HRM Strategic Context: Analysis of Morrisons' Business Challenges

This report delves into the strategic context of Human Resource Management (HRM) within Morrisons, a major retailer in the United Kingdom. It explores various HRM theories and practices, including information sharing, decision-making, and incentive programs, and examines relevant theories such as the resource-based theory, organizational life cycle theory, and strategic contingency theory. The report also addresses contemporary issues like globalization, economic and legal environments, technological development, and working conditions. Internal and external contexts are analyzed using SWOT and PESTLE analyses, respectively, identifying strengths, weaknesses, opportunities, threats, and political, economic, social, technological, environmental, and legal factors. The report concludes by offering solutions to business problems through STEEPLE analysis, focusing on socio-cultural and socio-economic factors, and stakeholder interests.

The Strategic Context of
Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
HRM THEORIES AND PRACTICES............................................................................................3
HRM theories...............................................................................................................................4
CONTEMPORARY ISSUES AND KEY THEORIES RELATING TO HRM.............................4
HRM APPROACHES.....................................................................................................................5
INTERNAL AND EXTERNAL CONTEXT OF AN ORGANISATION......................................6
Internal context............................................................................................................................6
External Context..........................................................................................................................6
SOLUTIONS FOR BUSINESSPROBLEMS.................................................................................7
STEEPLE Analysis......................................................................................................................7
Socio-cultural and socio-economic factors..................................................................................8
Stakeholder interest and recommendations.................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Human resources management in the organisation is regarded to be one of the crucial
components for the companies that we deal with every management criterion. In the organisation
there are a set of activities that will have to be practiced and also initiated. Human resources
management in this regard will bring about all the formulations that are a part of accessing
information and also managing employees (Bailey and et.al, 2018). This entire report will deal
with the human resources management as well as the implications that are falling in regard to its.
There is a strategic context that is oriented with human resources management and the
demonstration of various theoretical perspective or also explain in this report. The organisation
that is chosen in this regard is Morrisons. Morrisons is one of the largest retailers operating in
United Kingdom. It is known to be one of the well-structured retailing sectors and the human
resources management in this particular organisation is being explained in this report.
HRM THEORIES AND PRACTICES
Human resources management in an organisation is one of the potential components that is
composed of a set of policies as well as the practices which are necessary in order to deal with
the employees and different attitude that are pertaining in the organisation. Morrisons in this
regard is said to be one of the prominent companies that would the deal with its employees in a
more appropriate way. The human resources management practices are derived to be divided into
the following types:
Information sharing: information sharing is nothing but the right set of data that is in regard to
organisational activities that is equally shared between the employees. This is necessary because
it is important for employees to understand the pertaining issue such that they can work for the
organisational upliftment (Boon and et.al, 2018).
Decision making: decision making is also regarded to be one of the prominent criteria and also a
powerful tool in order to deal with the right set of data that will have to be decided over. This
decision-making criteria will bring about the entities that will help the organisation to stand in
the competitive atmosphere.
Incentives and rewards: and the employees in the organisation are performing to the best of
their ability and arriving their potential with respect to the strategies that are incorporated than
the sword making criteria is also one of the important factor that human resource management

will have to constitute. This will be given to people who are working hard in order to increase
their enthusiasm to the level up to which they can improve their performance.
Recruitment and selection: selection are regarded to be one of the important aspects where the
set of skilled workforce will be taken into the organisation. Once the recruitment is completed on
a successful term then whether training and development programs are designed by the human
resources management in order to deal with the framework of the company.
HRM theories
There are certain theories that are falling in regard to human resources management full-stop
these theories are more focus towards bringing about facilities as well as development that is to
be incorporated in the organisation to increase productivity. Few of the different human resource
management theories are as follows:
Resource based theory: this particular theory well deal with the organisation success where the
organisation Morrison will bring about a distinctive approach in order to deal with its
competence. This is also necessary in order to evaluate the competitive advantage which is one
of the probable entity in the world full of opportunities.
Organisation life cycle theory: this particular theory of human resources management will
bring in the set of functionalities like a formation growth maturity decline and death. The human
resources management in Morrisons in this regard will deal with the different stages of the
organisation by implementing it standard.
Strategic contingency theory: this particular theory is entirely focused upon deriving the
problems and solving them. The company Morrison in this regard will emphasize over every
personality trait that would help the problems to be solved (Delery and Roumpi, 2017).
CONTEMPORARY ISSUES AND KEY THEORIES RELATING TO HRM
Contemporary issues are said to be one of the common as excited for turning in the world full of
challenges. These issues at mostly tell by the human resource management in a more frequent
way that would help the organization to stand in the midst of challenges. Few of these issues are
as follows:
Globalisation: globalisation is said to be one of the prominent component that will bring about
the biggest challenge. There are a set of people that are migrating towards the betterment of their
organisational upliftment where the organisations are mostly expanding into other countries. This
has the brought about various opportunities as well as seizing them. Morrisons in this regard is

developing its own strategy in order to follow the pace of globalisation such that it would
incorporate the better challenges that would be necessary to combat with the real world.
Economic and legal environment: the potential up to which the organisation can deal with its
finances as well as the economy is said to be one of the important challenges that is being
attracted by the company’s so far. This is said to be one of the crucial components where there
are a set of challenges that are falling in regard to the organisational entity and also the legal
environment. The employment law as well as the economic policies are standing at the niche of
every organisational upliftment that is implementing new strategic orientations.
Technological development: the rapid pace of technology is also bringing about the certain
conditions that is making it necessary for the skilled workforce to excel in every industry. In this
regard Morrison is moving ahead in terms of training its employees with respect to technological
implementations such that it can stand in the midst of competition.
Working conditions: the organisational working conditions are also the feasible measures which
stand as a contemporary issue in regard to organisation. These working conditions are set to be
derived in a prospect that will help employees to not get stressed hand work till the brim of their
working hours (Collings and et.al, 2018).
Compensation and work: the right compensation is necessary to be implemented because it is
not until when the compensation is probably enhanced to that it will bring about opportunities for
the employees to work for. Morrison in this regard will deal with the right side of formulations
that will help its employees to stay equipped with the organisational work and its challenges.
Their compensation is derived by the ability that they work and deal with several issues of the
company.
HRM APPROACHES
Strategic approach: human resource management of the organisation usually deal with strategic
components of the company. This is usually the one that would arrive core competence is which
will help the organisation in order to stand in the midst of competition. The right amount of
competitive advantage is also gratified with respect to a strategic business approach while
dealing with the retailing factor.
Management approach: the management approach in the organisation will deal with the
workplace as well as its managing criteria. There are a set of responsibilities in the organisation

and Morrison in this regard will deal with its employees as well as the subordinates which will
have to be managed accordingly.
Human resource approach: the human resources approach in this regard will deal with the
intellectual abilities of the employees and bring in their potential to derive standard. Morrisons in
this company will help people maintaining respect and dignity towards the work that they are
incorporating.
INTERNAL AND EXTERNAL CONTEXT OF AN ORGANISATION
Internal context
In this regard the tool that is used to bring about internal factors is swot analysis. Swot analysis
stands for strengths weaknesses opportunities and threats that are in regard to the company.
Strengths: the strength of the company Morrisons is its efficient supply chain. This supply chain
is such that it is one of the biggest one in the chain of supermarket that are operating in United
Kingdom (Michael, 2019). It also has over 500 stores in United Kingdom that has brought about
a prominent business criterion.
Weaknesses: the weakness that is in regard to the organisation is that it has the limited
geographical reach when compared to the other companies. This is being thing the farmer rights
since few particular years that is affecting brand image.
Opportunities: it has a growth opportunity in the market with respect to its organic products.
The international expansion of Morrisons is also boosted by different business segments that are
created by the company. Private labels are on biggest demand that would help your organisation
to reach the perks of being the best.
Threats: increasing competition is one of the biggest threats and those of the different taxes that
are being charged by government policy is will stand as one of the biggest threat for the
organisation.
External Context
Too that is used to derive the external context of the organisation is PESTLE analysis.
Political factors: the political factors that are being held by Morrisons is change in government
policies as well as the legal framework. This is also one of the prominent criteria that will fall in
regard to intellectual property protection which is one of the political threat that the organisation
will have to inhibit and human resources management will have to endure.

Economic factors: resource management in the organisation Morrisons will have to deal with
the economic system and its operation with respect to different market change. The exchange
rate as well as the stability of host country currency is also one of the prominent issue that the
company Morrisons is dealing with.
Social factors: the demographics as well as the skill level of different population is one of the
social factors that is contributing to the best of its ability with respect to the company. Education
level is important in context with Morrison because the different entrepreneurial spirit can only
move ahead in attaining the community’s support.
Technological factors: the technological factors that are derived by the company Morrison is a
good case of illustrative point (Macke and Genari, 2019). It is the transforming at a rapid rate
and is also bringing about a chance to establish various changes with respect to retailing sector. It
is also greatest impact over the value chain of customer service.
Environmental factor: environmental factors that are being dealt by the organisation usually
include protecting the laws that are in regard to contributing for the environment pollution. It is
not involved into waste development and no carbon emissions are also encouraged with respect
to its manufacturing unit.
Legal factors: every legal factor that is the in regard to discrimination law as well as consumer
protection and e-commerce law is being followed by the Morrisons company which has an
effective institution towards a full analysis of market.
SOLUTIONS FOR BUSINESSPROBLEMS
STEEPLE Analysis
The steeple analysis consists of 7 factors:
Social factors: the different cultural changes that are being dealt by the organisation Morrison
which comes under social segment. For this the marketing strategy will have to be developed by
the company in order to bring in new ideas.
Technological factors: as a part of the solution in the technological factors the organisation will
have to bring in the new methods of technology as well as the dashboards that to be included in
the company.
Economic factors: the economic situation of the company will have to be understood and the
level of unemployment and international trade will have to be done to. This will also help the
organisation in order to derive its capital investment by empowering its purchasing power.

Environmental factors: environmental factors are the ones that are included in cleanliness and
processing of waste management. This has got a negative impact on the organisation and
therefore the pollution control is being developed by the company full stops energy efficient
technologies are also included in this regard (Cascio, 2021).
Political factors: different interventions of government authorities are one of the biggest
political problem that is being dealt by the company Morrisons. The taxation policies are also to
be researched by the organisation in this regard.
Legal factors: the legal complications that are being done by the company and that would
impact it in a positive and negative effect and its functionality will have to be derived.
Ethical factors: the element of ethics will have to be brought forth by the organisation to deal
with different cultures and people in the community.
Socio-cultural and socio-economic factors
Socio cultural factors
Expectations from society: this factor will derive the different Expectations that are being
endured by people for the community towards organisational entity. This is also one of the
capturing the context where the organisational profit is also being derived.
Status of jobs: job is one of the biggest orientations that is being derived by social cultural
factors. In the viewpoint of organisation, it is always a mandatory in order to deal with the
number recruitment start it will have to deal with.
Workforce mobility: the process of to which the workforce is being dealt in the organisation and
the convenience that the organisation is incorporating with respect to its standards is one of the
important social cultural factors. In the figure different physiological processes are also dealt by
the company Morrisons.
Socio-economic factors
Globalisation: globalisation is one of the important factor that is contributing towards affecting
human resource management in terms of economic factors. This is being dealt by the
organisation at a rapid pace with a strategic orientation (Kim and et.al, 2019).
Monetary policies: Morrisons is moving ahead with a controlled monetary policy that would
bring down the right set of challenges that are in regard to organisation.
Talent management: talent management is necessary in order to move ahead with the training
processes that are in regard to the company. This is necessary in order to orient with a functional

training criterion that will engage with employees in the organisation. The key focus of
Morrisons is to inculcate the skills that are necessary to develop the organisational entities.
Stakeholder interest and recommendations
Stakeholder interest: the interest of stakeholders in order to deal with the business is also one of
the prominent criteria that the organisation usually deals with the full stop their interest towards
business goals will initiate the shareholder criteria of the company where they will stand as
partial owners. this will also be one of the financial benefit for the organisation and the company
can prosper with the right amount of results. the stakeholder management as well as the
enhancement towards their interest and policies will bring about the right set of mapping towards
primary initiatives in the organisation like that of training mentoring and also support that is in
regard to information. this can be gratified with respect to analysing stakeholder grid.
Recommendations
Aligning business strategies: the organisation will have to develop its potential in order to bring
about and aligning factor in dealing with external and internal factors. This element is necessary
in order to cope up with the changes as well as challenges at a pertaining in the competitive
atmosphere.
Talent strategies: the company will have to initiate excellent strategies such that people can get
to understand few aspects with respect to organisational performance (Nejati and et.al, 2017).
This can also be the ones that are acting as a key performance and essential management
strategies.
CONCLUSION
The entire report controls upon highlighting the aspects of human resources management. The
demonstration and knowledge of a particular understanding regarding the theoretical
perspectives of human resource management evaluation is brought about in this report. The
analytical review of models as well as the contrast and comparison is demonstrated in this report.
The socio-cultural as well as the steeple analysis are explained in this report. There are also
certain economic regulation that are brought about by appropriate and analytical tools that will
demonstrate and awareness towards the contextual factors that are following is a part of human
resource management strategies. These are explained in this week what.

REFERENCES
Books and journals
Bailey and et.al, 2018. Strategic human resource management. Oxford University Press.
Boon and et.al, 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1). pp.34-67.
Cascio, 2021. Managing human resources. McGraw-Hill US Higher Ed USE.
Collings and et.al, 2018. Human resource management: A critical approach (pp. 1-23).
Routledge.
Delery and Roumpi, 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Kim and et.al, 2019. The effect of green human resource management on hotel employees’ eco-
friendly behavior and environmental performance. International Journal of Hospitality
Management. 76. pp.83-93.
Macke and Genari, 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
Michael, 2019. A handbook of human resource management practice.
Nejati and et.al, 2017. Envisioning the invisible: Understanding the synergy between green
human resource management and green supply chain management in manufacturing firms
in Iran in light of the moderating effect of employees' resistance to change. Journal of
cleaner production. 168. pp.163-172.
Noe and et.al, 2017. Human resource management: Gaining a competitive advantage. New York,
NY: McGraw-Hill Education.
Online
Human Resources Management: [Online]. Available through: < What is Human Resource
Management (HRM)? - Definition from WhatIs.com (techtarget.com) >
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