Strategic Human Resource Management Report: TNT Express, UK

This report provides a comprehensive analysis of strategic human resource management (SHRM), focusing on the context of TNT Express, a leading international courier delivery service. It examines key current trends influencing HR strategy, including workforce diversity, demography, technology, economic factors, and government regulations, and evaluates their impact on organizational productivity. The report explores how HR policies affect private, public, and voluntary organizations, highlighting the importance of payroll, employee relations, and compliance. It applies relevant theories and concepts, such as the David Ulrich Model and the High-Impact HR model, to understand the growth and development of SHRM within TNT Express. Furthermore, it evaluates the effectiveness of change management models in supporting HR strategy and discusses how HR outcomes can be monitored and measured to support sustainable performance and growth. The report concludes with an assessment of how HR management and development contribute to the long-term success of the organization, considering both internal and external factors.

Delivering a business strategy

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
(a) Key current trends and developments that influences an organisation’s HR strategy...........3
(b) How HR policies impact Private, Public and voluntary organisations.................................5
TASK 2............................................................................................................................................5
(c) Apply relevant theories and concepts relating to the growth and development of strategic
HRM............................................................................................................................................5
High-Impact HR model...............................................................................................................6
TASK 3............................................................................................................................................8
(d) Evaluate how appropriate change management models support HR strategy......................8
TASK 4............................................................................................................................................9
(e) How HR outcomes will be monitored and measured and apply to given organisational......9
(f) How HR management and development can support sustainable performance and growth
...................................................................................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Strategic human resource management is the practice of attracting, developing, rewarding
and retaining employees for the benefit of both individual person as well as organisation (Jiang
et. Al 2016). In current scenario, various multinational companies have initiated change
management around their business firm to ensure clear and cut accomplishment of defined goals
or targets. Apart from this, report will be carried on TNT express, which is leading international
courier delivery services, which has become part of Fed Ex, USA. This company is
headquartered in Sydney, Australia and also have branches of Australia. Apart from company
overview, this report will be cover currents trends and development in organisational HR
strategy formulation and also an impact of HR policies on private, public and voluntary
organisation. Apart from this, report will also cover change management, for which various
useful models will be take time with suitable conclusion out of it. Lastly, report will also tell
about Best fit and resource based approach, which will contribute to sustainable performance of
an individual at greater level.
TASK 1
(a) Key current trends and developments that influences an organisation’s HR strategy
In organisation, role of trends & development is high and responsive to functioning of
HR strategy at greater and optimised level. It was noticed that current trends & development
such as workforce diversity, demography, technology, economical and government aspects has
brought effectiveness and productivity into the business functioning of various organisation,
irrespective of any industry. In context with TNT, company has recognised their people as their
major foundation on which it builds its customer focused strategy. For this, their focus majorly
lies on hiring right skills candidate and with exposure to enables higher productivity. The trends
which will be analyse has effected productivity at the greater level. Trends & developments are
as follow:
Workforce diversity: In current organisation era, workforce are becoming advance and
are being diversified with right opportunities to work. As, they are majorly focus on making their
career fully-fledged with aim to accomplish targeted future for longer period of time. It was
noticed that such diversity has been achieved through continuous training & development along
with learning to employee to enrich them with right knowledge and credentials (Kramar, 2014).

In context with TNT, workforce diversity has enriched organisation's HR structure with greater
ability to plan action decision making. Such diversity, where freedom has been drives regarding
sharing views, opinion and judgement of any employee, this has ultimately resulted into
increased productivity of TNT workforce. The major reason is the creativity practices and clear
involvement of diversified strategies to make workforce adaptive and responsive to work for
accomplishing desired goals and performance.
Demography: In this phase, where different workforce has inspired through their past
experience or performance, which has effected their productivity at the higher level. In
demographics, where there are different kind of people at one platform, chances would be high
that their behaviour may varies (Fisher, 2013). This can effect the performance of individual in
both positive or negative. In TNT, demography has brought effective working along with result
based outcomes and increased productivity into their business operation.
For example: UPS has faced lots of ups down in their operations, because of varies in the
behaviour of manpower. This has been resulted into ineffective working along with fluctuation in
business profitability. Hence, such kind of demographics needs to be control or overcome.
Technology: This trends has led productivity of both employee and organisation at the
higher level. Also, in negative side, growing scenario of technology has led artificial intelligence
to eat job opportunities of people. In today's operational era, technology has reduced human
efforts to ease their life and increased income. In indirect way, technology has made people
lethargic and bring down their productivity. In context with TNT, companies needs to give major
priority to both human efforts and technology in simultaneous way to maintain productivity in
their organisation.
Economical: On economical platform, organisation has saw various critical flux into the
business operation regarding currency issues, profit insufficiency along with price ups-downs.
This has been led people to work more than their actual efficiency or might be they are not well-
trained or motivated to do so (Marler, 2017). In response, this would create less productivity for
employees as well as staff of any organisation. In context with TNT, economical factors has
created minor flux with operation shut-down of 2 weeks in 2017. For future business regulation,
they needs to right control over economical aspects.
Government: UK government has created several legal regulation for maintaining the
HR structure and policy making. These policies are as follows: human right laws, equality act,

anti-discrimination law to protect employee's common interest and providing them, what they
actual deserves. In context with TNT, these regulations are taken into the consideration for
effective working as well as enhancing productivity of each and every employee at the larger
basis. Also, this has raised future survival expectancy for TNT.
Critical evaluation: It has been critically evaluated that these given current trends whose
influences are major needs to have evaluation by the TNT, so as to remove nay kind of
uncertainty to the business operation and also raised higher profitability and revenue. Workforce
diversity needs to have right control over business performance with support of adequate
manpower to structure the business strategy accordingly. Such influences needs to have its right
and adequate utilisation to let business run effectively.
(b) How HR policies impact Private, Public and voluntary organisations
For every organisation, whether public, private or voluntary, HR policies have initiated
changes into the structure & functioning of such business entity (Jiangxi, 2014). HR policies
such as employee pay-roll, leave enrolment, articulate information system has make all three
types of organisation in mood to work for accomplishing their group goals. The explanation of
impacts are as follows:
Public sector: Implementation of the HR policy has led public sector to make long term
changes. Various HR policies such as payroll regulation has impacted public firms, through
which, they can motivate their employee to evaluate their accountability & hard work and gives
them pay according to that. Also, this sector is forced to change their operational activities and
alter an entire system of operation to implement HR policy in the business entity. The result
could be negative also. The impact put on by payroll and operational aspects is relatively
proportionate to each-other. The potential impact of payroll is positive along with maintain
decorum & interest of an employee at the higher basis.
Private sector: TNT comes under category of private sector organisation, where major
control lies with private entities, self-regulation or other departments. In this, priority to HR
regulation or involvement given on higher basis. Various private sector believes that, if proper
HR support will not be there, in that case, chances of conflict or business loss will led to business
entity. Application of HR policies has impacted TNT through bringing flexibility and regulative
functioning in this firm, which has shown positive changes for enabling the higher profit & long
term goals accomplishments. This have been explained through example of TNT given above,

that implementation of HR policies have brought operation at the optimised level. HR policies
such as grievances regulation along with control over anti-discrimination activities are some of
the HR policies, which was undertaken by TNT to bring effectiveness into their business firms.
Voluntary sector: In several voluntary organisation such as Child support agency, HR
role and its needs are minimal. Hence, in case that HR policies will not led to any impact,
because every individual work their some common interest and they are independent to take
personal decision, irrespective of funds generation, which is actually controlled. Also, in future,
impact will be minimal.
TASK 2
(c) Apply relevant theories and concepts relating to the growth and development of strategic
HRM
Strategic HRM is the focal part of every organisation to led effective working along with
accomplishing strategic goals and targets. Also, strategic formulation is required to maintain real
growth & development in an organisation (Jackson, 2018). In context with TNT UK, there are
two theories such as David Ulrich Model and High-Impact HR operating model, which will
facilitates TNT to understand HR roles and functioning on an optimised level. Ulrich model says
that HR is typically seen as an integral functions that influences strategy at the highest level. On
the other side, High-Impact HR model will bring HR closer to the business, turn team into
consultants and advisory and also, upgrade HR skills to new level of capability and maturity. For
TNT, complete explanation of both the models are as follows:
David Ulrich Model
The Ulrich model is meant to specifically to organise human resource functions. This was
developed by David Ulrich who suggested that HR functions should be compartmentalised into
four segments: Future/strategic focus, processes, people and day to day/operational focus. David
Ulrich said that human resource department are important in every organisation, because of how
they focus onto the people in the business entities – including employees, managers, board
members and more. In context with TNT, David Ulrich defines three different roles as part of
HR departments are as follows:
HR business partner: This is tasked with communicating with so called “Internal clients”
or Internal customers. The HR business partner is the HR point-of-contact fro these individuals

and is therefore the channel that most internal members of an organisation will use to address
with HR department (Schuler, 2018). For TNT, HR business partner will give feedback to
internal customers about the quality of employee's experiences. In comparison to Ups, role of
HR business partner is completely different, as they evaluate the employee experiences on their
own as well as implement various changes to make it perfect for their benefits.
Change agent: For TNT context, changing agent is the HR role that communicates those
organisational changes internally. This person or branch organises training opportunities, so that
employees can learn new creative skills for accomplishing business goals or targets. In simple
words, change agent helps adapts organisation for its next stage of growth or evolution. When
compare to Ups, organisational changes are communicated internally, but within top level of
managers to maintain secrecy.
Administration expert: In TNT, administration role within HR is responsible for different
types of tasks. On one end of the spectrum, the administration expert follows changes in
legislation, regulation, occupational health and safety rules, it helps an organisation adapt in
order to stay complaint with those laws. Also, this expert is responsible for organising personal
employee information and maintaining it for up-to-date. In Ups, administration changes are
followed by top level person in order to maintain the effective regulation or performance of Ups
operations.
High-Impact HR model
A brief research has revealed that when HR operates with high impact , the business
excels. It also helps organisation to adapt to market changes, accelerate the start of new product
& services functions efficiently and win over the competitors (Soane, 2013). This model will be
new blueprint for HR functions that is providing assistance in driving up levels of innovation and
expertise. This HR model has shifted from operations unit to services. Even through,
organisation other than TNT are struggling to build an HR function that can focus on strategic
alignment with business. This model involves various important aspects such as:
Starts with the HR customer: It basically involves designing position for HR customer's
and their persistent needs front and centre. This is similar both TNT and Ups, as they are in
continuous development of their HR practice through involvement of their HR customer's.
Evolve HR capabilities: In this, centricity of customer, digital readiness, adaptability,
strategic consulting are at the top of the list. Ups has more preference over this in comparison to

TNT. This will aid HR practices by bringing transparency among different department of TNT
towards their customer to make HR capabilities even more result based.
Digitization of the workplace: Access to information and actions must be embedded as
part of the integrated engagement and experience-just as customers expect in their daily lives.
TNT has gained higher digitalization, through which they can get effective working along with
potential to accomplish desired goals & targets. Ups is still follows traditional work practices.
Own the data: HR is the one, who is equipped than ever with meaningful and persistent
workforce data to provide an intangible insights that generally guides the business person. In
TNT, this model will provide action planning to raise performance of an employee's. Ups has
done productive changes such as involvement of technical practices in HR as well as usage of
artificial intelligences.
From organisation point of view, flexible working, performance management, 540 degree
appraisal and , e-recruitment has been utilised in the TNT for accomplishment of their defined
goals and targets. Where, flexible working has brought productivity and effectiveness in power
usage of the managerial person to maintain the decorum in their culture (Alfes, 2018). Flexible
working will help TNT to get higher response of their employee's as well as their increased
performance to accomplish the defined goals of organisation.
In the similar manner, e-recruitment has led TNT to hire effective and talented people
with right skills, talent, exposures and knowledges. This will help TNT to recruit better and high
potential employee's from huge crowd and population. It has been noticed that 540 degree is an
appraisal technique, which has resulted huge into the organisation growth and profit contribution
even in critical point of time. 540 degree appraisal adds an external elements as feedback is also
collected from customers to clients. It involves 5 dimensions: appraiser/manager, appraisee, peer
and customer/clients. These technique will help employee's of TNT to enrich their performance
on larger level along with higher productive and goal accomplishments. These has contributed to
TNT in bigger level along with bringing effectiveness and productivity towards the performance
measurement and implement changes to upgrade the same. UPS stands for United postal service,
which is engaged in same as TNT engaged. UPS has led their management in utilized manner
with continuous performance management of their employee to enhance their productivity. They
are enriched with advance recruitment system, where they actually involves technology and
technical aspects to realize awareness of person with technology rather bulky books. It is

advisable that TNT must use advanced enrichment of technology into their practices of HR to
make organisational working effective and goal oriented.
Brief summary: From the above report, it has to be revealed David Ulrich model will be
most suitable to bring the strategic decision making along with development of an organisational
department and led common growth to the TNT to acc0omnplish their desired targets or goals in
the given period of time.
TASK 3
(d) Evaluate how appropriate change management models support HR strategy
Change management is the collective strategy which has been considered important for
every company. It involves various approaches in order to prepare & support an individuals,
teams and organisations structure for enabling the suitable organisational change management
with right motive (McEvoy, 2012). For TNT, Kotters 8 Step Change Model will be suitable
model for initiating various changes into the business process. This model actually deals with
eight steps based process such as increment of the urgency, structuring guiding team,
development mission & vision, communicate for buy-in, empower collective actions, create the
short term wins, Don't let up and make change fix for the longer period of time. The major
agenda of this model is to improve the business process potential tends to be changed and rise
the chances of long term goal accomplishment.
As, TNT deals with worldwide postal services, hence their business operations is critical.
Kotters model of change will bring structuring a proper team or group on zonal basis along with
development of clear mission & vision to be applied and taking corrective actions to get results
of applied changes. This model will help TNT to bring productive changes in their business
function along with increased employee performance & productive based results.
On the other hand, Lewins Three Step Change Model is successful model for purpose
of ensuring continuous change management in the TNT Australia. This model actually said that
change time for an individual or any business entity is the critical duration which is not simple to
handle, where it involves the 3 different stages needs to be discussed critically. To enables the
effective process of organisational change management, Lewins has been used analogy tool,

which reveals that how an ice block changes its shape to transform into the cone of ice through
the process of unfreezing.
The three stages of Lewins model are as follows:
Stage 1: Unfreezing which has said about ready to change initiative. This stage involves
the understanding of major point, which shows that change is necessary for every person for
accomplishing its right objectives and also ready to separate self from comfort zone.
Stage 2: Change or transition says that its the fearful phase, where particular person is
tensed of getting changed, in case he/she was not interested. This stage actually needs motivation
to common person to let them change for their won future.
Stage 3: refreezing actually shows stability gained once go through change management
process. During this phase, person feels being motivated and inspired. A kind of active sources in
generate under that person.
Application of Lewins model will help TNT to make their organisational structure more
responsive to implement any kind of changes need to be made either in future or current time.
TNT have first class working condition, where change management of Lewins model needs to be
made to carry on working condition more productive for TNT. For bigger changes, motivation is
the real and want factor to be gained. This model will help TNT express to bring productive
changes and increased performance of an employee to enhance their motivation factor for
accomplishment of business objectives.
Potential drawback: The major drawback is an inconsistent response to change as well
as lack of experience will leading an initiatives to change other in the defined point of time.
Proper management is required in case of leading changes to be made and implement. These
drawbacks needs to be overcome in order to let the work complete along with strategic planning
to led change is coherent.

Source: Kotters 8 Step Change Model, (2017)
Sources: Lewins Three Step Change Model, (2018)
Illustration 1: Kotters 8 Step Change Model
Illustration 2: Lewins Three Step Change Model

Nudge theory: Nudge theory is a flexible and modern concept for: understanding of how
people think, make decisions, and behave, helping people improve their thinking and decisions,
managing change of all sorts, and identifying and modifying existing unhelpful influences on
people.
Nudge theory is mainly concerned with the design of choices, which influences the
decisions we make. Nudge theory proposes that the designing of choices should be based on how
people actually think and decide (instinctively and rather irrationally), rather than how leaders
and authorities traditionally (and typically incorrectly) believe people think and decide (logically
and rationally). The positive impact is that it has brought positive and creative attitude among
workforce of TNT and enhance their potential to get suitable and productive results in the best
possible manner.
In the given scenario of TNT, their right people are foundation for building of its
customer focused strategy. Hence, nudge theory focuses on how people of TNT thinks and their
thinking criteria and also it resulted into customer focused decision making. This theory will help
TNT to make their employee's sharing their views, opinion and feedback in regards with suitable
changes to be made business operation of the TNT. It will also help organisation to apply people
thinking into gaols accomplishment of this leading postal services providers.
Potential drawback: The potential drawback of the Nudge theory is its focus on choice
of change only along with less chances for durability of the results. TNT needs to checklist this
theory before its implementation into their business regulation.

Sources: Nudge theory, 2018
Above discussed models will definitely bring positive change management into the
working environment of TNT express through looking for right opportunities for individual to
enhance its performance (Buller, 2017). It says that “Who” are one ready for change, who and
how many will take high time for become adjusting with change into TNT express. These models
have brought the positive work attitudes along with behaviour of all their employee's of TNT
express that are being selected for right aim & targets aim of the TNT express. Finally, change
management needs to be continue for longer duration to bring effectiveness as well as
collaborative working.
TASK 4
(e) How HR outcomes will be monitored and measured and apply to given organisational
From organisational point of view, it has been noticed that monitoring of various HR
outcomes is necessary to monitor for application of outcomes into sustainable performance of
TNT express. Various approaches such as “Best fit” and “resource based” approach will
contributes to competitive advantage & sustainable performance of every business entity. Also,
Illustration 3: Nudge theory

these approaches are valuable for removing tough competition to enables effective & sustainable
performance at the efficient manner. The complete explanation over both the approach are as
follows:
Best fit approach is associated with the contingency theory. It basically put emphasizes
on various HR strategies that are mainly congruent with critical circumstances of the business
entities. HR completely depends on how it can fit with an organisation's stage of continuous
change or development (Jiang and et. Al 2012). This approach is aimed for controlling the
competitive advantage and enhancing the sustainable performance in the TNT. Also, this
approach consists of three different strategies as like innovation, quality and cost leaderships.
Best fit approach has been resulted into the higher motivation and employee commitment
, which has taken initiative to enhance higher chances of sustainable performance through ethical
and regulative work practices,
Resource based view approach, is considered as formulation approach, which has
revealed that it is difficult to search out resources which are available and can be used to derive
the competitor border. The simple principal of this resource based approach says that being as
more competitive than the rivalry can be considered as pool of resources for bringing sustainable
performance for TNT express. It has been noticed that both the approach are centred toward
finding the solution of performance based issues by bringing the innovation and creativity into
organisation. In context with TNT, resource-based views will led to efficient utilization of
resources for taking advantage of market attractiveness.
Lastly, “Best fit approach” has proved optimum to encourage sustainable performance by
getting utilization of innovation, cost advantage and quality measurement for accomplishment of
organisational goals.
Best fit approach leads to higher motivation and better employee commitment, as a result,
it will results into accomplishment of competitive advantage. Such competitive advantage has
reveals that “to manage human resources, TNT should nurture the type of an employee
behaviour, which is essential to success of their competitive strategy.
(f) How HR management and development can support sustainable performance and growth
In context with TNT, performance will be measured through benchmarking, key
performance indicators, 10-C checklist of HRM etc. Along with this, these techniques has

resulted to the effective HR management to develop performance of an individual as well as
entire TNT express. The explanation of techniques are as follows:
Benchmarking: In context with TNT express, this technique has been used to measure
performance of each and every functional units as well as an individual of this courier company
through data collection based on their previous performance and tasks done. Here, data actually
means past performance appraisal or activities measurement to understand and analysis scope for
future development and its accountability. Also, benchmarking has increased the actual skills and
knowledge of each and every employee through complete training & development program.
10-C checklist of HRM: 10-C model of HRM is considered as pragmatic model. This
model involves several principles such as comprehensiveness, credibility, communication, cost
effectiveness, creativity, coherence, competence, control, change and commitment. For TNT
Express, control factor has ensure that performance of HR Dept. must be consistent with defined
business objectives. Also, cost effectiveness has ensured that reward as well as promotion system
must be fair.
Key Performance Indicators: KPI is one of the performance measurement technique that
do evaluation of the success & effective progress of an business credentials or goals which firm
has accomplished. This technique consists of SMART goals stands as like Specific, Measurable,
Attainable, relevant and time-bound that will help to keep employee's on track and build their
performance. This indicator has been initiated with major purpose to find the opportunities for
development of the desired performance. Along with development, KPI has also identified
various weaknesses or shortfall in structure of TNT express which has diminished performance
of an individual.
Self reflection: After an entire report, it is to be self-reflected that, I realised that TNT
would be run for the longer period of time, which in real needs a change model. So that they can
make several changes in their services more effectively and based on profit basis. This needs to
be taken care for generating profitability at higher ratio with leading change management to
structure various valuable strategies to grow business at the higher ratio. Lastly, in my point of
view, development of business strategy should be taken into the existence with required action
planning.

CONCLUSION
From the above report, it has been concluded that strategic human resource management
ha resulted into effective change management of the organisation. Trends and developments has
been proved as important to enhance organisation HR strategy. Techniques such as KPI, bench-
marking has been resulted into measurement of performance of an individual in order to enhance
its suitability for longer period of time. Lastly, change management has been resulted into
bringing the suitable results for business entities.

REFERENCES
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Paillé, P., 2014. The impact of human resource management on environmental performance: An
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Online
Kurt Lewin's Change Model, 2018. [Online]. Available through:
<https://study.com/academy/lesson/lewins-3-stage-model-of-change-unfreezing-
changing-refreezing.html>