Strategic HRM: Evaluating Models, Performance & Employment

This report delves into strategic human resource management (SHRM), emphasizing the critical role of management and leadership in organizational success. It explores the alignment of business and HR strategies, examining various SHRM models—Contingency, Universalist, and Resource-Based View—and their critiques. The report evaluates HR practices like performance management and reward systems, analyzes actors within employment relations, and discusses the changing nature of these relations. It aims to provide business leaders with insights to shape effective HRM strategies, focusing on theoretical foundations, performance management, and the management of employment relations to achieve sustainable competitive advantages.

Strategic Management
Human Resources

EXECUTIVE SUMMARY
Strategic human resource management is the important term for organisation in which
management and leader are playing important role and perform their functions effectively. In
current period, it is important to have human resource and strategies which can help to formulate
strategies and recruit right person who is able to accept challenges and ready to work. This report
is based on strategies to human resource which can help to attain the competitive sustainable
advantages by following different approaches. This also helps to maintain the good employee
relation by focusing on participation and employee voice. By using all best practices and talent
management organisation become successful to attain the business goals. equested to provide us
additional word count of 2000 words as the guidelines that are mentioned in the recently
provided feedback document were

Table of Contents
EXECUTIVE SUMMARY ............................................................................................................2
INTRODUCTION...........................................................................................................................1
Task 1 ..............................................................................................................................................1
Relationship between business strategy and human resource strategy .......................................1
1.1 Link between business strategy and human resource strategy ..............................................2
1.2 Compare and contrast, the theoretical basis and models of SHRM.......................................3
1.3 Critiques of the contingency approach..................................................................................4
1.4 Critiques of the universalist approach....................................................................................4
1.5 Critiques of Resource Based View........................................................................................5
1.6 Comparison between different SHRM Models: ...................................................................5
1.7 Evaluation of HR practices of performance management and reward .................................6
Task 2 ..............................................................................................................................................6
2.1 Actors within employment relation.......................................................................................6
2.2 Roles of actors within employment relations.........................................................................7
2.3 Changing nature of employees relations ...............................................................................8
Recommendation ........................................................................................................................8
CONCLUSION ...............................................................................................................................9
REFERENCE ................................................................................................................................10

INTRODUCTION
This work should not be based on the Marks & Spencer as a company that has to be analysed,
because you are operating in the HR department to give advice to companies from public or
private sector. Please read carefully the assignment brief:
The aim of this work is to provide business leaders with the knowledge and understanding of
SHRM to shape and structure debate, and facilitate their decision making, when developing an
effective HRM strategy.
It is important, that you share your knowledge and application of the approaches, companies can
use to strategically manage their Human Resources. The specific aim of this work is to promote
understanding of the theoretical basis of SHRM, Performance Management and Reward whilst
managing the Employment Relations
Please rethink all the tasks
Strategic human resource management is defining term that shows the relationship
between human resources and employees in organisations that can help to complete the task and
attain the business goals. The aim of SHRM is to understand the needs of people and provide the
kind of services to employees so they can work reach nearby organisational goals. This can help
to manage and improve the organisational performance by integrating with strategies and
planning which are important and manage the all activities (Armstrong, 2019). This report is
based on Marks & Spencer that is an organisation operating in the domain of crisis management
and disaster risk reduction. This supporting their capability development and innovation
management with the help of strategies and human resources that helps to complete the goals.
This report covers models of human resource management, relationship between business
strategy and core human resource competencies, range of SHRM policies and understanding of
HRM variables that support organisational development and change.
Task 1
Relationship between business strategy and human resource strategy
In the field of management business strategy is considered as rules and regulations in
relation to a business that uses to bring something new and different for the beneficial of
employees and organisation. In changing environment, it can be understood the strategies are the
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planning and regulation which needed to be formulate and helps to operate the business
successfully. The aim of organisation is to understand the needs of people, value and culture of
employees as they belong to other areas and increases the working capacities. This also bring
changes in existing strategies and introduces new one which can help Marks & Spencer to
improve the business performance (Gattiker and Larwood, eds., 2019).
Human resources strategy is considered as planning process that uses to identify current
and future human resource needs for enterprises in achieving goals. The human resources are the
important in organisation as it identify the required of people in organisation and give them
opportunities to manage and operate the business successfully. In other words, it is the
designation for long term plans created to attain the business goals and objectives by formulating
plans and strategies. In Marks & Spencer of Human Resource, strategies are formulated to fill
the employee's demand and completing task in certain period of time which bring improvements
and deliver the high performance. It formulates plans and strategies for the beneficial of
employees and organisation that can help to control all activities and functions by running
planning and maintain the good performance (Marks & Spencer , 2020).
1.1 Link between business strategy and human resource strategy
Business and HR strategy are those strategy which formulated by management by
analysing the business situation and make efforts to improve the performance. It is important to
have good relation between employer and employees so they can accept the challenges and
complete the decided goals. In context to Marks & Spencer , management are defining the
relationship between business strategy and human resource strategy that are as explained:
Improving complementary goals – The business and HR strategy are using by
organisation for analysing their requirements and attain the business goals. In context to Marks
& Spencer , Business strategy is uses to attain the decided goals and HR strategy is uses to
satisfy employees who are working so they feel good and give efforts to manage all activities
(Relationship between business strategy and HR strategy, 2020).
This improves organisational productivity – HR strategy is related to identifying,
hiring, organising, directing and controlling the organisational performance in challenging
environment and maintain the all actions. In human resources department recruitment and
selection process is done by HR manager who have knowledge and skills to analysis people and
their skills that can help to complete the work and improve organisational productivity. In Marks
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& Spencer , maintaining a workforce where staff enjoy their high level of job satisfaction and job
security converted into workforce that helps to attain the business goals.
Interaction between executive leadership – The relationship between human resource
and business strategy is considered as quality of interaction among human resource executive
and other company executives. Some time, the human resource leader denied accessing to the
boardroom complain that company does not appreciate value of human capital. Therefore, by
maintaining the proper communication between other executives and Marks & Spencer
executives helps to reduce the employee turnover by improving employees job satisfaction. This
also helps to provide right answers and managing the all activities (Yong and et. al., 2019).
Bringing changes – In organisation it is important to bring changes according to new
trend and lifestyle of people that can help to manage the all activities and functions accurately.
Changes are the need of organisation which can help to satisfy the customers and improve
lifestyle. In context to Marks & Spencer , HR management bringing changes in business strategy
and human resource strategy which can help to develop the right functions and activities by
managing all performance and delivering better quality of services.
Business strategies and human resource strategy is developed to make better understanding about
the working prospect so that working efficiency and its effectiveness is developed with sustained
basis. In this different model has been used by Marks & Spencer that is as explained below as:
Separation model: It is a model that is based on traditional input and dynamics as by
following CSAR model. In this different layer is developed under which long term sustainability
is maintain with better suitability.
Fit model: This model is used by the business in order to manage and develop better
understanding about certain design and its development. It is used to enhance market appearance
in which effective changes is addressed with timely basis or as per the requirement of business.
Dialogue model: In this certain right is formulated that is division in between different
branches of business so that safe and secure space is develop by which long term benefits is
attained effectively.
Holistic model: It is a modern system that is used to make effective evaluation that is
used while making balanced principles which is followed by business in future period of time.
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HR driven model: It is a framework that is used by Marks & Spencer to
develop strategic design to ensure administer and coordinate business operation
and functions.
Explanation of vertical alignment and horizontal integration across the organization
Vertical integration is used to align vertical position that is used to make inline different
components as in systematic mode. It is used to develop and select different measure through
which drop-down arrow is developed and apply in ordinate manner. It is used by Marks &
Spencer to configure various strategies, objectives, action plan, decision-making from several
levels. On the other hand horizontal integration is a process that used to enhance production of
goods and services by managing supply chain and its effectiveness. It is used by Marks &
Spencer while making internal expansion, merger and acquisition so that market lead is
developed with suitability. In this Tesco has uses vertical integration and with this balanced
information is circulated from different departments.
Horizontal and vertical integration are form and strategies that uses by organisation in
same industry and process to production. In Horizontal, a company takeover another that operate
business at same level of value chain industry. On the other hand, vertical integration is
considered as business operations within same production level. The Marks & Spencer is
following the vertical integration where employees and HRM communicate in vertical form and
boost the profits by allowing companies to immediate access to consumers. This can help to
complete the goals and attain the business productivity by managing all activities. In Vertical
integration, management of Marks & Spencer managing all functions and activities by
formulating strategies and delivering best services (Antunes and Pinheiro, 2020).
1.2 Compare and contrast, the theoretical basis and models of SHRM
Comparison among distinct SHRM models
Basis of comparison Contingency model Universalist model Resource based view
model
Definition The model says that to
become effective,
HRM is required to be
Universalist model is a
perspective that posits
best HR practices and
It is a forward
integrated concept that
emphasis towards
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consistent with another
aspects of business or
external environment.
implies policies as
well as strategies that
are independent for
determining
performance of
organisation.
input resources for
attaining identified or
desired objectives,
Benefits In Marks and Spencer,
application of
contingency approach
allows managers to
make changes in
policies as per
pertaining situation.
Universalist model
helps managers of
Marks and Spencer to
apply best practices of
selection, training and
others so that
employees improve
their skills and
continuously perform
best for showing
effective contributions.
The model sees all the
organisational
resources as assets that
motivates resources to
contribute in superior
performances of
entity.
Drawbacks The limitation of
contingency approach
is that it is a complex
approach that is
critical to apply.
Furthermore, the
approach makes
circumstances
complex for managers
of Marks and Spencer.
It is evaluated that the
best practice approach
limits learning which
derail organisation and
leads to negative
impacts towards
success, specially
when the employees
who are responsible
lacks attention towards
associated dynamics.
The criticism of the
model is that it is
complex to determine
suitable analysis level
because of broad
number of resources.
The theory creates
inabilities to compile
study for measuring
performances.
Contrast
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 All three approaches are uses to manage the organisation and control each activity
that can help to increase the workings.
 The Marks & Spencer uses Contingency, Universalist, and Resource Based View
approach to solve situation, solving HR issues and managing the task that
provides competitive benefits.
 To increase the productivity and profitability of workplace.
1.3 Critiques of the contingency approach
Best Fit/ Contingency approach: This is also known as situational approach that is uses
by organisation to solve the critical situation which arises in workings and needed to improve the
business performance. This theory suggest that management should use appropriate style of
management by matching with situation and helps to solve the problems. In Marks & Spencer ,
management uses contingency approach by selecting an appropriate management style for
solving the low productivity problem which can help to formulate strategies and make right
decisions (Pröllochs and Feuerriegel, 2020).
Critiques
 This approach suffers from inadequately of literature which are not spelled out
various types of actions and create different situations.
 It is difficult to empirical testing that does not provide right solution.
 This create complexities in knowing the situation and select a best management
approach that affected productivity.
1.4 Critiques of the universalist approach
Best Practices /Universalist approach – This approach is based on two fits external and
internal which is known as best practices. In external fit management of Centre of Exercise has
to do with HR strategy that fits with requirement of business strategy which is related to vertical
integration. On the other side, internal fits stating the horizontal integration that suggests HR
policies and activities fits together so that they can make mutually reinforcing and helps to take
the competitive advantages effectively.
Critiques
 This is time taken approach that consume much time to recruitment and selecting
the right people in organisation (Boon, Den Hartog and Lepak, 2019).
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 This can increase the dissatisfaction and demotivation between employees which
can affected the business productivity.
1.5 Critiques of Resource Based View
Resource Based View: This defined as managerial approach which is uses to determine
the resources which can be exploit by a firm in order to achieve sustainable competitive
advantages. This model states what resources are available in organisation and how they can be
organised that can help to improve the business profitability (Pius, Alharahsheh and Sanyang,
2020).
Critiques
 Imitability of resources where Marks & Spencer can face the losses the
opportunity of gaining sustained competitive advantages.
 Resources can be complex for social where organisation is not able to manage and
influence resources and culture.
1.6 Comparison between different SHRM Models:
Contingency Universalist Resource Based View
It is an approach that is used
by business and its
management while developing
and implementing various
ideas in formalised manner.
In support of this approach
“best practices” is processed
under which wider range of
challenges and issues are
resolved on timely basis.
It is an approach that is used to
measure various resources so
that valuable, rare, imitate and
difficult position is attained by
making long term success.
It is usually refer to sustained
amount of idea that is
developed as with the
immediate changes so that
various circumstance has been
changes as per suitability.
It is used to induce recruitment
and selection, training and
development, motivation of
employee's and many other
aspect as well through which
applicable changes is
implemented in timely basis.
It is an strategic approach
under which long term
sustainability is achieved by
which capabilities of business
is increases in constraint mode.
As shown above all three approaches such as Best Fit/ Contingency approach, Best
Practices /Universalist approach, and Resource Based View approaches are different that can
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help to run the business or a workplace. All three approaches are using for different purpose such
as Contingency uses to solve the situation and working accordingly. The best practices is uses to
solve all problems which are facing by employees and needed to solve by Human resources
management. And last resources-based approach is uses to analyse resources and utilise them
properly which can help to operate and continue the business activities.
1.7 Evaluation of HR practices of performance management and reward
` According to Darling and et. al. (2019), it is evaluated that bets practice of performance
management and rewarding is using peer review as it fosters management of performance ion
effective manner. Along with this, there are other practices such as pre-emptive management and
recognition, offering frequent performance feedback, communication details of working and so
on. As per Armstrong (2019), it have been evaluated that performance management boost
productivity and engagement of employees with the company.
In contrary, Pröllochs and Feuerriegel (2020) says that rewarding generates confidence
and morale of employees that encourages them to retain in the company and keeps them happy
and loyal.
It is recommended to Marks and Spencer that it should apply objective setting, 360
degree and self appraisal methods for managing performance and rewarding its people. However,
managers of Asda are suggested to use competency based assessment, rating scale and self
appraisal methods.
Recommendation
Therefore, from the above it has been recommended that to clients of Marks & Spencer
to make the uses of performance and reward management system that can help to evaluate
employees performance and give them rewards on the basis of their performance which
motivates them and increases the workings. By using performance management system
management can deliver the quality of products and services that increases number of clients and
increases business activities. There are different ways of designing performance management
that should be uses by Centre of Exercise to increase the performance and complete the task. In
this, management are responsible to evaluate the situation that arises while working and make
the uses to Best Fit approach solving them. Moreover, employee relation is highly needed to
maintain good performance and increase the profitability as it helps to analyse the situation and
provide suggestion what needs to do and how. If there are good relation between employer and
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