Strategic HRM: Trends, Factors, Theories, and Change at Morrisons

This report provides a comprehensive analysis of strategic human resource management (SHRM) at Morrisons, a major UK supermarket chain. It begins with an introduction to SHRM and its importance, followed by an examination of current trends and developments in the field, such as global recruitment, training and professional development, and cross-border legal compliance. The report then delves into the external and internal factors that influence HR strategies and practices, including government regulations, technological advancements, organizational culture, and structure. It explores key theories and concepts related to SHRM's growth, including key fit theory, performance appraisal, and performance management. The report further investigates appropriate change management models, such as Lewin's and Kotter's models, to support HR strategies. Finally, it discusses ways to monitor and measure HR outcomes and suggests HR development techniques, concluding with a summary of the findings. The report aims to provide insights into how Morrisons manages its human resources strategically to achieve its business objectives and maintain a competitive advantage.

Strategic Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1. Key current trends and developments...................................................................................4
P2. External and internal factors which influences HR strategy and practice............................5
M1. Influences of external as well as contextual developments along with impacts on HR
strategy of organization...............................................................................................................6
TASK 2............................................................................................................................................6
P3. Theories and concepts relating to the growth and development of strategic HRM..............6
M2. Relation of human resource theory towards organizational practices.................................7
TASK 3............................................................................................................................................8
P4. Appropriate change management models support HR strategy............................................8
M3. Valid justification for applying change management models as well as their effectiveness
to support HR strategy..............................................................................................................10
TASK 4..........................................................................................................................................10
P5. Ways to monitor and measure HR outcomes......................................................................10
M4. Suggestions for HR development techniques....................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Strategic human resource management refers to the HR which is coordinated and
consistent with the whole business goals and objectives for improving performance of business.
SHRM focus on the significance of HR and manpower within the organisation for develop
organisational culture which helps to foster innovation, flexibility and gain competitive
advantage. This assignment based on the Morrisons which is the fourth largest chain of
supermarket in the UK headquarter is in West Yorkshire, England. This assignment covers the
current trends and development and role of both external and internal factors which influence
organisational HR strategies. It also includes relevant theories and practices related to growth
and development of SHRM and change management models to support the same. Further it

elaborates way to monitor and evaluate HR outcomes by discussing effective HR and
management for gaining sustainability by achieving organisational objectives.
TASK 1
P1. Key current trends and developments.
For an organization to remain always competitive in order to it is very much obligatory
to look forward to reap opportunities to position themselves in international marketplace. There
are some kinds of trends and development which prevails into the market which proved very
much effective to meet with organizational HR strategies. Here are the some trends and
developments which directly influence HR strategies of Morrisons:
Global recruitment:
It is evaluated by the organization that best match for the specified job role may not be
necessary found in the local living (Bailey and et.al ., 2018). To pick out one of best and
competitive staff members organizations push towards global recruitment after replacing the
transitional method. In context of Morrisons they Hire both local and global employees as per
their need of specific skills and capabilities in an candidate. Due to the global recruitment
organization needs to consider the diverse range of practical experiments to hire, sustain and
retain to support workforce to meet HR strategies.
Training and professional development:
One of the emerging trends in the SHRM is diversity training and cross cultural
developments in professions. In respective area of development includes all kinds of learning
opportunities and educational packages which offered by the organization to their employees that
are sponsoring formal opportunities, networking attends and many more. In context of Morrisons
with the objective of career enhancement of employees kinds of training and development
programs such as on the job training seminars and events. As per the training and professional
learning opportunities organization have to predict or evaluate weak areas to bring
improvements by match with international standards to reap important outcomes.
Cross border legal compliance:
Due to the globalization organization and their HR department brought attention towards
the cross border legal compliance (Brewster, 2017.). In that regards HR have to evaluate taxes,
customs and border security concerns to reap out important outcomes to remain always

competitive in the marketplace. In context of Morrisons they while deal at international level,
their HR strategies go with the legal compliance to match with standards set by organization. In
order to it is very much necessary to match HR strategies with international legal compliance.
P2. External and internal factors which influences HR strategy and practice.
In an organization both internal and external factors affect on their day to day activities
and operations. With the help of well developed strategy for human resource department takes
some important factors into consideration that are as follows:
Government regulations:
In the global competitive world introduction of new compliance at the workplace, in
respect HR department have to constantly come under pressure to stay align with the laws and
regulations. Rules and regulations affect each and every aspect of HR department such as hiring,
training and development, compensation and many more (Brewster, Mayrhofer and Morley,
eds., 2016.). In context of Morrisons and their HR department build strategies and tactics to cope
up with kinds of legal compliance to remain always competitive in the marketplace.
Technological advancement:
Respect factors come under the external influence the reason behind it that when new
tools and technologies come under existence, the Main role of HR department is to find out way
to downsize and save money to gain revenue out of it. As the work takes two to four people
could be cut down into a single person which directly saves cost and time. In context of
Morrisons they framed a extensive training and development programs for their employees so
that they can understand working of machinery and contributes one of their best efforts.
Internal factors:
there are some kinds of internal factors which affect organizational strategies and tactics
that are as follows:
Organizational culture:
Organizational culture is the sub total of shared values, beliefs and habits that Known as
corporate culture (Cascio, 2015. ). It is very much obligatory for an organization to adjust in
positive manner the culture by understanding type of it prevails within to formulate HR policies
and strategies. In context of Morrisons by creating the healthy culture by delivering right kind of
opportunities to employees by sharing roles and responsibilities to them so that they can
contribute one of their best efforts.

Organizational structure:
Majorly organization follows two kinds of structure that are tall and fat, lobar oriented
organizations follows tall or pyramid structure which is most suitable for them. Flat
organizational structure determined decentralization of authority and power. In that respect major
role of HR is to select one of best organizational structure as per no. of employees operated in
their own business.
All both internal and external factors affect or influence HR strategies and practices as
they have to modify them to remain always competitive in the market in positive manner.
M1. Influences of external as well as contextual developments along with impacts on HR
strategy of organization.
In an organization contextual development includes the diversity within the workplace
and major improvements which directly affects on the HR strategies and tactics to gain
competitive advantages (Collings, Wood and Szamosi, 2018. ). In context of Morrisons they
carry out potential changes in their norms and values as per modifications in government
regulations and technological advancement. On other hand in internal factors of organization
consist of culture and structure which directly influence on their working. In order to the major
role of HR is to understand the culture and organizational structure accordingly build strategies
which is one of best to share roles and responsibilities within the organization.
TASK 2
P3. Theories and concepts relating to the growth and development of strategic HRM.
For an organization it is very much necessary to align with strategic HRM to ensure
culture, style and structure within organization and the quality, contribution and motivation for
achievement of business goals and objectives. There are various kinds of theories and practices
for the growth and development of SHRM that are as follows:
Key fit theory:
Key fit theory is very important concept to reap important kinds of outputs within the
organization by availing assets in proper manner (DeCenzo, Robbins and Verhulst, 2016). It
helps to choose one of best route to improve results that provides growth and development to the
organization. In context of Morrisons assets plays very major role in individual as well as

organizational development and enhancement by providing infrastructure to contribute one of
their best efforts.
540 Performance appraisal:
540 degree feedback is kind of employee performance appraisal tool which not only
includes the superiors, peers and subordinates but also vendors. In it an individual receives
feedback from kinds of stakeholders during fulfilling job role and associated responsibilities. In
context of Morrisons for evaluating performance of an individual use respective tool in which all
stakeholders give their reviews regarding their working, responsibilities and major areas of
improvement to gain optimum outcomes.
Performance management:
Performance management is another major attribute which helps in growth and
development of SHRM (Delery and Roumpi, 2017.). It is wider in nature use to conduct various
kinds of operations in performance management to gain optimum kinds of results. By using
respective tool organization evaluate performance of employees to pay compensation
accordingly. In context of Morrisons they access performance of personnel in various basis such
as scores, customer satisfaction and time duration to accomplish the work and responsibilities.
With the help of above stated models or tools organization effectively plan and
coordinate within the firm to attain organizational goals and objectives in positive manner.
M2. Relation of human resource theory towards organizational practices.
There are various kinds of human resource theories which proved beneficial for an
organization to manage and coordinate each and every aspect within the organization ( Knies
and et.al ., 2015. ). In respect 540 performance appraisal system which helps to evaluate the
performance of employees on various grounds to pay fair compensation and rewards to them. In
context of Morrisons by using the key fit theory they best utilize materials and resources to gain
optimum kinds of output. All these practices proved beneficial for organization to boost their
morale and level of motivation in giving one of their best efforts in positive manner.

TASK 3
P4. Appropriate change management models support HR strategy.
Changes are very much important for an organisation so with the help of various models
and tools organisation can manage changes in positive manner that are as follows:
Lewin's change management model
This is the model that is developed through Kurt Lewin in year 1950. Lewin's change
management model have three key stages which are discussed below: Unfreeze stage: This stages involves preparation for change. In simple terms, initially
prepare itself for any changes. In respect of Morrisons, its manager formulate strategies
in order to break the resisting changes status quo. It describes personnel in effective way
regarding the changes needs with its advantages. In this, they are looking in depth
towards bases of modification as well as re-evaluate the situations. Change stage: In this the real modification are done. This consumes time for doing
execution of modification as this comes with uncertainty of unfreeze (Marler and Parry,
2016). Management of Morrisons invest more time into this particular phase as this
wants more time to adapt modification, new occurrences together with improvements.
Effective leadership with reassurance plays crucial; function for encouraging employees
to involve them into changing procedures. Respective organisation managers
appropriately deals with the uncertain circumstances with identifying distinct alternatives
of work.
 Refreeze stage: When members accepts and execute modification thereafter further needs
are to become stable gain for performing the operations to accomplish goals (Morschett,
Schramm-Klein and Zentes, 2015). This is essential of the Morrisons management to
adapt this particular phase as this aids them to shape critical circumstances for becoming
stable. With employees engagement, modification are executed as well as staff become
confidence to perform new changes.
Kotter Change Model:
It is considered as the model for change which was established in year 1995 through John
Kotler. This involves eight phase that explain changes together with execution to achieve
effective outcomes. All phases focused towards individuals response for modification which are
discussed below:

 Enhancing urgency: In this, Morrison's manger develop a sense of necessity among
employees for influencing its work to leads towards attainment of goals. The velocity of
changes is associated with making human resource strategies. Developing team: This particular phase is associated with developing distinct groups and
place effective members in group through examining essential alignments as well as
choosing combinations of skills and commitment. The manager of respective
organization communicates modification together with its significance for enterprises. Creating vision: In this phase, effective visions are developed through management of
Morrison's by undertaking strategies with emotional relation of staff with goals. Communication: Whole essential information with statistics are communicated with
employees. The higher authorities of firm communicates business vision with workers to
work on recommendation. Obviating obstacles: For empowering actions, staff are supported with obviating the road
blocks and considering feedback effectively (Moutinho and Vargas-Sanchez, 2018. ). In
the way the modification, whole obstacles are obviate through Morrison's manager in
order to deals with complexities for operating the enterprises efficaciously. Short term wins: For attaining success, short term objectives are developed as well as
eventual goals are categorized in smaller units. The manager of Morrison focused
towards short term goals which aids them to achieve success without putting pressure
upon staff. Never give up: The key for attaining success is persistence which assists into never give
up during changing procedures. Manager of Morrison's encourages staff to never give up
even under critical situations or things.
 Incorporate changes: This is considered as the last stage of this particular model explain
that instead of managing modification, this is essential for Morrison's management for
reinforcing changes with developing regular efforts in order to maximize the levels of
staff performance and profitability margins.

M3. Valid justification for applying change management models as well as their effectiveness to
support HR strategy.
Change is very much important for an organization as it helps to remain competitive in
marketplace, but sometime employees not ready to accept changes which create hurdles in attain
desirable outcomes (Noe And et.al ., 2017. ). Lewin's and Kotter change model provides
guidance to management and employees regarding significance of change for both organization
as well as individual to reap potential outcomes. During the changes Morrisons provides training
and development to their employees by bring changes in strategies for attaining desirable
objectives. When changes occurs in the exterior business environment by using change models
organization can easily implement internally too.
TASK 4
P5. Ways to monitor and measure HR outcomes.
For an organization it is very much necessary to implement HR practices to gain
sustainability in the organization (Stewart and Brown, 2019.). After implementing such
practices it is potential to monitor or evaluate outcomes so that any kind of deficiencies should
be eliminated. There are various ways to tools to monitor or evaluate the HR outcomes that are
as follows:
Resource based view:
Resource based view is very much beneficial for a firm to solve various kinds of critical
issues or concerns. It enables in evaluation of kinds of strategic alternatives and resources that
assist in critical solution. The critical issue which faced by Morrisons that in their organization
cultural diversity occurs and people not accept it in positive manner. In order to by using
respective tool organization provide proper education to employees regarding way to share
information to others, collaborations in between teams and many more. By providing online
classes and relevant lectures is one of major factor to lessen down negative effect of respective
issue.
Best fit approach:
This is another tool to evaluate or monitor outcomes by setting standards in order to
overcome from any kind of deficiency in performing well (Taylor, Doherty and McGraw,
2015)). In context of Morrisons they evaluate or track the functions performed by personnel at
workplace. In order to they faces some kinds of issues or concerns which hinders their self

interest in giving one of their best efforts. By using respective model or approach organization
can be able to build performance reports to determine the root cause of issue and various
strategies and tactics to solve it in proper manner. In context of Morrisons they set standards to
evaluate the gaps in performing well.
P6. Effectiveness of HR management and development.
Some approaches are considered through human resource management together with
team development which will aids in accomplishing sustainable performance for growth to meet
business goals. So, the effectiveness of HR development as well as management are explained
through some approaches which are discussed below:
10 -Checklist of HRM Model:
This is considered as model that incorporates communication, commitment, changes,
creativity and others. Whole these aspects are helpful in handling personnel and creating them to
attain objectives (Noe And et.al ., 2017. ). This model is advantageous for Morrison's HRM in
developing strategies and advocating approaches which is adjusted with particular system of
belief. Such as 10 -Checklist of HRM Model will aids them to coordinate with problems through
employing employees and developing locations with effective management as well as process.
Manager develops possible path to examine the gaps related to performance but at few level
lacks in controlling deviation among standards as well as exact results.
Key performance indicators(KPI)
This is utilized to ascertain and evaluate performance in respect of particular activity.
Effective KPI aids Morrison's HRM to know as well as facilitates appropriate way to personnel
towards improvement and accomplishing sustainable performance in order develop position
within competitive marketplace for longer duration. Efficacious execution of approach can
assists management in developing HR morale, achieving firm' goals and enhancing consumer
satisfaction which will drives towards attaining respective organization's objectives. This is
advantageous for company in respect of contribution performed done through HRM in tracing
improvements of human resource, evaluating its outcomes and plan further strategies for
sustaining and meeting business objectives for shorter duration. But at similar time, HR manager
has to devote much of its potential and time in managing workforce as well as accomplishing it
desires.

M4. Suggestions for HR development techniques.
It is observed or evaluated that to develop effective HR development techniques such as
best fit approach in that regards they have to set standards then accordingly set strategies (Taylor,
Doherty and McGraw, 2015). The major issue which face by Morrisons that cultural diversity
and people are not ready to coordinate and manage with one another. In that regards the best way
to build strategy is to evaluate grounds of diversity such as age, sex and level of education many
more. So best way to build strategies is to set standard to perform and then provide training
session to them so that they behave ethically.
CONCLUSION
From the above report it has been concluded that SHRM is very crucial for an
organisation to coordinate each aspect to improve productivity and working conditions by seting
goals and objectives. There are some trends and developments which directly influence or affects
on the HR strategies and tactics in structured manner. In an organisation internal and external
factors such as culture and government regulations that directly influence on strategies and
tactics of human resource. Changes always very important for an organisation so by using
various tactics and strategies organisation can eliminate rigidity in between people to gain
optimum outcomes. After implementing HR strategies organisation have to measure or evaluate
HR outcomes by using Key performance indicators after evaluating set standards.

REFERENCES
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