Strategic Human Resource Management Report for Mark Hammerton Group

This report analyzes the strategic human resource management (HRM) practices of Mark Hammerton Group Ltd, a UK-based travel and tourism company. It begins by identifying current developments influencing the company's HR strategy, such as globalization, workforce diversity, and employee expectations. The report then explores internal and external factors affecting HR practices, including government regulations and the labor pool. It evaluates these factors using relevant theories and models, including behavioral approaches, universalistic approaches, and motivational theories like Maslow's Hierarchy of Needs and Herzberg's factors. The report further examines the growth and development of strategic HRM within the organization, the application of various HR theories, and their practical implications. It analyzes management models that support HR strategy, critically evaluates engagement strategies, and assesses various HR methods for increasing the effectiveness of the HR department, ultimately providing recommendations for HR development techniques that contribute to sustainable performance and growth. The report concludes with an analysis of how HR managers implement, monitor, and control these techniques to examine their results and effects on the organization.

Strategic Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Current developments that influences Mark Hammerton Group Ltd HR strategy..........3
1.2 Internal as well as external factors that influences the HR practice and strategies..........4
1.3 The influences of the external factors and its contextual development. Also, discussion on
how this impacted on the HR strategy....................................................................................5
1.4 Evaluating the external and contextual developments on the basis of some relevant
theories and models................................................................................................................5
Task 2..............................................................................................................................................5
2.1 Growth and development of strategic HRM in relation with growth and development of
the organisation......................................................................................................................5
2.2 The HR theories included in the organisation are............................................................6
2.3 Human resources theory relates to practice in a specific organisational..........................7
2.4 The theory of human resource relates to the practice in a specific organisation.
Comparison of the same.........................................................................................................7
TASK 3............................................................................................................................................8
3.1 Analysed various management models support HR strategy with the help of examples.8
3.2 Evaluation of various theories in order to how they support to HR strategies...............10
3.3 Critically evaluation engagement strategies, models and concept which implemented
together so provides advantages and disadvantages with the references of organisation....10
TASK4..........................................................................................................................................10
4.1 Describe various HR methods which are effectively applied in organisational
situation...............................................................................................................................10
4.2 Explain various methods which increasing effectiveness of HR department in order
to sustainable growth and performance...........................................................................11
4.3 Provide suggestion in order to HR development techniques are applied so they
contribute to sustainable performance and growth.........................................................13
4.4 Critically analysed how HR manger implemented, monitored and controlling these
techniques so examine their results and affect in organisation.....................................13
CONCLUSION............................................................................................................................14

REFERENCES..............................................................................................................................15
INTRODUCTION
The strategic management in the human resource define as the connection between
various strategies that applied by the HR department and human resource department of an
organisation. The main objective of the mentioned topic is to increase the advancement of
flexibility and some competitive advantage. There is a need to develop the HR strategy for the
organisation Mark Hammerton Group Ltd which is one of the travel and tourism companies of
United Kingdom. The company has been organised in 1999 and it is owned by Mark Hammerton
Group Ltd. The report includes current trends and developments that influence Mark Hammerton
Group Ltd strategy, HR strategy which is influence by the internal and external factors, some
concepts and theories of the strategic HRM that helps in growth and development. In addition to
this, the report includes evaluation based on how appropriate change management models
support HR strategy in the organisation Mark Hammerton Group Ltd. Also, HR outcomes which
can be properly measured and at last, a proper evaluation on the effectiveness of development
and the HR management which helps in supporting the performance of sustainable development
and a proper growth to increase organisational objectives (Moyano, 2016).
The policies is adopted by the Mark Hammerton Group Ltd includes recruitment process,
types of remuneration system, training and the development process. The recruitment process
policy is systematically happened in this organisation on the basis of consistency, transparency,
compliance and many others.
TASK 1
1.1 Current developments that influences Mark Hammerton Group Ltd HR strategy
Some of the well-established trends and developments in the Mark Hammerton Group
Ltd that influences the HR strategy are
Globalization and its implications: The rise of multinational corporations enables the HR
strategy to increase their requirements. For finding and attracting of the talent there is a need to
increase the use of new strategies. The department of the HR must ensure that employees should
have skills and knowledge.
Work force diversity: Nowadays there is a huge workforce which an organisation has to do.
There is a need in which the HR must concentrate is the dividing of work and there must be no

discrimination in terms of race, religion, gender, culture between the employees of Mark
Hammerton Group Ltd (Novikova, 2018).
The expectation of employees: Nowadays it is stated that education of the employees is much
higher. Therefore, there is a greater need to have a decision making process on the basis of
fulfilling the expectation of employees. There is a need to have a skills deficiencies and
shortages in the strategic planning in human resources.
Skills enhancement: Nowadays, researchers suggest that employees have high advancement of
skills and knowledge. Therefore, HR strategy is to use the skills of employees in the organisation
(Oketta, 2018).
1.2 Internal as well as external factors that influences the HR practice and strategies
It has been suggested that human resource departments play a major role in some of the
areas including workforce planning, relations of the employees, legal compliance and labour
relations. Some of the external factors including
Government regulations: Laws and regulations in the state and federal workplace are
some of the external factors which are affecting the management of the human resource in
ensuring the company which is in compliance. Government Regulations that can influences a
company including training, compensation, hiring, goes about hiring and disciplining its
workers, it could simply give result in some sections against the company by employees,
prospective employees, vendors and customers.
Availability of the Labour pool: Human resource departments have a main function in
maintaining the staffing levels through the planning in the workforce. One external factor that
can be influences the ability to recruit qualified candidates is the market availability of labour,
which is affected by unemployment rates, number of qualified workers in the reasonable
commuting distance and, in some cases, the availability of applicants with specialized skills such
as nursing or technology.
Internal factors including
Level of growth: It is one of the internal factors in which companies experience rapid
expansion and aggressive growth that may require human resource department to focus on
recruiting and staffing.

Use of technology: It is an important internal factor which tells that using the technology
or advance technology is very important to increase the profit of the organisation. Therefore,
where and at what time to use technologies is a part of HR strategy (Thunnissen, 2016).
1.3 The influences of the external factors and its contextual development. Also, discussion on
how this impacted on the HR strategy.
The importance of such trends and developments including workforce diversity, impact
of globalization on organisation, skills enhancements and the expectation of employees are very
important to understand and such trends and developments influences to implement the HR
strategy in Mark Hammerton Group Ltd.
Apart from it, the HR strategy should include some external and internal factors. External
factors including are government regulations and availability of labour pool. Internal factors
including use of the technology and level of growth are some of the keen factors which
efficiently enable the Mark Hammerton Group Ltd in making of a HR strategy. An HR strategy
should be covered all the HR activities including recruitment, performance management,
compensation and benefits, function design and many more.
1.4 Evaluating the external and contextual developments on the basis of some relevant theories
and models.
Human resource management or HRM is a practice of managing the people to increase
sales and performing better. The influences of current trends including work force diversity,
skills enhancements, developments including expectation of employees and implications of
globalization, various external factors including availability of labour pool and government
regulations as well internal factors including advance technology and level of growth are greatly
impact and influences the HR strategy in an organisation Mark Hammerton Group Ltd (Wang,
2016).
Task 2
2.1 Growth and development of strategic HRM in relation with growth and development of the
organisation
In an effectiveness in the global marketplace, the department of human resource act as a
strategic partner. Interviewing, Hiring and recruitment are the right personnel to produce some
good quality of services and products which have been depend on the good communication

between the human resource branch employees and managers. The theories and principles which
are associated with the strategic HR management involve company's goals and organisations.
Some theories of human development include (Chadwick, 2017).
While Becker (1964) states that training and development rise the productivity of
employees by increasing knowledge and skills. He also stated that those workers who have high
earnings simply reflected superior ability of workers.
2.2 The HR theories included in the organisation are
Behavioural approach: The approach suggests various keys to understand the development
which are observable and external stimuli in an environment. It can be also suggesting that
behaviourism is one of the theory of learning, and the learning theories which have been
completely focuses on how we are conditioned to respond the events and stimuli.
Universalistic approach: The approach refers to the best HR practices that implying the
business strategy and different types of HRM policies which are mutually independent in
determining of the best business performance.
Some motivational theories which have been adopted by the company are mentioned below
Maslow Hierarchy of needs: It is one of the motivational theories which every organisation
must follow. The model or a framework is systematically developing in a 5 tier model of the
human needs. The bottom indicates basic needs and then safety, then love and belonging, then
esteem and at last self-actualization. It can be said that to go at the last step, there is a need to get
an appropriate result from the beginning.
Herzberg factors: It is a two factor theory which suggests that there is a need to reduce poor
hygiene, employee decreases and there must be no job satisfaction. Also, there is a need increase
motivation, increasing employee ratio and also the job satisfaction.
Theory X and Y: It is a theory of human work motivation and management. Theory X explains
the importance of external reward and penalties and theory Y highlights the role of job
satisfaction and encourage workers to approach the task without any direct supervision.
The HR Practices involves
Flexible hours of working: It refers to the schedule of every employee so that they work with
the best of ability. In relation with the Mark Hammerton group limited, employees are giving
power to set their work timings in which they are comfortable.

Performance appraisal techniques: The techniques include management objectives, feedback
formation, psychological appraisals and many other to have a systematic strategic technique.
Schultz (1975) suggests that the education can simply enhances the ability of a successful
deal in updating the conditions in economics. Such type of ability including is disequilibrium,
information analysis and reallocating of various resources (Yanna, 2019).
Some models have been also included such as
The casual model of HRM which is a standard type states that it begins with the casual
chain that starts with the strategy of HR and it ends with the financial performance through the
HR strategy. HR can be effective if the strategy of this model is aligned or reflected as a best
theory in an organisation. HR strategy is thus derived from the overall strategy.
2.3 Human resources theory relates to practice in a specific organisational
Human resource theory is known to be a general term of strategies, objectives and
various strategies which are used by the managers and owners of the organisation to administer
various policies and procedures which are related to the employees. Cost effectiveness,
leveraging potential, matching needs and maintaining of the good relations are the objectives. In
relation with Mark Hammerton Group Ltd they use such theories which have been more efficient
and have effective job performance and have increased worker motivation and commitment. The
most efficient theory adopted by Mark Hammerton Group Ltd is by Hanri Fayol argued that
worker’s functions are more efficient when management is more efficient.
2.4 The theory of human resource relates to the practice in a specific organisation. Comparison
of the same
In relation with Mark Hammerton Group Ltd they uses such theories which have been more
efficient and have effective job performance and have increased worker motivation and
commitment. The most efficient theory adopted by Mark Hammerton Group Ltd is by Hanri
Fayol argued that workers functions are more efficient when management is more efficient. In
comparison to this, on the beach organisation uses motivation theory for their employees so that
things will go systematically (Dai, 2018).

TASK 3
3.1 Analysed various management models support HR strategy with the help of examples.
There are ample numbers of HR strategy which effectively established in organisation in
order to improve performance of company. Changes are the HR strategy so it impact on
productivity and profitability of company. HR mangers plays effective role in order to evaluate
various HR strategy on that basis management models accordingly strategy based on the
business model or industry size and age. In context of Mark Hammerton Group Ltd, they are
ample number of employees working so they adhere to follow such rules in order to gaining
competitive advantages. Organisation changes management model so they are follow Lewin's
model or strategies which are discuss below (Acquaah, 2016).
Unfreeze-: It is first HR strategy which organisation effectively utilized in order to
organisation prepare for some alteration which are essential in order to modify current status
before developing of new methods of operates business functions. In addition to this, Mark
Hammerton Group Ltd includes employees of organisation improve their work performance in
order to willingness and readiness of individual to accepting changes for current situations.
Change-: It is strategies which refer to changes are made which effectively regulated in
organisation so new methods are accepting in order to completing work in better manner. In
relevance of company, they are proper arrangement when employees easily accepting the
changes and proper planning, motivating, encourage and involvement of individuals because
they easily get better interaction and then change at workplace.
Refreeze-: These are the third stage HR strategy which refers to taken shape and persons
have embracing regarding for the new working styles so that time organisation thinks to refreeze.
In references of Mark Hammerton Group Ltd, they used effectively in order to accepts new
methods which are change, strengthen alteration, new behaviour of working, staff member
rewarded as well as changes in working (Bowen, 2016).
McKinsey 7-S Model
It is an effective tool or techniques which organisation used in effective manner in order
to determining the organisation goal and objective of company. In relevance of Mark
Hammerton Group Ltd, it includes analysed organisation structure because there are
seven components which are mentioned below.

Strategy-: These are the first component of these model in order to organisation
developing strategies regarding to gaining competitive advantages.
Structure-: This element refers to when organisation segmentation as well as follow
proper structure because the smooth flow of operations (Bryson, 2017).
System-: Organisation set rule, regulation and proper system so employees adhered to
follow such system so activities or task to be formed.
Shared values-: These include core values of company on that basis employees
accomplished work.
Style-: They formulated leadership style and effectively accepting changes.
Skills-: In context of organisation, their employees are able and capable to follow such
pattern to effectively perform activities.
Staff-: They are ample numbers of staffs and employees perform work and activities.
The change management system is one of the processes which is responsible for managing
all the additional changes to the production operation environment. Improving of the quality of
changes and handling them in day-to-day operations is an effective and important process.
Kotter’s 8 step model: The management theory is divided in eight stage where each one
of them focuses on some key principles which has been associated with the response of people to
change. Increases urgency, building of a team, a correct vision, proper communication, moving
of the things, focusing on the short term goals, no reason of giving up and incorporate change are
all included in the Kotter’s 8 step model for major effectiveness and sustainability change
management process.
Nudge theory: It refers to such type of policy in which there is an encouragement to
people in making a broad decision and develops self-interest. Nudge theory helps the
organisation in making of effective and certain decisions. The concept is relatively a subtle
policy.
Psychological contract: These are the set of promises and expectations which helps the
organisation in terms of exchanges between the parties in relationship of an employment. The
psychological contract parties include managers, employees, individuals and colleagues. They
are invisible, unspoken and partially vocalised. In relation with the psychological contract are
unwritten set of expectations between employee and employer. The informal arrangements,

values and beliefs, common ground and several perceptions are all included in the psychological
contract.
3.2 Evaluation of various theories in order to how they support to HR strategies.
After understanding about all this theories and model which are effectively support to HR
strategies in order to various theories such as Lewis's and McKinsey 7-S Model in relevance of
Mark Hammerton Group Ltd. These theories help to increasing productivity and improve
performance of organisation. It includes they provides good working environment to employees
so they perform in effective manner in order to easily accomplishing goal and objective of
company. With the help of these theories and models support to management which beings to
increasing profitability of company. They are also helps to builds strong relationship with
employees so changes in interpersonal, climate and culture of organisation (Chadwick, 2017).
3.3 Critically evaluation engagement strategies, models and concept which implemented
together so provides advantages and disadvantages with the references of organisation.
The above concept is related to various HR strategies in order to implemented effectively
they support management models and perform business functions in effective manner. It
includes various theories such Lewis theory they are different element such as advantages in
order to developing preparation that modification is necessary then easily achieving desire level.
Apart of these they negative impact like change factor because they are not easily to modify
because so many uncertainties transaction. McKinsey 7-S Model it also gives positive impact
in organisation which easily and effectively alteration current structure and process.
Negative impact on employee’s performance because they have too much time is
accepting changes.
TASK4
4.1 Describe various HR methods which are effectively applied in organisational situation.
Organisation used various tools and techniques to developing effectively HR
strategy in order to accomplishing achieving organisational objectives. There are ample
number of department which are established in organisation and they main purpose to
contributes success of organisation. All the department worked together and developing
team spirit in organisation. In reference of organisation, HR departments handle so many
function such as recruitment of new employees performance appraisal, conducting training

and developments etc. There are ample numbers of methods which are organisation
utilised effectively which are discuss below (Chandrakumara, 2016).
Metrics-: These are the method which organisation effectively adapting because it
helps to easily measures the effectiveness of the results which related to HR functions. In
relevance of , these method is used by HR manger to assess the reliability of their hiring
process. It is duty and responsibility of HR to evaluates whole process in order to
selection of candidates and appointing in organisations. It also solve the concern of
employees in order to take corrective measures which helps to attain beast results.
Analysis-: These is the second method which said that evaluates the cost and
observed in order to incurred as hiring cost so applied these method to save the money and
recruiting of those candidates which desired for particular job position. In relevance of
company, they recruiting candidates because it leads to improve business functions and
activities and qualified employees easily attain targets.
Impact-: This method is used by HR manger in order to assist the impact which HR
strategies are implemented so monitoring and controlling results which come out. For
example of tour and travel company, these strategies applied effectively because they
main aim to increasing online sales of organisation (Dai, 2018).
4.2 Explain various methods which increasing effectiveness of HR department in order to
sustainable growth and performance.
The main role of HR department in the organisation to motivated and encouraged
the employees towards the work so they easily achieving organisation objectives and goals
of company. In relevance of Mark Hammerton Group Ltd, HR mangers developing
effective policy in border to developing team spirit, proper flow of communication and
better coordination. There are various tools and methods which are organisation used in
order to contribute success and growth of organisation which are follows.
Development of existing skills-: HR department designing various programme for
employees such as training programme, seminars and conferencing so it is good for
organisation as well as employees because such methods help to achieving career goals
and objectives. It build good environment so solve the individual problem of all
employees and developing their personality. In relevance of organisation, these methods

main aim is to attain the trust of employees towards organisation and it loyal towards their
work (Ghobakhloo, 2018).
High involvement-: HR manger motivates employees towards the organisation so
they build strong relationship among their co-workers. Each individual have specific
needs and requirement so their mangers divided work and also get extra pay according to
the work so employees work should be completed with full of dedication and handwork so
they easily achieving targets. On the basis of performance HR manger established reward
system such as incentive or monetary term so which leads to greater involvement in
activities. In context of Mark Hammerton Group Ltd., their mangers used as motivation
factor which organisation gaining competitive advantages and attaining profitability of
company.
HR 10C checklist-: This is the frame work which utilising by HR department in
order to hiring and recruiting candidates so it includes various factors which are discussed
below.
Comprehensiveness-: This is strategy of HRM which utilising in order to managing
workforce or or recruiting candidates.
Credibility-: The HR used this method in order to motivating and encouraging
employees towards their work performance and effectively achieving organisation goal
and objectives of company.
Communication-: It is tool and techniques which organisation adapting effectively
in order to smoothly flow of information from one department to another and improving
effectiveness of organisation.
Cost-effectiveness-: This is strategy which are utilising by HR in order to
providing reward and promotion on the basis of their performance.
Creativity-: This is another method which HR used in order to enhancing
employees creativity so easily achieving competitive advantages and enhancing
profitability of company.
Coherence-: It including HR conducting various activities ion order to getting
benefits for employees as well as organisation.
Competence-: HRM used this strategy which result as increasing competency
between the employees so helps to achieving organisation goal and objective of company.