Strategic HRM Analysis and Recommendations for European Club

This report provides a strategic human resource management (HRM) analysis for the European Club, a non-profit organization in London. It begins with an introduction to strategic HRM and its importance in enhancing performance, reducing absenteeism, motivating employees, and improving organizational, financial, and capital market outcomes. The report highlights the link between strategic HRM and other business departments, emphasizing the role of the HR department in collecting information and providing workforce management assistance. It outlines various strategic HR services that can be provided to the club, factors to consider before renovation or restructuring, and preliminary HR requirements for entering into new contracts. The report concludes by emphasizing the significance of effective strategic HRM implementation for proper organizational management, including people management, regulatory compliance, and workforce management in terms of recruitment, training, and development. The report references relevant academic sources.

Human resources

Table of contents
 Introduction
 Importance of strategic HRM
 Strategic human resource services that can be provided to the club
 Factors to be considered before renovation or restructuring
 Preliminary HR requirements for entering into new contract
 Conclusion
 References

Introduction
 Strategic human resource management is the
future oriented process which assist in
developing and implementing the HR
practices and policies in an organization.
 It helps in resolving the business problems
which leads to contributing to the long term
sustainable business objectives.
 This presentation states about the importance
strategic HRM and how it can be linked to the
other business departments.

Importance of strategic HRM
Importance of Strategic HRM under different perspective are stated below.
Human resource related outcomes
Enhancing performance
Reduction in employee absenteeism
Motivating employees
Organizational Outcomes
Higher profits
Increase in revenue
Improving business functioning

Contd..
Financial Outcomes
Higher sales
Increase in profitability
Higher return on investment
Capital Market Outcomes
Improvement in brand image
More donation

Cont..
Strategic HRM is linked to other departments
The strategic HR department is equally linked to all the functional departments of the organization.
The HRM department collects all the relevant information from all the department which helps it in
understanding the needs and requirements of the employees of the department.
All these functions are relevant for the business functioning which cannot be ignored (Ridder and Baluch,
2017).
The finance department provides budgets to the human resource department which helps it in effectively
managing the business requirements.
HRM provides assistance in respect to the workforce management in varied organizational units. This, it
can be said that strategic human resource is directly linked to the business organization.

Strategic human resource services that can be
provided to the club
There are various services that can be provided to the club are stated below.

Factors to be considered before renovation or
restructuring
Factors to be considered-
Supporting staff
Benefits that new changes will bring
Organizational objectives aligned with it

Preliminary HR requirements for entering into
new contract
 Amount of time required
 New training sessions for staff
 Terms of contract
 Back up plan for managing

Conclusion
 It can be concluded from the above that effective implementation of strategic human
resource management will help in proper management of the organization in terms of
people management, regulatory and legal compliance management.
 The club can execute its renovation by considering certain important factors which are
very relevant from the point of business functioning.
 The immense importance of strategic HRM practices will help in properly managing
the workforce management of the organization in terms of recruitment, training and
development, enhancing staff motivation level and so forth.
 Thus, strategic HRM is very important for the organization.

References
 Bailey, C. and et.al, 2018. Strategic human resource management. Oxford University
Press.
 Delery, J. E. and Roumpi, D., 2017. Strategic human resource management, human
capital and competitive advantage: is the field going in circles?. Human Resource
Management Journal. 27(1). pp.1-21.
 Lussier, R. N. and Hendon, J. R., 2017. Human resource management: Functions,
applications, and skill development. Sage publications.