Strategic Human Resource Management for Sustainable Performance

This report provides an overview of strategic human resource management (HRM), focusing on its application to achieve sustainable performance and growth. It begins with an introduction to strategic HRM and then evaluates the appropriateness of change management models, specifically the Kurt Lewin model, justifying its application within organizations like Marks and Spencer. The report details key HR outcomes that should be monitored, such as labor productivity, and emphasizes the importance of effective HR management and development in supporting sustainable performance. It also offers suggestions for HR development techniques, such as training and development programs, to improve employee skills and knowledge. The conclusion summarizes the key findings and highlights the significance of strategic HRM in achieving organizational objectives, supported by a list of relevant references.

Strategic Human Resource
Management

Table of contents
■ Introduction
■ Evaluation of appropriateness of change management models
■ Valid justifications for application
■ HR outcomes that are to be monitored
■ Effective HR management and development that supports
sustainable performance and growth
■ Suggestions for HR development techniques
■ Conclusion
■ References

Introduction
Strategic human resource management defines as
an approach to a strategic future oriented process
that assist human resources to addresses
organizational challenges and makes straight
support to the firm long term objectives. It is a type
of planned patterned that human resource
management is adopts to attain the business entity
goals and objectives and sustain for a longer time
period within competitive environment.

Evaluation of appropriateness of change
management models
Change management refers to a procedure of
improving current performance, state new
opportunities and address key challenges. This
change management plan involves plan, initiatives
and projects. In case of Marks and Spencer,
change management is executing within business
entity to implement change and transforming
operations, groups to make a success or gain
competitive advantage within marketplace.

Continue..
■ Change; It is another stage after unfreeze. In this step actual implementation of
change is to be done. It includes acceptance of new manner of performing targets.
In this stage people are unfrozen where actual change is implemented.
■ Refreeze: It is the last step of change management model where employees are
excepting change and complete their assigned activities as per that. In this stage
manager of Marks and Spencer make sure that their employees are stick with the
changes for more time period and do not go back to the old ways of performing
task.

Valid justifications for application
From the above report it is to be concluded that Kurt Lewin model is adopted by
Marks and Spencer as they highly support HR strategy in terms of developing
employee’s skills, knowledge along with retain them for a longer time period. This
model is useful because it examines the reason of accepting change and helps
employees to follow correct path for get the results proficiently. The above
discussion analysed that change is essential for an organisation as it enhance
profitability and growth of HR practices and strategies. Further it is evaluated that
using motivating, developing positive relationship and training etc.

HR outcomes that are to be monitored
In companies HR managers provides a lot of efforts in order
to manage human resource in company in terms of efficient
way. And for this managers make proper strategies so that
employees could be able to have higher level of success.
■ Labour productivity report: As productivity of labour is
not only depends on effectiveness of labour but it also
states that various factors are associated with
improvement of human resource. It is evaluated that if
labour productivity falls it is then considered to be a
failure of human resource section.

Effective HR management and development that
supports sustainable performance and growth
Human resource is considered to be an important element of company as they carry
particular operations in an efficient way. Therefore, company is responsible for making
effective use of present resources along with benefits in improving level of productivity
of company.
Responsibility and job duties: As they carry on assign roles in an effective manner so
that company could be able to succeed and grow. profit is essential for having
sustainable development as well as growth of business.

Suggestions for HR development techniques
It has been evaluated that there as various HR development strategies in
terms of technique which could be used by companies in order to have
development and growth. As these strategies will be beneficial for
companies in order to have growth development as well as enhance their
performance.

Conclusion
From above report it could be concluded that strategic human resource Management
is considered to be an essential element of company in an effective manner. this
report carries a brief explanation of evaluation of appropriateness of change
management models by having valid justification for having applications of working.

References
■ Ebabekir, K.M., 2021. the role of Green Human Resources
Management Practices in strengthening the Strategic Positioning An
Analytical Research on Leaders opinion in the Nongovernmental
Hospitals in Erbil. journal of Economics And Administrative
Sciences. 27(126).
■ Ambituuni, A., Azizsafaei, F. and Keegan, A., 2021. HRM operational
models and practices to enable strategic agility in PBOs: Managing
paradoxical tensions. Journal of Business Research. 133. pp.170-182.
■ Yun, N.S. and Lee, S.K., 2021. The Effect of CEO's Strategic
Leadership on Organizational Satisfaction through Communication:
Focusing on the Moderating Effect of Management Trust
Groups. Ilkogretim Online. 20(3).

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