluation of leadership strategy for supporting mission, vision, values and
objectives of the club.................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
The strategic human resource management strategies help in effectively managing the
business functioning which results into accomplishing the desired organizational objectives. It
includes organizational culture, workplace environment and organizational structure. This report
presents about the impact of various leadership and management theories in an organization. It
also covers the impact of the same on the management of human resource and the effectiveness
of current Club HRM practices and its impact over the project and its staff.
TASK 1
Covered in ppt.
TASK 2
1. HR Plan
Organisational Objective
Organisational objectives are to be identified before the HR plan is created by the
management. Every organisation has their own goals and objectives which enables the company
to move their company towards a defined direction. The objective of the business should be
defined as of production, finance, marketing, sales and expansion that gives the business work
that is to be done in organisation. Objective of the company is to provide high quality of
hospitality services. This poses an important responsibility over the HR department. The HR
plan of the European Club should be framed keeping in view the objective of the club. Objective
of the club is to increase the sales of the club by improving the quality of services provided to the
customers and its members. This will be achieved by resolving the strategic issues under the
modernisation plan. HR plan will be framed analysing the strategic issues and the manner in
which they could be resolved most effectively.
Analysing the present human resource need
It is essential to analyse the existing human resource of company. It should detailed
analysis of the employees working in the organisation, their working capacities, the performance
of the employees in achieving their set targets and also potential strength of the employees is to
be analysed by the company (Nyamjargal and et.al., 2017). This will enable the company to
identify the requirements of new employees, skill and abilities that are required in the employees

to work for the company. On the basis of this management frame their recruitment strategies.
Framing the recruitments strategy is one of the crucial part of the HR plan. They are required to
consists all the factors that are essential for the company. Recruitment strategies are made
analysing the requirement of employees at different levels, skills and knowledge required to be
possessed for performing the job should be clearly defined when calling the candidates for
recruitments. The recruitment process is to be defined through which candidates will be selected
for the company. Conducting the interviews, number of rounds in interview and the selection
process should be decided in advance by the business. The recruitments strategy will be bringing
the most talented employees that have the ability to perform their duties for achieving the goals
and objectives of company.
Selecting the Employees
Selecting right employees is important for the company as employees are the actual
driving force that move the organisation towards achieving success. Employees will be selected
through the interview process conducted in three rounds. Selection and hiring of the candidates
will be made on the basis of skills and knowledge required for performing their job roles
efficiently. Management has to ensure that the recruitment process is done in an effective
manner. It is essential to select right candidate for performing the work of club. In a hospitality
industry employees are required to have strong communication skills and knowledge about the
roles and responsibilities they will be provided (Shu and et.al., 2016). Selection will be done by
giving the tasks to be performed by the candidates before the final selection is made. Selection
will be made when the candidates have performed the gives task and are able to handle the
different situations that may arise at the workplace. Business will be able to achieve the desired
goals and objective of the employees of the company have the capability of performing their
work in most effective manner.
Developing Training
Workforce of European club follows old hierarchical structure of doing things. They are
following the old ways of doing things and operating the business activities. The staff is not
adaptive to changing environment that is essential for remaining competitive in the market. They
are not give n the responsibilities to make decision that add value to the company or simplifies
the process of doing work. To increase the efficient and productivity of employees it is essential
for the business to provide timely training to the employees.

Training and development programs should be held timely within the club to make the
employees adaptive to changing environment. Trainings should be provided by the company to
improve the skills and knowledge of existing employees to make them capable of working with
the new technologies and ways of doing things. It grows the personality of individuals and
enable them to make the decisions for the benefit of club. Training motivates the employees to
adapt to change and adjust in new ways of doing things (Vega and et.al., 2018). Cost of hiring
new employees is high and it is more beneficial for the company to train the existing employees
enhancing their skills and knowledge to achieve the objectives of club.
Compensation and Appraisal
The pays scales must be determined in advance by the firm in accordance with their
budgets. All the compensation such as bonus, health care and other perks of the company are to
be determined. For getting the candidates with required knowledge and skill it must pay
reasonable amount of compensation. It should be reasonable and enough for retaining the
employees within the organisations. Pay scales should be discussed by the management in the
recruitment process according to the skills and capability of the candidates. It should be cleared
by the management with the candidates to avoid any issues afterwards.
Monitoring and Control
The club after implementation of the plan is required to monitor effectively. Management
is required to ensure that human resources of the club are allocated as per the requirements of the
club. There should be strict monitoring and control for identifying the deficiencies and to remove
them. Management should compare human resources plan for ensuring that actual
implementation is done for achieving the goals and objectives of the plan. They should control
activities that affect the operations of business and efficiency of the working staff. Monitoring
and control should be done for ensuring the success of business plan.
2. MEMO – HR Policy
MEMO
Date : 6th June 2020
To : All Staff
From : Human Resource Department
Subject : HR Policy
HR POLICY

Policy refers to guiding principles used for setting direction of the organisation. This is used as
guide for decision making purposes by the management under the defined circumstances. HR
policy of the European Club is framed for achieving the goals & objectives of the business. The
policy is also known as employee policy. HR policies are essential for sustaining viable
business and giving the employees guidelines for encouraging their confidence that the work is
done for principled and purposeful organisation.
HR polices of the club will be protecting the companies from the liabilities concerned with the
claims such as unfair employment practices. Many of the HR policies of the club are obligatory
under local and federal laws & regulations. These are to be complied by the organisation for
avoiding any legal issues with fines or penalties. HR policies improve the confidence, job
satisfaction, morale and their engagement. The guidelines of HR police inform the employees
about the performance expectations, payment practices and the code of ethics followed in the
club. Keeping employees informed is essential for the business regarding the practices related
with the pay, appraisals, heath and safety for avoiding the uncertainties in the workforce.
Less structured organisation face uncertainties and lower employee morale leading to turnover
issues due to lower job satisfaction. Effective HR policies support the club with the strategic
direction, growth and ability of sustaining operations (Dandala, 2019). HR policies help the
club in achieving the goals and success of the organisation by recruiting, trainings and retaining
efficient employees adding value to the club. HR policies are helpful in benchmarking the
overall success of firm. These policies support mission and goals along with enhancing the job
satisfaction.
HR policies are framed to comply with the regulatory requirements of the governing bodies. It
ensures that club is strictly adhering to the legal requirements. It ensures that club is not having
discrimination between the employees on the basis of religion, gender, race and such other
factors that are not related with job. It ensures that strong controls are established for protecting
the employees against discrimination within the club. It complies with statutory requirements
such as
Minimum Wage
Minimum wage system was brought by the government for preventing exploitation of workers
Club complies with the requirement of minimum wage as given by the statute. Workers are paid
with minimum wages for the work performed as per the rates given by the statue. It enables the

club to provide its worker with equal pay.
Equality Act
The act was brought by the government for protecting the employees from discrimination in
workplace and wider society. Act replaced the previous laws of anti discrimination with single
act that made it easier for the people to understand and to strengthen protection over some of
the situations.
Termination from employment
Club has the power to terminate employees that are not complying with the rules and policies.
Employees could be terminated on acts that affects the reputation and internal working
environment (Shu and et.al., 2016). It also gives the employees with the power to ask for the
reasons of termination. Employees should not be terminated on non job related as it affects the
image of firm in society.
HR Manager
XYZ
TASK 3
Impact of different management and leadership theories on organizational strategy and structure
Leadership and management theories can be used by the organization for meeting its
business requirements. Few of them are stated below.
Transformational leadership: The transformational theory of leadership is also known as
the relationship theory in which leadership is considered as the result of establishing the positive
relationship with the leaders and the team members (Ma and Jiang, 2018). Under this leadership,
team members are motivated and inspired through their enthusiasm and passion.
Impact on organizations strategies and structure
The organizational structure of the organization can be reshaped under the
transformational leaders as and when they develop knowledge sharing and also inspires the
employees to come up the new idea giving them opportunity to explore and speak their mind out.
Such leaders are mainly known for implementing the system that helps in effectively developing
better collaboration with its subordinates and managers. Transformational leaders prefer more

decentralized organizational structure which can result into shift in the power of decision making
to the lower levels of the organization.
The strategies of the organization also change with the structural change. Leaders sets the
parameters and targets which are usually the high expectations from the employees. They
influence and motivates the employees with the help of attractive rewards and incentives. But it
also provides punishment for not fulfilling the targets or achieving the desired results.
Contingency management theory: It is the theory which states that management
effectiveness is contingent or depend upon the management behavior and the specific situation. It
is based on two factors, which are, task motivation and the circumstances. The task motivation is
measured through least preferred co-worker scale (Bratton, 2020). It is dependent upon the
ability of the manager to both control and affect the group’s situational favorability. This
situational favorability is based on the leader and member relationship, task structure and the
position power.
Impact on organizations strategies and structure
This management theory has a huge impact over the organizational structure and
strategies. In this, the skills and the characteristics of the leader matters a lot. A leader adopts the
skills as per the situation and this leads to change in the organizational strategies and
accomplishment of the organizational goals. likewise, the organizational structure also required
to be changed as it the team members are required to take more independent decisions that may
affect the business decisions.
Impact of organizational strategies, structures and culture on the management of HR
The human resource plays an important function in supporting the strategic business
objectives in association with the marketing, finance, production and operational department.
The changes in the organizational culture will affect the future employment pattern. The
employees are attached with the working environment and the culture followed in the
organization (Al-Sarayrah and et.al, 2016). If there is any change in the culture it will directly
affect the working of the employees and their behavior as well. In terms of strategies and the
structures followed in an organization will affect the entire change in the HR policies and

strategy implementation. With the change, the new set of policies are required to be implemented
which is in align with the set business objectives.
The HR manager is required establish a relationship between the good human resource
practices and the business performance. Understanding this crucial relationship is essential for
developing and designing the programs with respect to the changing culture and structure which
will lead to better and improved operational results (Kontoghiorghes, 2016). Thus, the change in
any one factor will lead to the change in the overall organizational change and this change has a
huge impact over the effective and efficient management of the Human Resource (HR).
Therefore, proper analysis of the change is required to be considered for the purpose of achieving
the desired objectives and this can be possible only by effective management of HR.
Effectiveness of the current Club HRM
In Club, many of the staff were working for many years and the way of working have not
changed a lot for a very long time. Even the staff moans the ways the tasks are carried out with
respect to the amount of time it takes and inefficiency prevailing in the system. Currently, in the
Club, employees are not encouraged to take any decisions without consulting it with the head of
the department. Also, the morale of the employees was measured in a survey, which appears to
be lower and many of the young staff leave the job within few couple of months and the main
reason for it is the lack of opportunities for growth and development along with poor training
sessions. Also, the staff of the club are not satisfied enough to with their manager along with that
they are not properly provided with the rewards and incentives even when their performance was
good. The membership of the club has reduced to 50% because of poor conditions of its facilities
in the restaurants and bars which is mainly because of the effective management of the
workforce in place and the supervision of them as well.
Critically analysis of link between leadership & management and HRM
The Human Resource management has the link with the leadership and management as
well. In terms of leadership, the HR is required to focus on the management of the people. The
leadership is all about taking risk and healthy competition and cooperation. The HRM draws
policies and principle which the employees are required to follow and leaders help them in
effectively managing the same. They provide guidance to the employees in respect to what is
required to be followed and how. In respect to HR function, their main role is to effectively

manage the personnel’s in the organization and it is actually the part of the human resource
management. Its role is to effectively manage the functioning of each and every department in an
organization with the objective to achieve the desired objectives.
Impact of existing culture and structure of the Club on the success of the club project and the
motivation level of staff
Following will be the major constraints for the change management to be implemented in
the organization.
 The club is managed by board of directors who report to the board of trustees. Now the
board of directors have general manager and the club secretary who reports to it.
 The bar and restaurant manager, functions and events manager and the executive chief
works under the club secretary. Each of these managers have supervisors under it who
monitors and measures the performance of the staff and provides reports to the head.
 This hierarchical structure of the organization is very rigid and follows the top down
approach which lacks the implementation of the proper coordination and management of
the organization.
 This makes the staff of the organization feel outside the organization which results into
lack in the feeling of belongingness with the organization.
 This management and leadership style followed in the organization is similar to
bureaucratic as the decision are only taken by the top level management and lower level
employees are not supposed to share their ideas and thought and this leads to lack of
innovation and emergence of creative ideas in the organization.
 Staffs feel unsatisfied which affects their work leading lower performance and
productivity.
All these above stated constraint are very essential to be considered for the purpose of
evaluating the success of the new project that the organization is looking to undertake. These
factors are very crucial for the ensuring success of the new project and for making it sure that
everything is good it is important to note the potential impact of it. The present organizational
structure and the communication channel has a huge impact over its success. Along with the
lower morale, lack of satisfaction level and lack of motivation has an even more greater impact
over the organization. Thus, it has become crucial for the Club to first look after its staff by

meeting their needs and requirements and implementing activities that will help in overall
improvement in their motivation and satisfaction level. These strategies will help in successfully
achieving and implementing the new project that the Club is considering to undertake.
Monitor and evaluation of leadership strategy for supporting mission, vision, values and
objectives of the club
In order to achieve success in the leadership strategy being implemented by the
organization, it becomes very essential for the management to timely review and monitor the
same. In conducting it properly a few recommended steps should be followed which are
described below.
Step 1: Confirm the key objectives and actions based on prioritizing
Sometimes measuring the practices can be daunting because of being multifaceted and
problem in quantify as leadership development. To overcome this problem, it is important to
breakdown the problem in manageable size with respect to the mission and vision of the
organization. The set vision and the development goals needs to be complied with the plan which
helps in ensuring that the set strategy will help in achieving the set target (Podsakoff and
Podsakoff, 2019). Then summarizing the actions in align with the leadership plan along with
impact of each of these actions. Then based on the priority list provided it is then better to use the
relevant information in measuring the performance of each of these tasks.
Step 2: Creating checkpoints for ensuring the accountability
There are times when even the well laid plan fails to achieve the desired goals. Thus, it
becomes essential for the organization to create checkpoints which helps in ensuring that
compliance with the actions are committed (Black, Soto and Spurlin, 2016). The leader and the
manager along with the team members should ought to meet with the together at least once a
year in order to discuss the organizational wide the leadership development wants, priorities and
the desires. These meeting should be held with the purpose to remind the employees or the team
member that it is their responsibility and accountability for the development of leadership in their
areas.
Step 3: Assessing whether the goals are being met

There are no such set standards to review the performance of the actions but it is
preferable to implement some sort of review on the actions implemented and also gather relevant
feedback on the results derived from the actions (Tang, 2019). The changes might take place
slowly and might take several years in order to fully understand the goals achieved from it.
Step 4: Diagnose the potential issues and adjust it
In this step, the Club should identify the trouble spots along with the leadership roles
implemented in it. Then these areas are required to be analyzed in-depth (Mumford and et.al,
2017). Also, it will help in determining the relevant information which will help in grabbing the
powerful information so that timely and corrective actions can be taken and the adjustment can
be made in it.
CONCLUSION
It can be summarized from the above that a minor change in the management, leadership
and the organizational structure has a huge impact over HRM. As HRM is linked to both of
them, thus any change in one will lead to change in the HRM practices and the policies. The
Club requires to know the impact of change in the organizational structure, strategies and culture
have over the functioning of the organization. The application and implementation of the
leadership and management theories also has a huge impact over the organizational strategy and
structure which should be considered before making a final call to introduce it in the
organization. Also, various activities should be implemented for motivating the staff which helps
in improving the performance.

REFERENCES
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