Strategic Human Resource Management Report: Trafalgar Case Study

This report delves into strategic human resource management (HRM), examining key trends and developments influencing organizational HR strategies, with a specific focus on the UK-based travel and tourism firm, Trafalgar. It analyzes how internal and external factors shape HR practices, explores relevant theories and concepts related to HRM growth, and assesses the application of change management models. The report also investigates how HR outcomes can be monitored and measured within an organizational context and evaluates the role of HRM in supporting sustainable growth and performance to meet business objectives. The report covers topics like technological development, demographic changes, and globalization. The report also provides a deep dive into employee motivation strategies and theories, including Maslow's Hierarchy of Needs, to improve productivity and employee satisfaction.

Strategic Human
Resource Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................4
P.1. Explain Trend and Development that influence an HR strategy of organisation?..............4
P.2. How both the factors ( internal and external) influence the strategies & practice of HR?. .5
P.3. Relevant theories as well as concept should be apply relating to growth & development of
various HRM strategies by using specific example of company?..............................................7
P.4. How change management models help HR strategy with application to relevant
organisation example? ................................................................................................................8
P5 Explain how HR outcomes can be monitored and measured, and apply this to a specific
organisational situation...............................................................................................................1
P6 Evaluate how Human resource management & development support sustainable growth
and performance to meet business objectives...............................................................................

INTRODUCTION
Human Resource includes people who are engaged to perform task in the company and
they also supports ton achieve the objectives of the organisation. All the human resource who are
engaged to perform the activity in the company requires different skills as well as knowledge
that put together for business growth and success. Strategic human resource management is the
wider concept in which various smart strategies are used in such a manner that leads to
achievement of company success in such a manner that it fulfills the requirement of workforce
also. For employees productivity smart strategies used by the company that must results
effectively. The competitive advantage is gained by the company by using various strategies at
the time of performing HRM practices. Trafalgar is the organisation that was selected in this
project. It is a UK based travel and tourism firm. The topic that were covered in this assignment
are explaination of key current trends and development that influence HR strategies of company.
The manner in which both external & internal factors influence different HR strategies and
practice are also analyse. Application of suitable theories & concepts relates to growth and
development of HRM strategies with the help of examples are determine in the report. How
suitable change in management models support strategies of HR in the application to relevant
organisational example are also be evaluate in details. How HR outcomes can be monitored &
measured and apply this to a specific situation of organisation are also explain in the project,
how HR management is effective and the development can help performance & growth to
achieve the objectives of company are also discuss and describe in details in the assignment.
(Altman, 2018)
TASK
P.1. Explain Trend and Development that influence an HR strategy of organisation?
Strategic HRM is the method of creating a relationship between place of working and
workforce. The strategies are developed by company in such a manner that supports them to
stand in the good position after competing their competitors. The HRM strategies make
concentrate on Human Resource importance. The concept is presume to be forward looking as
the company attain their employees in such a manner that satisfies present and future needs for
the company. The strategies that are follow by the organisation require variation with the

evolving time. As changes is consider as regular process and the company should cope up with
these variations so that to save them from obsolescence. So the company at the time of framing
the strategies go through with trends & development that are exist in the environment of
business. Examples of few trends and development that influence HRM strategies are describe as
follows:
1. Technological Development: In the modern economy all the company shift their
operation from labour to technology. Due to increase in the utilisation of
technologies it became the need of company to perform operational activities.
Thus the organisation choose the suitable candidate who are interested to work by
using latest smart technology. In Trafalgar it integrates all its operations that
performs globally by using the advance technology only. For this organisation
make strategies so that the employment selection requirement is fulfil in effective
way(Beirman, 2017))
2. .
Demographic change: It cover various factors related to culture, income, gender, occupation,
age group, literacy rate, backgrounds etc. In different organisations different employees from
different locations, cultures, age, group etc. are engaged to work in the company. Different age
category like young, middle age and old employees are employed in the organisation. On the
other hand culture and background of workforce are also different because they come from
different location. By considering all these factors the new strategies are to be prepare. If the
strategies are create for particular age category that it increases the changes of difficulties in the
place of working. In Trafalgar, all these factors are to be kept in mind at the time of framing
strategies and policies so that company can easily achieve the target. (Bringezu, 2017)
Globalisation: It includes a process in which various different resources are to be integrated.
Workers, ideas, finance, knowledge, skills, technology are some of the important resources.
Trafalgar give their services in many countries of the world. Every country has their own laws,
provisions and regulations to survive in the competitive market there is a need to work as
according to these regulations. For HR strategies the organisation act in the similar manner for
example each country has unique law for employment care and welfare in different countries.
Trafalgar frame the policies as per country's laws and regulations(Cardoso, 2018)

P.2. How both the factors ( internal and external) influence the strategies & practice of HR?
Before framing the strategies the company analyse all the factors that make impact on
activities of business approach. The factors that influence strategies includes external and
internal environment. Resources, culture, employees, mission, structure, system etc are the parts
of internal environment. The external factor cover economic, political, environmental, social
factor etc. All these factors must be consider before preparing strategies so that it can work in
efficient and profitable manner. The factors that make impact at the time of strategies formation
are:
External factors
Government regulations: To prevent the employees from exploitation government
forms large number of regulations and limits the freedom of employer and company so that it
become difficult for them to exploit the resources in excessive manner. To business growth and
survival it is necessary for the organisation to adopt all the provisions, rules and regulations to
survive in the competitive environment and to operate profitably. For this purpose company
perform its business operations and policies according to the framework that is given by the
government. So the company Trafalgar formulate the strategy in such a manner so that all the
regulations are satisfy by them that was frame by the government. But if they fails to work
according to regulations company can file a complaint that results to stop the operations of
business.
Economic condition: The related conditions are vary from country to country. The area
where favourable economic conditions are prevail the rate of unemployment is increase in that
region. On the other hand , the area where the rate of unemployment is low there the available of
employees at comparatively low cost is high. Whereas in the area where the unemployment rate
is low, the chances of availability of skilled, talented and smart employees are less. And to these
skilled workforce the company has to pay high wages/ salary. In Trafalgar company consider the
above factor and select the appropriate area where the organisation can easily find skilled and
professional candidates at affordable Pay (Heizer, 2017)
Internal Factors:
Mission: Every company should posses some targets and objectives that are set as a base
for its actions. According to mission all the work of operation are directed. By keeping in view

the main mission, all the strategies are decided by company. In Trafalgar it frame its strategy so
that it matches with mission which they have planned.
Organisational Culture: It reflects the personality of organisation. The strategies frame
by the Trafalgar are integrated according to the culture followed by company. Trafalgar follow
the culture that creates positive image. Thus the strategies that was develop in relation to HRM
must be contribute towards culture image. It should be set in such a manner so that it does not
provide harm to their image that company's gained(Kodama, 2019)
Organisational Structure: Every company should follow some structure so that it can
easily achieve the goals. As per their structure company formulate their strategies and policies.
Trafalgar follow such type of structure that provide support to perform all activities in smooth &
effective way. Thus HRM strategies made in manner that it complements the structure that was
used by the company.
So finally after analysis it is conclude that before preparing and making HRM strategies
company should overview all the important point that mentioned above. The company Trafalgar
must not frame the rigid strategies and also adopts some flexibility so that it can easily make
necessary changes in it (Marolla, 2016)
P.3. Relevant theories as well as concept should be apply relating to growth & development of
various HRM strategies by using specific example of company?
For every concern it is very important to posses growth and development If organisation
plan strategies in a correct manner, company can easily leads towards development as well as
business growth. If employees find that it is beneficial to retain in the organisation they stayed
for long term in the same company. Because generally all the people interested to work in such
type of concern that gives retirement benefits and social security. So Trafalgar formed strategies
that contribute towards employees development & growth. For this purpose company use
different theories or concepts as some are explain in the below mentioned paragraph(Meyer,
2016)
Situations: Trafalgar noticed in their workforce very low level of motivation and
productivity. To find the reason behind this issue company found that these productivity
diminishes due to applicability of various unnecessary complicated policies and laws that impose
on employees. To solve the problem company follow some important theories and concepts that

they can use in the organisation. As these theories & concepts are explain in the below
mentioned points as these are as follows:
Theory of personnel management:The respective theory adopts Theory X and Theory Y
model. In this workforce bifurcate into two parts, first one is Theory X and other is Y theory.
Theory X includes such type of work force who are so lazy and have low motivation level and
their productivity are also decline. To improve their efficiency employee use carrot& stick
techniques. In this team leaders apply hard skills on employees to work. But in the Category Y
motivated employees are involve as they work with high productivity. To make coordination,
control and motivation various methods like time to time appraisals, providing bonus and
promotion is to be done. By using these techniques trafalgar increase the productivity of their
employees(Mogaji, 2020)
HRM Theory: This shows that company can fulfil differentiation through the
appointment of skilled employees in place of working. Talented employees achieve the
objectives by consuming less time. Trafalgar understand that company can growth on with their
human assets. So the organisation develop strategies as well as policies in such a manner so that
it can easily attain the large number of employees as this give benefits to both employer or
employee.
Smart Strategic of Human Resource Management:Smart managers frame the strategies
in this manner that it motivate their employees and providing satisfaction to them that they
perform good job in the company. By using this method company can easily increase the
productivity, save cost, increase the revenue that tends to lead business expansion and growth.
With the help of these theories Trafalgar increase the productivity of their employees. All the
above mentioned theories are formed to maintain human resource essence (Morley, 2016).
Motivational Theories adopted by Trafalgar to motivate their employees that results to
hard work and success.
Maslow Hierarchy of needs Theory: Physiological needs: It stands in the lowest level as it includes the essential needs that
are necessary for every individual to survive. The example of respective needs are food,
shelter, water, rest, health and warmth. By providing these facilities Trafalgar motivate
their employees to retain in the company for long term.

 Safety needs: It is based on security. Few of their examples are stable income, job
security, protection from violent conditions, prevention from heath related issues. By Love & belongingness needs: This level outlines the need for friendship, love as it help
the employees by providing cooperation and coordination. Also if Trafalgar provide
facilities and providing job security. Than employees give their best and achieve the
targets on time. Esteem Needs:It is based on person's need to gain status, respect. Once the basic need
and belongingness need fulfil, workforce seek to fulfill their esteem needs. By providing
motivation through promotions, awards, prices Trafalgar motivate their employees that
leads to develop confidence, freedom in the minds of workforce.
 Self actualization needs: It is related realization of individuals full potential. By
providing training Trafalgar motivate employees to strive to become the best.
Theory of X and YMotivational Theories adopted by Trafalgar to motivate their
employees that results to hard work and success.
Maslow Hierarchy of needs Theory: Physiological needs: It stands in the lowest level as it includes the essential needs that
are necessary for every individual to survive. The example of respective needs are food,
shelter, water, rest, health and warmth. By providing these facilities Trafalgar motivate
their employees to retain in the company for long term.
Theory X believes on authoritarian style of management, in this manages are need to
provide instructions and close check on every employee. Thus it is assumed that workforce are
not motivated and they don't like to work. On the basis of assumption the theory is based:
 Management of Trafalgar assemble all the production factors like people, money,
equipment and material so that objectives can easily be achieve.
 The employees in the organisation are self centered and indifferent towards the
organisational interest.
Theory Y relies on participative style of management where the managers assume that
workforce are self directed and motivated to achieve companies objectives. The assumptions of
this theory are:

 The average individual is ambitious and always ready to take responsibilities.
Employees of Trafalgar like to lead instead of led by others.
 By using high imagination & creativity degree the workforce find the solutions of
complex organisational problem.
Contemporary HR practices
Flexible hours: It indicates the schedule that allow workforce to start and finish their
working day according to their wish.
Performance appraisal: Its a continuous review of job performance of employees.
Trafalgar provide flexible working hours to their employees that help to retain them in the
organisation for long term. On the other hand competitor are sun wing vacations as they adopt
strict fixed working hours that dissatisfied many employees that result to employees turnover.
Trafalgar adopt method 360 degree feedback as performance appraisal. On the other hand MBO
appraisal method follow by Sun wing vacation.
P.4. How change management models help HR strategy with application to relevant organisation
example?
To make changes in the company is very important. The major feature must be change in
regular basis . The environment is changing in fast phase that forced the company to follow the
structure so that they can initiate the change very easily. If the company fails to bring change it
can create problem in growth and survival for the organisation. There are various company that
face the issue at the time of performing change in the operation. Trafalgar can introduce the
variation by using change management model in the following way:
Situations: Trafalgar wants to implement new system of management in the company as
this advance technology has the ability to store the important system it also has the features to
analyse & conclude the information that help to make correct decision.
Kotter's 8 steps model: The model was introduce in 1995. It was developed by Harvard
business school professor. The Trafalgar use the model to make change in their operations.
STEP.1. Increase urgency
STEP2. Build guiding team
STEP.3 develop the vision

STEP.4 communicate for buy- in
STEP.5 Empower action
STEP.6 Create/ Develop short term wins
STEP.7 Don't let up
STEP.8 Make changes in stick
Development of vision: The organisation needs to develop a vision about the change.
Creation of vision would help the organisation in identification of risks which they may face
while implementing the change and through this the organisation could also can get a chance to
eliminate those changes for effectively. Vision would help in creating a strong plan and
strategies for implementing the change(Prasad, 2020)
Guiding team:Trafalgar company can create a guiding team who can give direction to
employees about the doubts regarding technological change. The team complement if they work
hard in the company at the time of performing task.
Elimination of problems: Any change can be get restricted to employees as it is
compulsory to clear all the problems and issues which the employees facing at the time of
performing the task(Renz, 2016)
NUDGE THEORY
It is a modern as well as flexible concept for understanding how people think, react, make
decision and behave. It help people to improve their thinking & decisions. Controlling change of
all sorts and identify & modify existing unhelpful influences on people.
If there is any change exist it impacts HR planning because alteration is also made in the
plan to achieve the objectives. For that purpose recruitment is done on the basis of chance to
perform the task on the basis change number of employees recruit. If change is there than
according to that motivational tools is used in the company and also to monitor performance.

P5 Explain how HR outcomes can be monitored and measured, and apply this to a specific
organisational situation
A performance management is being used by the managers as in order to measure and
analyse the different working aspect by which ability of business to gain higher competitive
advantage is increases in productive manner. It is basically a process that get ensure the manager
about to perform standardised output and activities by which achievement and accomplishment
of goals and objective become clear and transparent. It is also being used to improvise the
working capabilities as by maintaining concern and focus towards employee productivity and it
is processed as by completing various task and activities in systematic manner (Lim, Wang and
Lee, 2017). The HR get monitor and measure various working aspect of employee's as it has
direct and positive impact over the working standards and its abilities. It also promote the
understanding level so that each of employee's are able to make sustained improvement thus both
short and long term goals ate achieved with perfection or within timely basis. It induces higher
level of advancement by which working performance and its productivity is enhanced over
continuous and longer period of time(Riccucci, 2019)
It assists to fulfil all the basic requirement so that adequate level of improvements is induced in
positive manner by which working performance and its credibility is increases in timely
constrained. There are different situations on which these HR outcomes are addressed and it is as
briefly explained below as:
Best fit perspective: It is a technique that is used by HR of Trafalgar as in order to
enlarge working accessibility within which working standards of both employee and employer
get managed and controlled as well. It is an approach that is basically argued with HR to adopt
effective strategies as it offer higher level of advantage by which working possibilities is
enhanced. It is best fitted with contingency approach in which Trafalgar manager pic the most
effective and efficient practices that is completely dependent on the appropriate outcome so that
long term effectiveness is developed in productive manner (Paauwe and Boon, 2018). Manager
of Trafalgar make usage of different methodologies as by changing any policy so that working
standard of workers get enhanced. It is beneficial for the business as with this better control over
the participation and engagement of employees get managed adequately.
Benchmarking: It is an approach that is used to enhance performance that is usually get
collected and gathered by which balanced level of comparison and its standards is managed. It is

used to determine and specify performance level that is compared with the appropriate
measurement so that adequate level of measurement is attained with perfection. It is a procedure
in which various services and strategies are processed to make better level of accessibility so that
favoured level of outcome is achieved in balanced time-frame. For this Trafalgar and its
management has induced this while accomplishing standardised goals and target. In this long
term goals are achieved with perfection and better suitability. In this ability of business is
enhanced that furthermore aid to accomplish long term success and sustainability with perfection
10-c Checklist of HRM: The HR practice of Trafalgar drives within the business under
which effectual level of modification and development is addressed with perfection (Rees and
Smith, 2017). The 10 Cs contain commitment, competence, cost effectiveness, congruence,
career, care etc. In this better level of clarity is addressed by which specific operations and
functions get addressed with better suitability. It is also be used to reduce effectiveness amount
different working standards by which long term goals are perceived with betterment and
perfection. It is implied within business as with the perfect match of clarity so that ability and
willing of business is enhanced systematically.
Trafalgar uses various strategies by which examination of productivity and performance
both get advanced through which working efficiency, effectiveness, productivity, likeliness and
its interest both get modified in successful manner. In this business get achieved its goals are
target within the standard time-frame or within the assigned budget as well. In addition working
efficiency and its effectiveness both get enhanced through which meet of objectives and target
become flexible and smooth.
P6 Evaluate how Human resource management & development support sustainable growth and
performance to meet business objectives
The HRM and development of business is also get supported with the support of
sustainable growth and within this working standards and its performance both get enhanced in
suitable mode. It assist the business to achieved its long term development and growth as by
managing its effective utilisation of resources or as by removal of wastage through which
environmental pollution get controlled. Furthermore, management make better level of
assessment about each and every task that is performed within the business so that effectual
advancement is induced as with the parallel support of advancement. In actually promote

advancement and sustainability so that working credibility also get increases over continuous
time period (Vardarlıer, 2016). For instance, Trafalgar worked on to improve its working
resource and ability as with the support of various strategies so that its rate of achievement and
advancement is improvised in constrained mode. Moreover, with this overall infrastructure of
business get managed and improvised by which each activity get interrelate with each other in
which implementation of strategies and policy is induced in successful manner. There is few
advantage of it and that is as briefly explained below as:
Providing employee retention: It is process through which Trafalgar induce significant
approach by which its availability get improvised in collective manner. In this business get
promote job security and safety and for this management also offered rewards and other benefits
as well by which long term success is achieved with perfection. In promote better morale and
confidence within the employee that seeks to meet standardised objectives and target.
Analysing performance gaps: It is a practice that is induce by HR Trafalgar as in order
to maintain clear and flexible focus as well as concern so that availability of resources and its
attentiveness both get enlarged. In induces higher level of benefits so that productiveness and
performance both get enhanced in adequate mode. The management of Trafalgar get analyse the
performance gap and than accordingly offer various training and development by which working
sufficiency of employee get increases and its assist to operate favourable outcome for business
and its growth.
CONCLUSION
In the given project various HR based strategies, trends,& development is included in this
assignment. Trend covered various policies and regulation of domestic country's government and
it also covers technological development. The external & internal factor positive and
negatively affect the HRM strategies. It include company's culture, demographic change,
mission, structure, economical condition, globalisation etc. By using change management model,
The organisation can bring change in technology. To evaluate performance of the employee,
various approaches like bench marking, KPI's are used by the company.

REFERENCES
Books and Journals
Altman, J., Larsen, L. and Buchanan, G., 2018. The environmental significance of the Indigenous
estate: natural resource management as economic development in remote Australia.
Canberra, ACT: Centre for Aboriginal Economic Policy Research (CAEPR), The
Australian National University.
Bailey, S. J., 2017. Strategic public finance. Macmillan International Higher Education.
Beirman, D., 2020. Restoring tourism destinations in crisis: A strategic marketing approach.
Routledge.
Bringezu, S. and Bleischwitz, R. eds., 2017. Sustainable resource management: global trends,
visions and policies. Routledge.
Cardoso, C. A., 2018. Extractive reserves in Brazilian Amazonia: local resource management
and the global political economy. Routledge.
Heizer, J., Render, B. and Munson, C., 2017. Principles of Operations Management:
Sustainability and Supply Chain Management (Global editon). Pearson.
Kodama, M., 2019. Developing Holistic Strategic Management in the Advanced ICT Era (Vol.
35). World Scientific.
Marolla, C., 2016. Climate Health Risks in Megacities: Sustainable Management and Strategic
Planning. CRC Press.
Meyer, J. P. ed., 2016. Handbook of employee commitment. Edward Elgar Publishing.
Mogaji, E., Maringe, F. and Hinson, R. E. Eds., 2020. Strategic Marketing of Higher Education
in Africa. Routledge.
Morley, M. J., Heraty, N. and Michailova, S. eds., 2016. Managing human resources in Central
and Eastern Europe. Routledge.
Prasad, L. M., 2020. Principles and practice of management. Sultan Chand & Sons.
Renz, D. O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Riccucci, N. M., Naff, K. C. and Hamidullah, M. F., 2019. Personnel management in
government: Politics and process. Routledge.
Zey, M. G., 2020. The mentor connection: Strategic alliances within corporate life. Routledge.
(Altman, 2018)(Beirman, 2017)(Bringezu, 2017)(Cardoso, 2018)(Heizer, 2017)(Kodama, 2019)
(Marolla, 2016)(Meyer, 2016)(Mogaji, 2020)(Morley, 2016)(Prasad, 2020)(Renz,
2016)(Riccucci, 2019)(Zey, 2020)