HRMT20024 - Literature Review: HR Planning in a Changing Environment

This report is a literature review analyzing five articles focused on HR planning within a dynamic environment. The review examines how strategic human resource planning enables organizations to achieve a competitive advantage, the relationship between HR practices and employee well-being, and the debate between strategic human resource management and human capital. The analysis also addresses the changing role of HR professionals and the factors influencing HR practices in the hospitality industry. The articles explore the impact of HR practices on firm performance, the importance of long-term HR planning, and the challenges of balancing present and future HR requirements. The review highlights the importance of aligning HR strategies with business objectives and the need to consider both internal and external pressures affecting HR functions. The report provides insights into the evolution of HRM and its contribution to organizational success in a changing business landscape, emphasizing the need for HR to adapt and evolve to meet the challenges of the future.

Running head: HR PLANNING IN A CHANGING ENVIRONMENT
HR planning in a changing environment
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HR PLANNING IN A CHANGING ENVIRONMENT
Article 1:
Normi, S. (2017). Strategic Human Resource Planning: Responding to Changes Dynamic
Business Environment and Effective to Achieve Competitive Advantage. Journal of Social
Science Studies, 4(2), 117-131.
Objective and research question:
The article discuses about the planning of the human resource as a strategy to respond to
the competitive and dynamic business environment that enable the organization to gain
sustainable competitive advantage. In addition to this, the linkage between the strategic business
planning and human resources have also been identified in the article.
Method:
Analysis of the information gathered has been done by the adoption of various
mathematical and statistical approaches such as the quality and number of the human resources
for estimating the organizational inputs such as sales volume and production.
Finding and discussion:
The short term, medium and long term planning of human resources are implemented in
accordance to the needs and conditions of the organization along with the changing environment
of the business. However, higher level of risk is associated with the long term planning of human
resources and in line with the changing role of the human resource as competitive advantage,
long term HR planning plays a very crucial role. The linkage between the human resource
planning and the changing environment would result in influencing of the human considerations
such as availability and cost of human resources.

HR PLANNING IN A CHANGING ENVIRONMENT
Conclusion:
From the analysis of the article, it is ascertained that the planning of human resource in
the changing environment is faced with the needs of balancing the present and future
requirements of the human resources. The challenges faced in the dynamic business environment
would cause the human resource to be located in proper and appropriate place.
Contribution of the article to essay:
The article would help in understanding the effectiveness of business and HR planning in
gaining competitive advantage and the proficiency of human resource should become more
pronounced in the long term as the organizations become involve in such activities. The
performance of the organization can be accumulated by improving the human resource
performance and incorporating in into the business strategy.

HR PLANNING IN A CHANGING ENVIRONMENT
Article 2:
Guest, D. E. (2017). Human resource management and employee well being: Towards a new‐
analytic framework. Human Resource Management Journal, 27(1), 22-38.
Objective and research question:
The article presents an alternative approach to the human resource management that helps
in the prioritization of the practice that aims at improving a positive employee relationship and
enhancing wellbeing and proposing both the elements as essential. The choice of the practices in
the organization has been supporting presenting the evidences. It has been argued in the article
that such practices intends to improve the potentiality of organizational and individual
performances.
Method:
The benefits of the HRM to the organization and individual has ben explained using the
mutual gains model. The focus of the research work is on the improvement in the performance
and with placing secondary importance on the employees concern and this has been done by
adopting the dominant model within the theory of HRM. Five provisional set of HR practices is
presented in the model and the dual track of promoting the positive employee and wellbeing is
argued.
Finding and discussion:
The impact of the practices concerning HR has been presented in the article that has
outlined different or distinctive set of HR practices. Evidences supports the linkage of the
positive employment relationship and higher level of well-beings with the different HR practices.

HR PLANNING IN A CHANGING ENVIRONMENT
Various new avenues of HRM research is opened up with the preceding analysis. In addition to
this, evidences have found concerning the implications of the policy on promoting the wellbeing
of employees and the arguments concerning this has also been presented on the ethical ground as
well.
Conclusion:
From the analysis of the article, it is inferred that the promotion of the wellbeing of
employee should be prioritized using the policy of HR and research. Outcome of employees are
viewed as the means to an end despite the attitude and behavior of employees in the HRM
models. Moreover, focusing on the wellbeing of employees would benefit the organization in
terms of both reduced cost and enhanced performance. Therefore, a potential set of HR practices
is required got promoting the positive employee relationship and wellbeing of employees. This is
so because, it has been found that addressing such HR needs would provide organization with
mutual benefits and evaluating the case using further HR avenues.
Contribution of the article to essay:
Understanding of the article would help in understanding the concept of HRM from
different perspectives and further it seeks to evaluate different models that is incorporated for the
explanation. The increasing threat to the wellbeing of employees have been addressed which has
assisted in examining the concepts of HR from a different perspective.

HR PLANNING IN A CHANGING ENVIRONMENT
Article 3:
Delery, J. E., & Roumpi, D. (2017). Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), 1-21.
Objective and research question:
The debate between the strategic human resource management and strategic human
capita research relating to the resource-based view has been highlighted in this journal article.
This particular research paper also presents an argument about the human resource practices in
the organization with changing environment and are regarded as levers that assist the
organization in generating competitive advantage. In addition to this, the researcher has also
addressed the relationship between the human resource management and the identified variables
by framing research questions. The performance of the firm is questioned in terms of the
importance of practice of high performance work and the perspective of human capital. It is also
questioned in the research paper that how the retention of human capital that is valuable to the
organization can be increased by overcoming the mobility barriers.
Method:
The researcher in this journal article paper has used different types of methodological
approaches and the author has reviewed the concept of logical thinking of the practices of human
resources. The conceptual model has been developed for examining the postulates of most of the
research on the strategic human capital research and it is suggested by the examination human

HR PLANNING IN A CHANGING ENVIRONMENT
resource practices are not the simple devices for creating sustainable advantage. Both the
concepts have been explored for shaping the constraint of demand and supply side using the
practices of human resource management.
Finding and discussion:
The article has addressed the concerns on the practices of human resource management
and it has been proposed that the firm would be able to gain competitive advantage due to the
interplay between the human capital resources and human resource management. The research
questions intends to answer that whether the advancement of human resource capital contribute
to the firm in retaining the resources by creating the constraints in the mobility. It has been found
from the analysis of the article that the emergence of the human capital resources has helped in
acknowledging the relationship between practices of HRM and the performance of firm in the
dynamic environment. It has also been found that the specification of the practices of human
resource cause the firm to perform in an effective and efficient manner and thereby driving the
performance and gaining competitive advantage. Since there exist a variability in the
implementation and adoption of the practice of human resource, the contribution of the human
resource on the competitive advantage of the firm is unsubstantiated.
Conclusion:
From the analysis of the article, it is inferred that with changing environment in which the
organization operates, firm’s performance improves due to the adoption of the appropriate HRM
system in the strategic contexts.
Contribution of the article to essay:

HR PLANNING IN A CHANGING ENVIRONMENT
The analysis of the article has been helpful in gaining an insight into the literature of the
contribution of the human resource management in the changing environment.

HR PLANNING IN A CHANGING ENVIRONMENT
Article 4:
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), 176-187.
Objective and research question:
In this paper, several components of human resource management has been done and the
contribution of the key components of HR has been ignored with the evolution of the concept.
The main objective of the article is to reexamine the forward moving human resource in the long
term.
Method:
The methodology that the author has adopted is to examine the components of the human
resource management. Narrative and superficial metrics have been employed for evaluating the
concept of the management of human resource with such metrics associated with the ignorance
of other stakeholders and measuring the performance. Therefore, the research for conducting
research work has adopted the exploratory method.
Finding and discussion:
In the recent times, there has been the shifting of meaning and concept of human resource
management and for the missing strategic role of the human resource, the concept has been
criticized. Reinforcement of the growing division between the team of the coworkers and heir
conditions has been addressed. It has been found from the analysis that the neglecting the
stakeholders and restraining the focus on the goals of shareholder and senior executives has been
regarded as detrimental to the long-term sustainability of the human resource. Human resource

HR PLANNING IN A CHANGING ENVIRONMENT
management has not been properly implemented by the organization because it has been
obsessed with the strategic role. Moreover, it is also found that there exist a challenge between
human resource function and human resource management as the organization do not seek to
focus on the long term functioning of the organization.
Conclusion:
Analysis of the research paper have found that since the organization endeavors toward
the longer term goals of the business, the current functioning of the human resource management
is failing to meet the short term goals. However, it will not be correct to say that there is a
misguidance on the activities of human resource. It is essential for the organization to create
emphasis on the inclusiveness, which is sustainable and long term, and thereby satisfy the goals
of shareholder and senior management.
Contribution of the article to essay:
The long-term impact of the HRM can be understood in an appropriate manner and the
analysis of the article helps in the further evaluation narrow performance goals.

HR PLANNING IN A CHANGING ENVIRONMENT
Article 5:
Solnet, D., Kralj, A., & Baum, T. (2015). 360 degrees of pressure: The changing role of the HR
professional in the hospitality industry. Journal of Hospitality & Tourism Research, 39(2), 271-
292.
Objective and research question:
The growing trend of formalized practices of human resource has been illuminated in this
article and the article has evaluated the factors that contributes to the planning and practices of
human resources in the hospitality industry. The research question concentrates around the direct
impact of the devolving of the human resource and how the sustainability principles influences
the thinking of HRM.
Method:
A dynamic framework has been developed has been proposed by the researcher which
helps in the facilitation of greater understanding of the external and internal pressure of the HRM
and its implication.
Finding and discussion:
The research paper identified the complexity of the role of the practices of HRM in the
hospitality sector and the structure, location, size, demand and customers challenge the practice.
The mounting external and environmental pressure has influenced the role of human resource. In
addition to this, it has been found that the organization has been encouraged by the changing
environment within the hierarchy of management due to devolution of the real time activities of
human resource to the lowest level. In the hospitality, managers are placed with various

HR PLANNING IN A CHANGING ENVIRONMENT
administrative burden and this does not make HR central to the strategic decision making. No
clear understanding has been gained in terms of the devolution of the responsibilities concerning
the practice of human resource.
Conclusion:
It has been evaluated from the analysis of the article that the future imperative of the
hospitality organization would require strategic support and comes with sophistication for
execution of the complex functions of the human resource. Devolving the functions of the human
resource is essential for the effective functioning of the line managers having additional
responsibilities of HR.
Contribution of the article to essay:
The approach of the human resource management in the complex and dynamic
environment has been evaluated in the article. Therefore, the devolution of the human resource
and its consequence can be well understood by analyzing the article.