HRM's Strategic Support: A Summary for Smarty Department Stores' CEO

This report provides a concise overview of how Human Resource Management (HRM) supports the strategic goals of Smarty Department Stores, addressing a scenario where a Smarty's HR team member needs to persuade the CEO. HRM supports strategic goals by establishing an organizational structure aligned with the company's vision (Coccia & Cadario, 2014). It ensures adequate manpower through appropriate recruitment and training (Wadsworth & Blanchard, 2015; Shafritz, Ott & Jang, 2015). HRM enhances employee performance through incentives and promotions (Holloway, 2012). It also facilitates change management by providing leadership during organizational changes, such as automation (Mickan & Boyce, 2018; Schedlitzki & Edwards, 2014). This summary directly addresses the CEO's question, focusing on key points to demonstrate the crucial role of HRM in achieving organizational success. The report is based on contemporary, peer-reviewed HRM and SHRM academic literature, and it cites relevant academic articles (Chicago style) to support its arguments. The main argument is that HRM is essential for Smarty Department Stores' strategic success by aligning manpower with goals, enhancing performance, and managing change.

Human Resource Management
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The human resource management (HRM) supports the strategic goal of Smarty Department Stores in the
following manner –
 Focusing on organisational goal – HRM establishes a proper organisational structure by
recruiting manpower who align with the organisational vision (Coccia and Cadario 2014). The
HR managers give due attention to come up with appropriate initiatives and programs enabling
the staff to attain the strategic goals of Smarty Department Stores (Pettinger 2007).
 Adequate manpower – HRM identifies the appropriate task for the organization to attain its
strategic goals and for that makes necessary arrangements to induct appropriate manpower to
contemplate the tasks (Wadsworth and Blanchard 2015). Accordingly the manpower are trained
enabling them to fulfil the strategic goal of the organization (Shafritz, Ott and Jang 2015).
 Enhance employee performance – HRM facilitates promotions and sorts of incentives like paid
vacation to motivate the employees as they strive to fulfil the strategic goals of Smarty
Department Stores (Holloway 2012).
 Change management – HRM plays a pivotal role in bringing change to the business set-up by
providing proper leadership to get accustomed with the changes in the organizational scenario in
tandem with its strategic goals (Mickan and Boyce 2018). For instance automation saves
organizational expenses and so HRM would offer training to the employees to operate the
machine (Schedlitzki and Edwards 2014).
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References
Coccia, M., and E Cadario. 2014. "Organisational (un) learning of public research labs in turbulent
context." International Journal of Innovation and Learning 15 (2): 115-129.
Glendon, A.I., and S Clarke. 2015. Human safety and risk management: A psychological perspective.
New York: Crc Press.
Holloway, J. B. 2012. "Leadership behavior and organizational climate: An empirical study in a non-
profit organization." Emerging Leadership Journeys 9-35.
Mickan, S., and R.A Boyce. 2018. "Organisational behaviour: understanding people in healthcare
organisations." In Key Topics in Healthcare Management, 164-179. New York: CRC Press.
Pettinger, R. 2007. Introduction to Management. 4th. London: Palgrave Macmillan.
Schedlitzki, D., and G Edwards. 2014. Studying Leadership: Traditional and Critical Approaches. SAGE,
London. London: Pearson.
Shafritz, J.M., J.S. Ott, and Y.S Jang. 2015. Classics of organization theory. London: Cengage Learning.
Wadsworth, M.B., and A.L Blanchard. 2015. "Influence tactics in virtual teams." Computers in Human
Behavior 44 (2): 386-393.
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