Strategic Human Resource Management and Change Management Report

This report delves into the critical aspects of strategic human resource management and change management, specifically within the context of Marks and Spencer. It examines how HR strategies can be effectively implemented to drive sustainable business performance and growth. The report explores the importance of workforce planning in aligning staffing levels with future needs and highlights how change management models can support HR strategies. It analyzes methods for monitoring and evaluating the success of HR initiatives in achieving sustainable business objectives. The report's conclusion emphasizes the crucial role of human resource management in enhancing organizational effectiveness and efficiency, while acknowledging the complexities of change management and its potential to facilitate beneficial transitions. The report utilizes various sources to support its arguments and recommendations.

Unit 21 – Strategic Human
Resources Management

 Introduction
 Change management models can support HR strategy.
 Evaluation of how HR management can support sustainable business
performance and growth.
 How to monitor and evaluate the success of HR strategy in meeting sustainable
business objectives.
 Recommendation
 Conclusion
 References
Table of content

 It is important for organisation to develop a proper strategic
workforce plan in order to manage its talented employees in
significant manner. Talent management is one of the crucial process
of business which assist in enhancing performance and capabilities
of business. Strategic workforce planning can be describe as the
developing a process that is significant for proactively anticipates
current as well as future hiring needs of individual. This
presentation is based on Marks and Spencer company.
Introduction

 Change management can be describe as the process which is
significant for making required changes in organisation. There are
different types of changes which occur with in organisation which
needs to be managed in correct and appropriate manner in order to
conduct business practices in significant manner. Change
management for the most part alludes to how groups and
organizations carry out organizational change. Regularly alluded to
as the lone consistent, change and its management is a steadily
advancing cycle that influences everybody.
Change management models can support
HR strategy.

 Human resource management is one of the essential part of business
which is significant in order to enhance business practices as well as
accomplishing business performance or growth. It is important for
Marks and Spencer company to consider sustainability in its
practices and development with the motive of accomplishing desired
goals.
Evaluation of how HR management
can support sustainable business
performance and growth.

 It is essential for manager of Marks and Spencer company to
monitor and evaluate the success of Human Resource strategy. This
will assist in determining capability and potential of company to
meet sustainable business objectives. Marks and Spencer company
is performing business practices in effective and efficient manner
with the motive of accomplishing sustainable business objectives.
How to monitor and evaluate the
success of HR strategy in meeting
sustainable business objectives.

 Workforce planning is the way toward dissecting your current
staffing levels and expecting future recruiting needs, to ensure that
you're not overstaffing, neither understaffing and that you're not
making an abilities hole while recruiting new representatives.
Recommendation

 From the above report it can be concluded that human resource
management is crucial part of business and it will lead to have major
impact over effectiveness and efficiency of organisation. Change
management is consider as one of the complex process of business
but it will help in enhancing beneficial transitions in organisation.
CONCLUSION

 Pius, A., Alharahsheh, H.H. and Sanyang, S., 2020. Approaches and
practices in strategic human resources management. In Trends and
issues in international planning for businesses (pp. 42-66). IGI
Global.
 Pius, A., Alharahsheh, H.H. and Sanyang, S., 2020. Trends and
issues in strategic human resources management. In Trends and
issues in international planning for businesses (pp. 17-41). IGI
Global.
 Greer, C.R., 2021. Strategic human resource management. Pearson
Custom Publishing.
REFERENCES