University of Sunderland Dissertation: SHRM and Employee Performance

This dissertation investigates the impact of Strategic Human Resource Management (SHRM) on employee performance within the UK Information Technology (IT) industry, using The Saga Group Plc as a case study. The research employs a mixed-methods approach, including a literature review, qualitative research, and a questionnaire survey to gather data. The study examines the relationship between SHRM practices and employee outcomes, such as productivity and overall organizational performance. The findings reveal a significant positive correlation between SHRM and employee performance, highlighting the importance of strategic HR practices in enhancing employee engagement and organizational success. The dissertation also provides recommendations for implementing effective SHRM strategies within the IT sector.

DISSERTATION

ABSTRACT
The report was aimed to drill deeply in order to reflect deeper understanding about the
role of Strategic Human Resource Management and its impact on the performance of employees
in UK. For fulfilment of the research requirement a fully planned structure has been followed.
Which was substantiated with both primary and secondary research. In the very first stage the
literature review process has given great understanding that the role of SHRM was quite affluent
when it comes to employee performance. It also narrated that there are range of notions are kept
into focus while dealing with employee performance. Also, some key strategies were evaluated
to perceive the role of SHRM specifically in the IT filed where the nation is grabbing drastic
contribution of economy. Then as a matter of secondary research the qualitative research
approach was followed and the report has clearly stated entire methodology undertaken for this
project. Since it was aimed to bring greater understanding of SHRM so the most appropriate sets
of practises in term of Research methodologies were practised. It covered research philosophies,
research type, data collection, sampling method, analysis method etc.
The research findings were presented using thematic presentation. Where a questionnaire
was prepared articulating all the necessary questions to make strong understanding of the role
SHRM plays in the performance of employees. It has revealed that there is greater influence
SHRM brings when it comes to the performance of employees. As it is known that the impact of
Strategic human resource management can only be perceived with taking views of employees so
the dissertation has used questionnaire method to collect data. The outcomes of research justified
that strategic human resource management is having its comprehensive role in augmentation of
the employee performance. At the same time it was also found that the majority has accepted the
fact that SHRM is not only affecting their productivity but also behind overall performance of an
organization as a whole. So altogether it can be summarized that SHRM is the most essential part
of employee performance it brings sense of superiority to them.

DECLRATION
Statement of Originality and Authenticity
I confirm that the dissertation I am submitting is an original and authentic piece of work
written by myself that satisfies the University rules and regulations with respect to Plagiarism
and Collusion. I further confirm that I have fully referenced and acknowledged all material
incorporated as secondary resources in accordance with the Harvard system.
I also certify that I have taken a copy of the dissertation, which I will retain until after the
Board of Examiners has published the results, and which I will make available on request in
pursuance of any appropriate aspect of the marking and moderation of the work within the
University Regulations.
Name: ……………………………………………………………………….
Registration Number: [Sunderland number]
Programme:
Study Centre: University of Sunderland London Campus
Date:

ACKNOLWDGEMENTS
I would like to thank following people without whom I would not have been able to
complete this research and without whom I would not have made it through my degree! Along
with this, my senior gratitude towards University of Sunderland London Campus for providing
me with an opportunity to make use of innovative ideas and knowledge. Moreover, I will like to thanks
professors of university as their insights and knowledge into the subject matter steered me through this
research. And Special thanks to Dean of college for motivating students to go the extra miles in
studies. I will also thank candidates of the research for sharing their honest opinion and follow up
surveys, without whom I would have no content for my dissertation. Although my colleagues and
friends who have supported me in finding the data and keep check of my health. I will like to express
my gratitude to my batch mates for helping me with the structure of thesis and solving my silly issues.
Without their help it would be impossible to complete this dissertation in effective manner. My biggest
thanks is to my family for all the support they have shown me throughout the research. Without their
support and understanding it will be very hard for me to complete this research on time. Last but not
the least I will love to thank God for providing me this opportunity and keeping me healthy so that I
can complete the project in limited set of time and put my all efforts in it.

Table of Contents
ABSTRACT.....................................................................................................................................2
DECLRATION................................................................................................................................3
ACKNOLWDGEMENTS...............................................................................................................4
Topic:...........................................................................................................................................7
Chapter:1..........................................................................................................................................7
1.1 Introduction of the chapter.....................................................................................................7
1.2 Background to the problem....................................................................................................7
1.3 Aims/ 3-4 objectives / research questions..............................................................................8
1.4 Rationale of the research........................................................................................................9
1.5 Significance of the research.................................................................................................10
1.6 Limitations of research overall............................................................................................11
1.7 Summary of the chapter.......................................................................................................12
CHAPTER 2 LITERATURE REVIEW .......................................................................................13
2.1 Introduction of chapter.........................................................................................................13
2.2 Broad literature review on research topic ...........................................................................14
2.3 Theoretical framework.........................................................................................................18
2.4 Gap in literature review ......................................................................................................20
2.5 Summary of chapter.............................................................................................................20
CHAPTER 3 RESEARCH METHODOLOGY............................................................................21
CHAPTER 4 RESULTS AND FINDINGS ..................................................................................27
Findings and discussion of results.............................................................................................40
Summary of the chapter ...........................................................................................................43
CONCLUSIONS............................................................................................................................43
Recommendations......................................................................................................................45
CHAPTER 6: PERSONAL DEVELOPMENT, REFLECTION, AND ACTION PLAN............46
REFERENCES................................................................................................................................2
APPENDIX 1...................................................................................................................................7
Glossary-......................................................................................................................................7
APPENDIX 2...................................................................................................................................8

Questionnaire ..............................................................................................................................8

Topic:
To investigate the impact of Strategic Human Resource Management (SHRM) upon the
performance of employees within UK Information Technology industry: A study on The Saga
Group Plc.
Chapter:1
1.1 Introduction of the chapter
The chapter is intended to discuss different aspects of the research. The undertaken
research is about impact of strategic HRM on the performance of an organization. With this
respect, this chapter has articulated range of notions supporting the study. Since before moving
forward, there is need to have clarity of thought pertaining to the undertaken research so it
becomes essential to have great understanding of research aim, objectives etc. pertaining to the
needs this chapter has clarified all these relevant dimensions (Kaufman, 2020)
Firstly this chapter has discussed different aspects in the form of background. Where
context of the undertaken issue was articulated. Then aim and objectives were also set in order to
present better outcomes of the research. Rationale and significance have been covered in this
chapter so can present the logical reason behind taking this research area into consideration and
the irrefutable logic was used so can make this research more effective and highly productive.
This research is based on both secondary and primary data sources. It covered the
conviction that how the strategic human resource management had relationship with
performance of employees. The chapter pays attention to all the notions pertained to the
undertaken research aim and objectives. This chapter is covering range of associated aspects
which are having potential to fetch deeper understanding of the research topic.
At the end of this chapter the scope of this study was reviewed. Which jots down that
what area has to be covered by this study (Collins, 2021) As it was made clear form the
beginning that this research is aimed to evaluate the relationship between strategic human
resource management and performance of employees. Along with it, some limitations which
were found in this research and the way they might have affected to the final outcomes was
presented in order to make the study outcomes more realistic and reliable.
1.2 Background to the problem
With the progress of time the market dynamics are getting variate. In such predicaments,
it becomes essential for an organization to perceive the role which is being played by Strategic

human resource management. In the cut-throat competition the fact can not be rejected that the
organizational performance is becoming more inclined to practise SHRM.
The research is aimed to articulate the impacts strategic human resource management
brings to the organizational performance. With this respect a study has been conducted on Saga
group UK. This organization is engaged in information technology sector and having great
market diaspora. Over the time, this sector is facing some severe issues and the only way to
come out of the perilous situation is to have strong long term human resource strategy
(Hamadamin and Atan, 2019)
It was felt that the organizations are more likely to just accentuate on their short term
human resource policy which is hugely supported by the view of transactional philosophy but
with the changing business environment it becomes inevitable to have strategic human resource
management. It would be in benefit to bring hyper productive practises to the organization and
can revert best quality performance form employees. The inclination of organizations engaged in
IT-sector is seen getting intensive in the field of human resource management. The usefulness of
SHRM is quite comprehensive due to the wider scope it offers and the way it fetches drastic
shifts in the organizational performance (Storey, Ulrich and Wright, 2019)
The usefulness of strategic human resource management is getting up but it is seen that
the organizations are not much inclined to this practise. There are number of reasons such as lack
of intention, lack of proper rational base of practising etc. This is found one of the biggest
challenge since the productivity of employees ensures performance of an organization as a
whole. In such cases the role and significance of strategic human resource management become
highly essential.
1.3 Aims/ 3-4 objectives / research questions
Aim:
“The aim of the study is to determine impacts of Strategic Human Resource Management on the
performance of employees working in The Saga Group UK”.
Objectives:
To understand the concept of Strategic human resource management and the models it
undertakes.
To identify different strategies taken into consideration to abide with Strategic Human Resource
Management in IT sector.

To assess the relationship between Strategic Human Resource Management and employee
performance engaged in IT sector.
To recommend some ways to install better Strategic Human resource management practise
within the organization.
Research Questions:
What is the concept of strategic human resource management and what are some models used for
it?
What are some strategies used in order to abide with strategic human resource management?
What is the relationship between strategic human resource management and employee
performance?
What should be some suggestions in attempt to make the organizational performance better using
strategic human resource management?
Some issues were traced which were intended to be discussed to the fullest length so can
bring better understanding of the topic and can also recommend some best sets of practises in
order to make employee performance more aligning with the organizational needs. Employee
performance is supposed to have severe impacts in position direction when it comes to strategic
human resource management so the issue which was identified to know the relationship between
strategic human resource management and employee performance which was disucussed.
The research questions had been answered by the participants who were picked up on the
basis of the sampling a constellation of respondents was selected and they were extended a well
structured questionnaire in order to collect their responses (McClean and Collins, 2019) So it
would be fair enough to articulate that the answers were collected using survey method.
1.4 Rationale of the research
This study is highly rational since with the progress of time, the organizational dynamics
are getting changed with hyper rate. In these predicaments the only way to be sustained in the
market is to have good and long term strategy. Keeping these circumstances in mind, it becomes
essential for organizations to have a well structured strategic human resource policy in order to
be remained competitive in the market.
This study has aimed to articulate the relationship between strategic human resource
management and its impact on the overall performance of employees. With this regard, IT-sector

has been taken into consideration and Saga Group which is engaged in IT sector of UK was
made part of the study. It can be sited highly prominence since at this point of time when the
world is experiencing great revolutions and market is becoming more efficiency centric. So
keeping the prevailing market circumstances in mind it becomes highly significant to elaborate
the relationship between Strategic human resource management and performance of the
organization (Greer, 2021)
It has been seen that the organizations are very much hasty pertaining to their human
resource management, and it is so often to see organizations are more likely to abide with human
resource management which can be sited as transactional and faster to revert outcomes. It is
prohibiting them to work for longer vision. With this respect, with the help of this research this
gape in the thought process and priorities would be met.
One of the biggest reason or the most promising reason behind selection of this topic for
research is directing best practises to the organizations which are engaged in IT sector (Tuytens,
Vekeman and Devos, 2021) The sector is experiencing great boom form last couple of decades
and now in the age of globalization it is inevitably the most competent realm to work upon. In
these situations the research study becomes comprehensive due to areas it addresses and presents
better outcomes for taking further actions for betterment.
1.5 Significance of the research
This research is having its great benefits to different stakeholders. Since the main aim of
the research is to bring better understanding pertaining to the relationship between strategic
human resource management and the way it impacts performance of employees. The success of
an organization utterly depends on the efficiency of their employees. How intensively they are
working, what quality they are reverting to the organization is highly essential (Adiguzel, et. al.
2020).
This research has strived to the greatest extent to help users understanding relationship
between strategic human resource management and they way it augment employee performance.
This research would be very much helpful for specifically the organizations engaged in
Information Technology sector (Widyanty et. al. 2020) Since with the help of outcomes they
would be able to subscribe with the idea of Strategic human resource management. As it has
been experienced that the organizations are less likely to pay attention on such conviction to the

fullest attention but if they are aware that how impactful it is for performance augmentation of
employees then it will be quite simpler to fabricate sort of favourable plans.
As it has been experienced that with the progress of time the organizations specifically
who are engaged in IT-sector are more likely to cope up a tough level of market competition. In
such predicaments, it is necessary for them to have a clear and long lactic approach to confront
with the market dynamics in order to be remained lucrative and profit making. With this regard,
the role of SHRM can be sited very much important. It not only works on long vision but also
change the way human being are being dealt in the organization. With the help of this research
the outcomes of employees and they way they revert their performance could be enhanced
(Ranabahu and Almeida, 2019)
With the help of outcomes reverted by this research will help users to understand the
relationship of SHRM and employee performance to the deeper extent and they will be able to
impart this understanding in augmentation of the organizational performance as a whole. This
would be proven a great research since in this research a fully fledged study was carried out on
the organization engaged in IT sector. The aim was kept in centre that the way strategic human
resource management adopted by the organization was pouring on sort of betterment to the
performance of the employees.
1.6 Limitations of research overall
This research has covered up IT sector and they way undertaken organization was
following Strategic human resource management in practise and to the extent it was observed to
impact the performance of employees. This research is having great scope but the main area was
IT sector. At the same time, the other industries which are also engaged in almost same type of
dynamism could be appropriate to use these outcomes but any industry except IT has not been
paid attention in this report. The organization was only taken into focus for this research so the
entire study had paid attention to that only (Bouaziz and Hachicha, 2018)
In this research as it is known that the entire study was conducted on the Saga group
which was working there in UK. It would be a fair statement saying that this can be taken as a
limitation. The research is intended to revert best set of outcomes, which are supposed to be
generalized in order to help the users deciphering impact SHRM brings to the performance of
employees. Here, it was ensured that a good size of sample must be taken so can get deeper

insights of the topics. So to minimize the impacts of this limitation a sample of 30 participants
has been taken.
This chapter just covers IT industry and research was only conducted on Saga group of
UK. So the scope is limited to IT companies with almost equal size as Saga group of UK. But the
secondary research was conducted using number of authentic sources such as journals, articles,
papers, research papers etc. so these all sources were covering some other fragmentations of the
industry too. Keeping this notion in mind it would be fair to articulate that the research is
covering wider range of industries in its scope.
It was experienced that in the limited time frame it was not simpler to understand the
market dynamics and the way SHRM practises were impacting employee performance. So to
address this issue a well-articulated research methodology was taken into contemplation and with
better research philosophy, research methodology, sampling etc. in attempt to deal with the
jeopardies this limitation reflects to the outcomes of research. All these factors had been looked
up therefore dealing with the perilous situations and reverting useful outcomes to the
stakeholders (Zeller, 2019)
On the other hands, some other perils such as time and cost limitations had also been
there. The research was conducted using limited resources and limited funds so it could have
fabricated sort of deformities. But in order to make it highly effective and lucrative in nature
some key actions were taken such as the best set of methods and practises were accentuated so
can minimize the impact of funds factor. At the same time, to eradicate the perils take place due
to lack of time were whipped out utilizing the available time in its best form.
1.7 Summary of the chapter
In this chapter some key areas were discussed. In the beginning the background of the
research study and the context which was imparted in order to move forward was deciphered.
Then fabrication of aim, objectives, research questions was articulated, which had been kept at
centre while going thought different phases of the research. Then some key areas such as
rationale and significance of the study was undertaken in attempt to present proper justification
of the research.
After clearing up the background of the research in next stage keeping the feasibility, rationality
and contextual factors in mind aim, objectives were articulated. At the same time the key
research questions were also fabricated in order to bring deeper understanding of the issues.

While setting the research questions it was also contemplated that it must abide with the research
aim and objectives and can turn out the best outcomes fulfilling key aim of the research.
The rationale of the research was interpreted. Where the main aim was pondered over
that what were those reasons which made us to carry out this research. As it was found the
modern organizations engaged in IT-business are facing sort of issue of productivity. The
rationale articulated the key reason which was focusing to figure out the relationship between
strategic human resource management and the way it impacts employee performance. It is quite
necessary to decipher the benefits of certain study so can perceive the reason it is being carried
out (Alsaadat, 2019)
Keeping the above notion in mind significance was fabricated where benefits of the
findings had been presented. Then limitation the research carried were disclosed so the users can
understand the final outcomes. Where cost, time and some other factors which might have
inculcated sort of discrepancies is presented. So this chapter presents all key dimensions in
beginning so can depict a fully fledged picture of this research.
CHAPTER 2 LITERATURE REVIEW
2.1 Introduction of chapter
Lepak and Boselie, (2018) A literature review is a refers to comprehensive summary of
previous research particular topic and literature review based on surveys, articles, books and
other sources which are relevant to particular area of research and it is necessary for describe,
enumerate, summarize, objectively evaluate and clarify the previous research. The main purpose
of conduct literature review is to establish familiarity in order to understand of current research
on particular topic that help for enabling the situation which are necessary for identifying the
unknown topics as well as it is important to conduct literature review which help for establishing
context for research that are also related to the identifying the gap in the previous research which
are need to formulate accordingly. Also, it helps for finding the weakness on the basis of
previous research.
The present literature review is based on strategic human resource management, it will
discuss on the basis of thematic research which is based on different types of themes by
following the chronological approach as well as it is necessary for development of topic by
covering all the aspects as well as this strategy is sues for avoid the listing and summary sources.

In which first theme related to the concept of strategic human resource management and
it models. Then, second theme will be based on different strategies taken into consideration to
abide with Strategic Human Resource Management in IT sector. There will be Fombrum model
will be discussed a well as other model that help to establish knowledge accordingly. The last
theme will base on relationship between Strategic Human Resource Management and employee
performance engaged in IT sector. Then, in the present literatures review all the information will
collect from authentic sources in order to avoid plagiarism and follow the right structure of
chapter. Literature review help for building connection and relationship on the basis of theory
and framework uses for analysing the research effectively. Lastly, theoretical framework will use
so that it help top analyse the solution by more focus on other sources as well as it is necessary
for compare the results and conclusion that based on emerging approach.
2.2 Broad literature review on research topic
Theme 1- Concept of Strategic human resource management and the models it undertakes.
According to Cooke, Xiao and Chen, (2021) strategic human resource management
provides framework in order to link people management and development practices to long term
business goals outcomes. In order to focus on longer term resourcing issues within organization
goals that evolve in nature of work. Also, this is coherent framework work on the basis of
employee to be hired, managed and developed the way of support organization long term goals.
There are various aspects of people management work together in order to derive the climate and
behaviour so that it help for create value and then meet the performance targets. On the other
hand, there is no single strategic management strategy used by company for deliver success but
also company has the own unique strategy on the basis of specific context, objectives and
culture.
Boon, Lepak and Boselie, 2018 argued that strategic management affect the behaviour
of the employee and their efforts in orders formulating or implement the strategic needs of
business. Then, the pattern of planned human resource activity are help to enable the company
in order to achieve its goals. Boon, Lepak and Boselie, (2018) define that strategic HRM can be
concerned on the basis of explaining how human resource management can be influence
organizational performance. On the other sides author argued that strategy and strategic planning
are different from other because strategy planning is refers to the formal process that can be take

place on the basis of sizes of the organization for how things can be done in the premises. In
contrast, it has been existed that all the organization are help for defining the behaviour of
organization and the process of using the strategy and its environment. There are different types
of strategic human resources management are included in the number of HR strategies with
following context such as it helps for delivering equitable and fair reward and helps for
improving employees performance as well as it can be said that another strategy is related to the
streamline organizational structure.
As per Gile, Buljac-Samardzic and Klundert, (2018) there are different types of models
have been identified by author in strategic human resource management. The Fombrum model,
Harvard model, guest model and Warwick model. There are different purposes of model in
which they are help for discover and understand the environment and behaviours of employee on
the basis of nature and significance of human resource practices. Also, there are certain types of
model in which it helps for key issue and distinctness of human resource practices. The presence
of selection or training are based on the distinctive approach in order to focus more on selection
and training of employee which matters a lot. For any organization it is necessary to perform all
the task effectively by following analytical framework with the help of studying HRM. Models
are also help for studying humans resource management by following all the aspect as well as it
can be related to using different types of characteristics which can be established variables and
relationship that can be researched.
Collins, (2021) has contradicted that strategic management resources are necessary to
considered for enjoying the experience as well as it helps for maintain standards of organization
by following all the aspect of human resource management for making the diverse workforce as
well as it is necessary to sue the strategic HRM which help for using highly strategic approach
by following all the aspect in order to manage company's culture. Behind the success of all the
company it has been identified that there are strategic managements played important role for
the organization in order tos improve the performance as wells as it help for main the decorum
of company. Also, it is necessary to use strategy for represent the day to day operation for the
projects.
Theme 2- Different strategies taken into consideration to abide with Strategic Human
Resource Management in IT sector.

According to Emeagwal and Ogbonmwan, (2018) there are different types of techniques
are used in order to develop on the basis of understanding the objective of company and it help to
evaluate the capability of HR in order to analyse the current capacity of the team for improving
their performance. In context to IT sector there are different types of strategies are used on the
company for the long term purposes as well as it help for boosts the productivity of an employee
and then increased the retention by following the strategic management planning in order to
continue engagement with the hiring and training new employees. With the purpose of
implement strategic human resource management are help for creating the human resource
planning process. To develop through understanding of company's objectives which are
necessary for follow by human resource management by which employee is able to understand
the objective of the company which are necessary for achieves long term goal.
As per Hamid, Muzamil and Shah, (2022) this is also help for achieving the individual
action that can be take places for achievement of goals of business. For example, this is
continuing from the previous started business goals and objectives that can be achieved such
growth on the basis of expand customer base and then increase sales. In order to improve the
employee performances company sue the strategy for increasing the opportunity by using
jobcomputer based system for HRM so that it help for focusing on the functions as well as it is
necessary to develop the training session so that it help to increase the employee satisfaction.
Also, another strategy is related to evaluate the human resource capability of company with the
helps of metrics such as evaluating the percentage of employees trained in company's policies
which are necessary for all the employees that they are aware of all the policies as well as it help
for performing well on the basis of given policies. Gender pay gap is another aspect which are
necessary for consider accordingly as well as it help to create uniformity in organization.
In contrast Adiguzel, Ozcinar and Karadal, (2020) said that analysing the requirement of
tools for employees to complete their job as well as it is necessary for providing facility for
completes their job effectively by using different types of tool and it is necessary to implement
the human resource management strategy with the help of suing other corrective action that are
most require in the company's culture. All the strategies are help for implement the strategy for
recognizes barrier and hurdles faced by then which can be capitalized on the basis of opportunity
and other effective deals. Strategic human resources are help for analysing the personnel that is
based on the skill are used on the basis of leadership and other way for identifying ways in order

to use better equips employees for serve. This is suggested by author in order to more focus on
company's human resource requirement with the process of expanding the workforce and
developing current workers for equip the future growth.
In addition to this, Al-Ayed, (2019) has said that for success of strategic HR is dependent
on the basis of goals of organization which are need through understanding aim and objectives of
company's in the long term for making growth as well as it is help for articulate growth to
relevant HR personnel. Also, it is identifying that for ensure about communication company goal
will make it easier for HR personnel by formulating effective resource management strategy. To
find the best employees is necessary for understanding the effort to make company successful as
well as it help for segregate the employee accordingly by more focus on provide trainings to
others which are help for improving their performance as well as it is help for discover the
employee who have trained on the basis of particular aspect.
Theme 3- Assess the relationship between Strategic Human Resource Management and
employee performance engaged in IT sector.
According to Bouaziz and Hachicha, (2018) there is positive relationship between
strategic management and humans resource management, SHRM contained visioning, analytical
and leadership skills which take places on the basis of managers and their point of view is
important for humans resources. Also, HR leaders are ready to make the significant roles for
strategy development and achievement which are help for improving the quality of decision
related strategy and talent. HRM are help for implies the governance of manpower of company
which is based on structured manner. Similarly, strategic human resource management are help
for imply framing of HR strategies on h basis of direct employees efforts towards the goals of IT
sector. For every organization it is necessary to try on the basis of other aspect such as efficient
and productivity of company. The key success of organization help for become global as well as
it is necessary for using the advanced technologies. SHRM are help for the long term purposes in
order to focus on deals and devising the intervention which are help organization in orders
developing behaviour of customer and promote the competitive advantages. Also, with the help
of strategic management are able to follow the process for setting new challenges. This is
dynamic process which are help for company to find other way of capability for business.
Macke and Genari, (2019) suggested the difference between SHRM and HRM in order to
focus more on nature which is reactive for HRM and proactive for SHRM, with the

responsibility lies with staff specialists for HRM on the other hand ins SHRM liner manager are
responsible for using the integrated approach. Human resource management are focus more on
applying principle of management employee relations, ensure about the employee motivation
which are increased the performance of the employee. Also, this is supporting short terms goals
which specify the aim of the organisation and able to change the followers and how they
supposed to be different on the basis of transactional leadership style. On the other side strategic
management are help for focus on internal and external communicators. Also, in this employee
are using the transactional leadership which are help for building the knowledge for others.
From the above relation it has been analysed that there are positive as well as negative
relation for HRM and SHRM. Also, for effective management it is necessary for company to
follow SHRM for achieving long term goal. There are different types of strategies are followed
which are help for promoting the success. Then, main stakeholder are help for employer,
employee and management. Also, it is help for focusing on human relations, empowerment and
development of employees which are also help to improve the communication. Bouaziz and
Hachicha, (2018) said that it is necessary to put the effort which are help for considering on the
basis of investment in human resources interest then in order to put more efforts SHRM help for
making the path for work efficiently and effectively in order to achieve the objective.
On the other hand SHRM has higher turnover rates which directly affect the employee.
Also, it is necessary for inefficient hiring process which is based on recruitment and the other
important aspect of business. Sometimes, SHRM are impact on low morales which impacts
efficiency of the employee and then lost business by legal issues. It is not possible to correctly
shape the workplace and stakeholder accordingly. That is why there are some barriers which are
not followed by employee and difficult to manage by HR outcomes. In addition to this there are
different perspective of the organization by considering their aims and objectives on the basis of
theoretical terms which are essential for the influential factor which are help for determine the
success for corporate strategy. It has been inaccuracy for process as well as it depend on the
situations by considering the other aspect as well as this is considered as complex process which
should be proper as usual.
2.3 Theoretical framework
According to Macke and Genari, (2019) there are different types of theoretical
framework are used in strategic human resource management on the basis of behavioural

perspective which are mainly focused on mediator effect on the relationship between strategy
and performance of organisation. Also, another framework are related transactional leadership
which is based on managerial leadership that can be executive relies on the basis of rewards and
punishment in order to achieve the optimal performance of job as well as it is related to their
subordinates as well. In strategic human resource management it is necessary for operate value
order and structure that are work on the basis of managing large corporations and leading
international project which are help for requiring rules and regulations for complete the
objectives. On the other hand, transactional leadership can not be fit into the human resource
management because it can be related to self-motivated people who are improved their
performance accordingly.
In contrast, transactional leadership are confirms on the basis of structure and success
measure on the basis of rewards system and penalties. There is formal authority and positions
which are related to responsibility in organization and with the help of maintaining the routine it
is necessary to manage individual performance on the basis of facilities and performance of
group. On the other hand, there is negative relationship between the transactional leadership and
charismatic leadership which is depended on the basis of method and structure. Also, it can be
affected by influencing group in order to make it better place as well as it is necessary to work on
the basis of positive and negative reinforcement.
Al-Ayed, (2019) another model such as The Fombrum Model used for HR model in
order tos more focus on organizational structure which are necessary to manage on the basis of
different function such as selection, appraisal, reward and development of relatedness. Also, all
the activities are included in this section which are necessary for following questions
accordingly. On the other side, this model not followed on the basis of environmental function.
Ins addition to this, other model is Harvard model which can be claim on the basis of critical
component of humans resource management such as policies and framework, long term
consequences, HR outcomes, situational framework etc. Also, this is also depend on the
stakeholder interest in order to focus more on trade off as wells as their interests related to facing
others challenges.
Author suggested that with the help of guest model organization played important role by
more focus on certain practices which are necessary for executed and their outcome on the basis

of behavioural, financial and performance. Then it can be affect the behaviour of the employee
by more focus on other aspect such as quality and flexibility, employee commitment etc.
2.4 Gap in literature review
The gap is to done or learned in area of research or it is considered as the gaps in the
knowledge of author in the filed of study. Each of the research is based on the same specific
literature. In orders to identify the research it is necessary to involve the gap statement in the
chapter of literature review so that it help for identifying and the knowledge which is based on
lack on understanding on the basis of certain situation. This could be help for new methods or
test in order to more focus on new organism, system and part of success, that is based on the
multiple gaps that are not always studying. Also, previous research is based on the managers and
for the present research scholar will select employees in order to identify the impact of strategic
human resource management on the employee performance.
For the present research the problem gap identifying on the basis of previous research
conducted in retail sector related to strategic human resource management In order fill the
problem gap present research conducted on IT sector of UK which help to identifying on the
basis of given topic. Also, all the existing research are outdated which need to conduct the study
that can fill the gap with existing research (Al-Ayed, 2019). That is why scholar has chosen the
strategic managements in order to follow the tools and technique for conducting research. Also,
this is the process of setting goals and process which are based on objectives of organization.
Also, previous research are used on the basis of old research types that is why presents research
will help for conducting in effective manner. Also, this will helpful for understanding the
concepts in effective manner by following the aspect related to study and then conducting by
making the questionnaire that help for fill the gap.
2.5 Summary of chapter
The present literature review is based on impact of strategic human resources
management on the employee performance. Also, with the help of literature review it has been
analysed that it is necessary for conduct the study that is related to summary of research as well
as it help for deep understanding regarding topic. Scholar has use the various point of view of
different author which are negative as well as positive as with the help of critical review it helps
for analysing the research in effective manner. Then authentic sources are used in the literature
review which is help for conducted by following different expectation and discipline whereas

various report has been analysed. In the present study thematic analysis were used with the help
of different themes in chronological order. In first theme scholar has presented the concept of
strategic human resource in which it has been identified that it is necessary to use this framework
that are linking people management and then develop the practices that are followed in the long
term process. By this process scholar has identified the need of human resource in particular
organizations then analyse the capabilities of human resource. Also, it is help for identifying the
gap between future needs and present capabilities which are help for formulate gaps strategies.
In addition to this, in the second theme it has been analysed on the basis of different
strategies related to SHRM that help employees for boosts the productivity that help for long
terms goal. Also, it is necessary for expanding the markets effectively. Further, in the last theme
it has been identified that there were positive as well as negative relationship between Strategic
Human Resource Management and employee performance in order to increase the market
growth. With the help of theoretical framework it has been identified that there are The
Fombrum Model is used for employee growth in order to cover all the aspect such as promotion,
salary increments etc. which is necessary for long term goal. Also, identified the problem gap in
the present study by following all filling the gap for previous study.
CHAPTER 3 RESEARCH METHODOLOGY
Introduction
It is known as particular method that is used to analyse the selected data related to aim of
the study as well as allow reader to analyse the steps that has been taken by the researcher in
order to maintain the validity and relatability of the study. It is set of guidelines that helps in
analyse dimension of the subject and the focus of the research is on importance of human
resource management within organization (Gołda, Kampa and Krenczyk, 2019). Although there
are various steps which has been used by scholar in order to find out the impact of strategic
human resources management on the performance of employees. In addition to this, it will cover
the research philosophy, participants, research design, strategy and approach which will
contribute in finding the issues of the study better while doing the research.
Research type:

There are two type of research that has been used by the scholar for achieving the aim of
the study. Along with this, the type has been classified into two type such as qualitative and
quantitative that helps in analysing the results based on theories and assumption (Androniceanu
and et.al., 2020). The quantitative duty is mainly related with facts and number that allow
researcher to present the data in graphs and pie chart. On the other qualitative method is known
as type in which theories and hypotheses are used to find the data and to achieve the aim.
Along with this, in the present study qualitative method of research has been used in
order to find out the better outcome and to answer the research question appropriately. Although
the motive behind opting for qualitative study is to make the research look more authentic and
the topic is also related to theoretical aspect (Mohajan, 2018). Thus, qualitative has helped in
achieving the objective and contributed in maintaining the validity and relatability of the study.
However, another reason for selecting this method is to gain large data from small sample size
and it is flexible in nature that enables candidates to express their view points while providing
the data. However, quantitative method has not been selected as it was related more to numerical
information which was not appropriate for the selected topic as the aims and objective would not
have been met.
Research philosophy;
It is known as study that helps in carrying out the data related to existing factors as well
as it also contribute in finding ways to collect the data in better ways. It helps in understanding
the concept and definition that helps to organize the ideas in order to meet the aim of the
study. Along with this, the researcher has opt for this method because it will help in analysing
the data and to determine weather it can be used in qualitative report. Although there are three
type of philosophy such as positivism, interpretivism and realism that are interested in research.
The positivism.
Along with this, in the present study scholar has adopted for interpretivism method which
is formal form for evaluating the qualitative data (Snyder, 2019). As the study has collected
information from the employees of Saga Group which has helped in gathering real time data
related to objectives of the study. However, the motive behind selecting this method as it will
contribute in collecting right information for the subject that is related with primary objectives
of the research. Although interpretisvism helps in analysing the impact of Strategic human
resource management on performance of employees which lead in achieving the aim of study in

effective manner. Moreover, another reason for selecting this philosophy as approach of
research was qualitative and this method has integrated the result and made the study authentic.
However, positivism has not been used as it is related to facts and figures as well data is gained
through an observation which was not applicable for the present study.
Research approach
It is known as plan and procedure that is used by the researcher in order to collect the
data in detailed manner and analyse the information in effective manner. It helps researcher to
gain information related to implication of Strategic human resource management on employee
performance. This technique helps in describing about the dimension of the research and explain
hypotheses related to topic (Newman and Gough, 2020). There are two type such as inductive
and deductive which can be used by scholar in order to gain vital information. The deductive
method is known as scientific approach of dealing with the hypotheses and it is mainly used in
quantitative study as it relate with facts and figures. In addition to this, inductive method is
known as evaluating the qualitative data for achieving the objective of research. Moreover, in
the present study inductive approach has been used because the research type is qualitative in
nature so this method has allowed in gaining the data related to topic. In addition to this, this
method has contributed in knowing about the theories related to Strategic human management
and made the literature review section more authentic. Thus, inductive method has contributed
in finding the better outcomes for the study and it also maintain the reliability of the study.
Research Design
It is one of the most important step of the research as it helps in gaining the vital information for
study through use of various techniques. In simple words it allow the researcher to make use of
correct method so that study can be successfully implemented. Along with this, it has been
classified into two methods such as exploratory and descriptive (Zhanbo and Qiongyao, 2021).
In the current study scholar had adopted for exploratory approach in which case study of Saga
group has been selected in order to gain information. Moreover, it help researcher in answering
the research question more effectively. Exploratory method also contribute in understanding
about the impact of strategic human resource management and meet the aim of the study. In
addition to this, with the help of this research design researcher was able to improve the result of
the study in correct manner.
Data collection

It is known as method of collecting the data through various form of sources just to make the
study look more authentic. It is also known as techniques used by researcher for collecting
appropriate information for analysis. It has been divided into two part such as primary and
secondary. The primary methods deal with data and figures that can be used in study and make
the research more reliable. Along with this, for primary form of data researcher has made use
of survey method in which sample of employees was collected in order to know their opinion on
strategic human resource management and the way it has affected their performance (Fenech,
Baguant and Ivanov, 2019). In addition to this, in case of secondary method books and journals
are used to collect the theoretical aspect related to human resource and to present the data in the
literature review section. Moreover, in the present report scholar has conjointly made use of
both the methods in order to complete the project in more convenient way. Although during the
data collection researcher has found different result related to impact of strategic human
engagement and the way it improves the working style of the employees. However, primary
form of data helps in achieving more raw data and in depth detail of the topic so it has resulted
in identify the various measure that can be taken by Saga Group. Moreover, in the present stud
questionnaire method has been used as it offers cheap and effective way of obtaining
information from large number of group.
Data analysis
It is performed to assess the collected data and remove the error from the information so that
core points of study can be achieved in effective manner. Along with this, it can be defined as
technical method which is used to describe the data in correct manner so that finding can be
analysed. However, research was carried out for gathering information and to review it properly
and it was further analyse through making use of pie charts and tables. There are two method
for analyse the data such as thematic in which different themes has been made for analysing
theoretical aspect (Zhanbo and Qiongyao, 2021). Other type is known as SPSS which is
scientific tool used for evaluating the observation of participant in order to meet the aim of the
study. In addition to this, in the current study thematic method has been used to analyse the
information by scholar and the data was represented through different graph and charts in
presentable manner. Moreover, the reason behind adopting this method was it helps in
generating better outcomes regarding the impact of strategic human resource management on
performance level of employees. Although investigator was facing issue related to lack of time

and cost due to that in order to meet the contingency and to evaluate the collected data.
Furthermore, there has been sample of only 30 employees has been taken of Saga group so that
exact representation can be identified.
Sampling
It is known as process of identifying the number of observation from large population so
to create better outcomes. Along with this, for active collection of information this method has
been taken into consideration. In the current study simple random method has been for analysing
the raw information which has been collected through survey method. In this 20 employees of
Saga group has been selected and questionnaire has been made in which open end question has
been asked in order to get primary data (Newman and Gough, 2020). In addition to this, survey
method has been used in which MCQ question was asked from the participant so to have detail
knowledge and their opinion on strategic human resource management. It is one of the easiest
way to entails selecting participant for collecting the data and make the study effective. In
addition to this, questionnaire was distributed to employees who have been working from last 1
year as they are more familiar with the culture of the company. Although research team has
given time limit of 15 days has been given to the employees so that it can give their answer
properly. Thus, sampling method will help in unequal representation of employee in different
age group or gender.
Ethical Consideration
This is one of the most important part of the research and it has been used to countinue
the study without error. Along with this, in the current study scholar has made use of ethical
values in during survey in which no question related to moral has been asked from the participant
and all of them are given equal care. In addition to this, during the survey consent form has
been singed by the candidates that represent their wilful participation in the survey and no has
been forced to share their details (Snyder, 2019). In addition to this, proper flow of
communication has been maintained with the participant in which aims and objective of
commencing this research has been explained to them so that it have idea about the motive of
scholar. Moreover, scholar has strictly complained Data Protection Law to maintain the
confidentiality and privacy of the study as well participant. Although researcher has ensured
that research has been performed with motive of academic purpose and there is personal reason
has been involved. Ethical consideration has been done in order to build the confidence of

participant so that it will provide correct and truthful information during the survey. However,
permission of concerned authorities has been taken before undertaking the interview.
Research limitation
Limitation are known as problem in process of gathering the relevant source of data and
it creates delay in the outcome of the study. Along with this, it has been found that during the
research there was lack of time, cost and limited resources due to that scope of the research was
not able to widen. In addition to this, primary data was obstructed due to employees as they
beloved that there data would be compromised with the organization. So it was difficult for the
searcher to conduct smooth survey as employees were not participating and there was lack of
genuine answer was also drawback of the research (Snyder, 2019). However, in order to deal
with the limitation of cost and time thematic method of analysing the data has been used by the
scholar and it has contributed in gaining the outcome related to impact of SHRM on
performance of employees. Although resources was limited in nature so data has been collected
though both form such as primary and secondary so to make the study look authentic in nature.
Thus, the validity of the information was not affected.
Research reliability and validity
It is also one of the most important part of the research which need to be followed by the
scholar so that it complete the study through smooth process. Along with this, for maintaining
the reliability of the researcher scholar has made use of the books and journal that was related to
Strategic human resources in order to make the study data look affective and useful. Moreover,
keywords like SRM and employees performance has been used in order intrepid the finding of
the study. Although most suitable form of sample collection has been used in order to find out
the appropriate numerical data which has contributed in maintaining the reliability of study.
However, no participant was pressurized to give answer and each of them was given
equal level of attention (Mohajan, 2018). Right methodology has been selected so that data can
be collected in effective manner and the authenticity of the research is maintained. On the other
hand in order to maintain the validity of the research scholar has made use of copyright articles
so that current and reliable data can be collected. Although for validity different data analysis
method has been used by the scholar so that accurate data of participant can be find out and aims
of the study was easy to be achieved.
Conclusion

In this chapter researcher has made use of the whole process of research methodology
and it describe different methods that is use to analyse the information. Along with this, to
achieve the objective of the research qualitative method has been used as the topic was related
to theories more. Although research has been collected through primary and secondary method
in which sampling of 30 employees has been taken through survey method. Moreover,
researcher has completed the process successfully and gained all information.
CHAPTER 4 RESULTS AND FINDINGS
Introduction
The most important part of the study is to answer all the question of the research problem that
will aims to improve the study. This chapter will collect the data related to research hypothesis.
The collected data enable the researcher to research a logical and structure result and researcher
has provided questionnaire to the candidates in order to known details regarding workplace
transformation.
OBJECTIVE 1: To understand the concept of Strategic human resource management and
the models it undertakes.
Q.1. Are you aware with the concept of strategic human resource management?
Particulars Frequency %
Yes 20 67
No 15 33
Don’t known. 5 17
Total 30 100

Figure 1 Awareness regarding the concept of SHRM
Interpretation
The above bar graph present details regarding the awarness of SHRM in the compnay. Along
with this, it has been depcicted that majority of the employees are aware about the concept of the
SHRM as it is very common term used in the business. Along with this, it can be stated that only
33% of workers are not aware about the concpet of human resources as they are not satisfied
with the culture of company and due to that it do not pay attention to the compnay strtaegies.
Along with this, only 17% of the employees have no idea regarding th concpet. Thus, it can be
said that Sara group need to focus on creating more awarness in the compnay so that there is
development of good culture. However, for building the performacne of workers it is necessary
that they are aware with the concept of SHRM. In addition to this, it can be said that SHRM is
important for the company and it help the organization in dealing with lot of small issues
related to perfromance of employees. It can be said that it will be easy for Sara group to
implement the new strategies as majority of there worker has been aware with the concept so it
will positively contribute in it.
Q.2. Does your HR executives are aware with the business needs and strategies?
Particulars Frequency %
Fully Agree 10 33%
Agree 5 17%

Disagree 10 33%
Fully Disagree 5 17%
Total 30 100
Figure 2 HR executive awareness
Interpretation
The above pie chart states facts regarding awareness of SHRM among HR executives and their
knowledge regarding other business strategies. Along with this, it has been depicted that there
33% of executives who agree and disagree with the concept. There is natural response in HR
there are various small department so particularly not everyone has idea regarding the strategic
HR. Most of the workers to agree because it is one of the common and trendiest techniques in the
IT sector. Moreover, it has been seen that same percentage of employees 17% fully agree and
disagree with the concept of SHRM as some of them have faced the benefits and drawbacks of
this strategies in their performance level. Thus, it can be stated that company need to create more
awareness among executives so that it can make use of more advantage of the strategies in
effective manner and able to increase the employee performance in better form.
Q.3. Does Strategic human resource management is strategic priority of The Saga Group UK?

Particulars Frequency %
Yes 20 67%
No 10 33%
Total 30 100
Figure 3 Strategic priority of Saga Group
Interpretation
The above pie chart depicts about strategic human resource management and whether it falls in
the priority category of Saga group. Along with this, it can be stated from the graph that 67% of
the employees agree that SHRM is priority of the company and due to that it was able to increase
their growth in positive manner. Moreover, it has been analysing that only 33% of the worker has
said that organization do not consider HRM as their priority as most of the employees has faced
difficulty while working. It has been said by the workers that company was not looking after the
employees at the time of the pandemic as well as it was not giving the employee better
incentives. On the other hand, 67% has agreed with it because most of their issues has been
solved by the organization and HR has given them the advantage related to working like good
culture in which worker area provided with flexibility. However, with the help of such benefits
employees was able to improve their overall growth in effective manner. Thus, it can be

suggested to company need to make use of incentives strategies as it is one of the most important
factor that help organization in enhancing their motivation.
Q.4. What are the main priorities of Saga Group related to HRM for the upcoming years?
Particulars requencyF %
Computer based system for HRM 5 17%
Focusing on the function of company 10 33%
Training given to employees. 15 50%
Total 30 100
Figure 4 Main Priorities of SAGA
Interpretation
The above bar graph tells detail regarding the main priorities of SAGA and the way it
helps in improving the employee performance. Along with this, it can be stated that 50% of
employees has opted for training and development because it has been actively participating in
such program and it has helped them in improving the overall performance. In addition to this, it
can be stated from the graph that majority of the worker was happy with the company as they
have been provided with development programme for their career like training and making use

of advance technology. Moreover, 10% has selected for function of the company that need to be
consider as priority because it helps in improving the overall growth in effective manner.
Furthermore, 17% has been given to computer based HRM system as it will smooth the work of
the company and some of the tools helps in analysing the performance of the employees in
positive manner. In addition to this, it can be suggesting to company make use of advance
technology in order to improve the overall growth of the employees so that it contribute in the
success of the company.
Objective 2: To identify different strategies taken into consideration to abide with Strategic 4.3
Human Resource Management in IT sector.
Q.5. What are the strategies have been used by Saga related to HRM and to build employee
performance?
Particulars requencyF %
Increase in job satisfaction 10 33%
Training and development 15 50%
Talent Management 5 17%
Total 30 100
Figure 5 Strategies used by Saga

Interpretation
The above bar graph represents the strategies which has been used by SAGA in order to
improve the performance of the employees in effective manner. Along with this, it can be
depicted from pie chart that majority of the employee has selected for training and development.
This strategy is considering as one of the most effective because it allows the worker to improve
their career and to enhance their performance level. It has been stated by the employees that with
the help of training it was able to fill their skill gap and learned innovative ways to deal with the
challenges of business sector. Moreover, another strategy that has been used by company is
providing job satisfaction tactics that motivates them to work hard in order to get the advantage.
However, only 5% of the employees has selected for talent management because it has been least
used by company. Thus, it can be stated from the graph that organization need to bring more
strategies in order to improve the overall performance of employees. In addition to this, majority
of the worker has opted for training programme so Saga can introduce more effective ways to
teach their employees.
Q.6. Do you think there has been positive impact of implementing this strategy in IT sector?
Particulars requencyF %
Yes 15 50%
No 5 17%
Maybe 10 33%
Total 30 100

Figure 6 Positive impact of implementing strategies
Interpretation
The above bar graph depicts about the positive impact of implementing strategies in the IT
sector. Along with this, highest number of employees has said yes that it feels more positive
when company can make use of strategic Human resource. Along with this, it has been
identifying that 10% of the worker has selected maybe because it feels that having SHRM
strategy can be good and bad for the company. Along with this, 5% of the people said that it has
face negative impact on their performance due to SHRM strategies. However, it can be
concluded on the graph that company was successful in developing the positive environment
within the culture through motivating them and to give them the opportunity to enhance their
career. Along with this, company has been through strategy has been giving perks like monetary
incentives to their worker so that it can improve their overall performance and feel motivated to
join company. In addition to this, it can have depicted through graph that few workers are
feeling negative as they have not been given more attention by the company. However some of
them was feeling bit normal as they have not seen any change in their performance.
Q.7. What technology has been used by Saga group during implementation of employee
performance?
Particulars requencyF %

Automated time tracking 10 33%
Remote employee on boarding 5 17%
HR tech tool 15 50%
Total 30 100
Figure 7 Technology used by Saga group
Interpretation
The above bar graph show details regarding the technology that has been used by Saga group
during implementation of employee’s strategies. Along with this, it can be stated that 50% of the
worker has adopted for HR tech tools as it helps in knowing the real performance of the
employees. Moreover, took like KPI allow HR to analyse the performance of the worker while
working so to identify their loop holes and to give them the opportunity to improve their skills
and to teach them ways to deal with challenges. In addition to this, employees have also opted
for automated time tracking tool that has been used by company to analyse the working
productivity. It can be concluded that company track the time so that their worker can know
about the time limit and how it need to work in order to increase their overall growth and manage
the time. Along with this, only 5% of the employees has adopted for remote employee on
boarding as most of the workers do not like to work from home facilities as decrease their
performance level. Least employee selected remote working as their productivity time differs so

it might require flexibility in the strategies. Thus from the graph it can be stated that Saga group
do make use of the technology in order to make their HRM tactic appropriate.
Q. 8. Do you think SHRM strategies are related with employee performance?
Particulars requencyF %
Yes 15 50%
No 10 33%
Don’t known 5 17%
Total 30 100
Figure 8 SHRM Strategies
Interpretation
The above mentioned bar graph depict about the strategies related to employee performance.
Along with this, it can be concluded from the graph that majority of the worker has said yes as
they have taken advantage of training and development programme and due to that it was able to
fulfil their gap skill and deal with the challenges of business. Moreover, it has been stated that
33% of the worker has said no because it was not able to work properly as their issues has not
been solved by the HR. However, only 5% of the worker has said don’t known because it has
seen no impact on their performance even after making use of different strategies. In addition to
this, it can be said that all SHRM strategies has been related with employee performance. Along

with this, it can be stated that company strategy has been related to productivity of the employees
such as training that allow the employees to deal with the challenges and to enhance their
knowledge regarding the business. Although company make use of technology that helps
employees to track their time limit and to analysis their performance level.
Theme 3: To assess the relationship between Strategic Human Resource Management and
employee performance engaged in IT sector.
Q.9. What kind of relation does Saga HR have with their employees?
Particulars requencyF %
Good 15 50%
Better 10 33%
Worst 5 17%
Total 30 100
Figure 9 Relation between SHRM strategies and employee performance
Interpretation
The above bar graph has stated about the relation between SHRM and employee performance.
Along with this, majority of the employees opted for good as company do work in their favour
such as conducting educational and training programme so that it can learn about new skills or
improve them. So it can be said that with help of good training approach employees are to work

more effectively and efficiently. Moreover, it has been depicted from the graph that only 10% of
the worker has opted for better as they have faced negative and positive impact of the strategy.
Along with this, some of the disadvantage is that there has been lack of commitment of the
senior team can lead to low productivity of the employees. It has been depicted from the graph
that
Q.10. How positive impact does HR strategies have on your work life performance?
Particulars requencyF %
Not at all 5 17%
Slightly 10 33%
Very much 15 50%
Total 30 100
Figure 10 Impact HR strategies and employee performance
Interpretation
From the above report it can be depicted that HR strategies have positive impact on the
performance of employees such as 50% of employees has said yes that it faced good impact on
their productivity. Along with this, 33% of the worker has said that it feels both positive and
negative impact with the help of the strategies. In addition to this, only 17% of the person was
not at all interested in the strategies as none of their problem was solved.

Q.11. Are you satisfied with SHRM strategies used by the company in order to build employees
performance?
Particulars requencyF %
Satisfied 10 33%
Highly satisfied 5 17%
Dissatisfied 10 33%
Highly dissatisfied 5 17%
Total 30 100
Figure 11 SHRM strategies used by company
Interpretation
From the above report it has been depicted that majority of the employees were highly satisfied
with the strategies of the organization and it has helped them in enhancing their performance in
effective manner. 17% of the people were dissatisfied as they were working from remote area
and it do not feel satisfied.
Summary

The study was to understand the primary concept of the workplace transformation with the help
of innovative tools and techniques. Along with this, the report has summarized the role of
technology in enhancing the work area. It has been identifying that majority of the worker agreed
that their performance has been improved due to help of SHRM strategies and they feel more
connected to the company. However, company still has to work in order to improve the tactic so
that better outcomes can be find out.
Conclusion
The present aspect of the research has concluded on the various aspects likes evaluation and
analysis of different data that were collected from the data analysis section by the researcher.
Through this chapter primary data has been obtained and valid information has been used to
reach the desired goal and creditable conclusion.
CHAPTER 5: DISCUSSION AND CONCLUSION
Introductio
The chapter is intended to present the findings of the research which was carried out to articulate
deeper understanding on the relationship between strategic human resource management and
employee performance. With this respect this chapter has presented the findings. Earlier the
process of finding out the outcomes was carried out so here the results got compared with the
undertaken literature review. At the same time some judgements were also presented in order to
revert the best form of suggestions to resolve the issues pointed out. At the same time, along
with judgements proper supporting views were presented.
This chapter contains all these aspects where the findings are being discussed to the fullest
extent. At the same time the findings were also scrutinized in order to made them more
receptive. As it has been seen that the modern organizations are more likely to ensure their
longer vision. This chapter discusses the outcomes turned out from the previous chapter in
attempt to make them more reflective in nature.
Findings and discussion of results
From the data analysis it has been analysed that strategic human resources are one of the
most important factor in the organization that helps firm in dealing with the challenges and
overcoming employee’s issues. Along with this, it can be concluded that majority of the workers
of Saga group has been aware with the concept of human resources management as it has helped

them in dealing with the business issues. Moreover, form the data analysis it can be stated that
company need to make their employees known about this concept so that it can get more familiar
with culture of the organization and able to come up with their problems. However, the role of
Human resource is to look after the employees and fulfil their needs and wants. It can be said
that strategic HRM helps company in developing tactics that will contribute in their success.
Thus, it will benefit company to implement new strategies as most of the workers were aware
about the concept of SHRM (Stahl and et.al., 2020). Moreover, it has been analysed from the
data analysis that HR executives are aware with the concept of business needs and strategies. It
can be concluded that if HR executives has idea regarding SHRM then it will be able to make the
right strategy that will overcome the problem of company as well as employees.
The results above are showing that the usefulness or impact of strategic human resource
management is quite higher. It offers a wide range of benefits to the employees and hike their
ability to revert best outcomes to the organization. As it has been also discussed in the literature
review that the role of SHRM is quite comprehensive. It not only discusses the lucrative aspects
of an organization but pays attention to the longer vision and how an organization can revert
hyper performance and can make its employee to work on their merit.
At the same time, the literature review also presented deeper insights such as SHRM and
employee performance, how it is helpful in eradication of malpractices which lead to lower
productivity. The findings were compared with literature reviews and it was seen that the role of
strategic human resource management is vital. Since it not only contemplates on longer
perspective but also assist an organization to be highly productive in longer run and confront the
prevailing competition. Various literatures have justified that the organizations are facing severe
issues with respect to their sustainability in the market specifically in IT sector due to lack of
strategic HR practises it can be substantiated with the outcomes where it has been seen that
SHRM is behind higher performance of employees.
Moreover, HR role is to look after the welfare of the employees and to develop strategies
in order to improve their productivity. However, it can be said that SAGA group need to aware
about the concept of HRM to their employees more as compare to HR. The term strategic HRM
is part of human resources which specifically aims at developing the strategies for the company.
It has been analysed form the data analysis that Saga group prioritize Human resource
management so that it keeps their employees satisfied. It has been found that company launch

programmes like holidays and training programmes so that it can increases their personal
development and contribute in the success of firm. Moreover, in the data analysis question
related to HR properties has been asked which states that training and development has been
selected by most of the employees because it helps them in upscaling their skills and developing
their career growth. It has been identified that some of employees wan their company to focus on
the function of organization (Ren, Jiang and Tang, 2022). As some of the functional areas likes
sales has not been focused and due to that there are some loosed faced by the organization.
However, some worker said that training helps in motivating them to work hard and stay in the
company for longer duration. In addition to this, one of the drawback of Saga group is that they
are not making use computer based HRM strategies and due to their data analysis of the
company growth is hard to identify. Nowadays it is very common to make use of the technology
as it allows firm to maintain flow of information within organization and allow HR managers to
identify drawback in their strategies.
Technology will also allow to maintain communication with the employees working from
the remote area. Thus, Saga group need to make use of the advance technology in order to
increase their performance. From the data analysis section, it can be identified that opting right
strategy is necessary for the company in order to build the performance of the employees.
Because motivated worker can contribute in increasing the sales of the company and maintain
their brand name. Along with this, this question has been asked from the employees of Saga
group and it has selected training because it is one of the quickest way to enhance the ability.
Moreover, this strategy is one of the most common which is used in SHRM as it is time effective
in nature and the output are positive compares to other (Butterick and Charlwood, 2021).
However, increased in job satisfaction is also very important as it allow the employees to stay
longer in the company and work for them. It is one of the loopholes for Saga group because if
employees are not satisfying it will tend to leave the company. Hence excessive employee
turnover rate in future can decrease the brand name of Saga group and it may also loose potential
customer. In addition to this, company should make use of talent management need to be focused
by the Saga group in order to hire talented employees so that it can contribute in the success of
firm. Moreover, the reason behind Saga not making use of the talent management because there
are some work conflicts as company at time of workload relay on temporary worker. However,
for the permanent employees there is need of keeping them motivated so that it focusses on long

term goals of the company. However, if business relies on workers who will not be working
around for longer duration so it will be considered a waste of efforts. Thus, Saga group need to
improve the recruitment process so that it can hire only people that ate talented or can work in
good way (Macke and Genari, 2019). In addition to this, it has been said by majority of the
employees have positive impact on the IT sector. Along with this, it has been analysed that
training is one of the most effective way of increasing the performance of IT sector as
technology keeps on changing day by day and due to that employees need to be aware about the
new system. However, IT is also one of the major sector which allow company to maintain the
smooth flow of information and enhance the capabilities of organization in effective manner.
In the data analysis question related to straggles and its impact on IT performance has been asked
and the outcome were positive. If proper training is given, then IT sector can know about the
current upgradation in the application and give innovative ideas to promote company goods and
services.
Summary of the chapter
From the chapter above it can be summarized that the chapter above has presented the outcomes
which were deciphered form the undertaken research process. In this chapter it was synthesised
that how strategic human resource management and employee performance. This chapter has
presented a great comparison among the findings presented in above chapter. The main aim of
the segment was to revert best set of understanding pertaining to the research study that how
SHRM was impacting employee performance in order to make them inclined to surge
organizational efforts. At the same time this chapter had also concluded the outcomes and
findings of previous chapter. Where it was seen that the prominence of strategic human resource
management is great when it comes to employee performance. The entire discussion was aligned
with the literature review.
CONCLUSIONS
It has been concluded that strategic human resource management help for providing
framework linking people management and develop practices for long term process business
goals. Then it is related to focus more on solving issue and with the help of strategic human
resource planning it has been analysed that it is help for providing the strong business by ensure
about the common goals in order to complete long term process. In the present dissertation there
are five chapters in which first chapter is related to introduction in which all the important

aspects are involved such as Aims and objectives, background and introduction of all the
chapters in which all the important aspects. On the basis of aims and objectives researcher has
followed the proper formats of doing the research by completing the objectives of the study. In
the background of the study it will include the information related to the company such as SAGA
group UK. It has been analysed that present research will provide the diversified insurance
company as well as it deal with IT sector as well.
In addition to this with the help of literature review it has been analysed that it provide the
deep understanding of the chapter. Literature review has the agreement and disagreement in the
literature review for the further research in order to focus on significance and emphasize.
Thematic approach used for the literature review by following all the themes in order to
segregate the content effectively. Also, in the first theme it has been analysed that it is necessary
to uses the strategic human resource management which are helps for maintain the organization
as well as it is defined different types of model which are help for provide the concept of
strategic humans resource management. It played important role in order to focus more on time
management the human resource effectively. With the help of this process it provides the
information for select the right hiring in order to provide additional benefit to employees. Also,
in second theme it has been analysed that there are different types of strategic are used which
help for beneficial for the organization such as SHRM help to increase the productivity and
employees are ready to face challenges which is necessary for completing effectively.
In the literature review it can be said it help for deep understanding of the topic as well as
with the help of theoretical framework it has been analysed that it is necessary for more focus
more on employee salary, promotion and other activity which help for build the organization
capabilities. Further, also find the problem gap with the help of literature review such as in the
previous research it has been analysed that there were managers were selected in the previous
research that is why scholar has elect employees of The saga group UK in order to conduct
research. Also, it will be better than previous research so that it will be help other scholar as well
as professor for better understanding.
It can be concluded from data analysis section that employee’s performance of Saga group
is excellent but still company has to work on certain sector in order to keep their employees
motivated. Along with this, it has been found that majority of employees and HR executives
were regarding the concept of SHRM which has made easier for company to implement the

strategies for employee’s performance. Moreover, it has been seen that some of the drawbacks
for the company is that it does not make use of talent management while recruiting the people
and due to that culture of company has been deteriorating. In addition to this, organization need
to work on it and selected candidates so that it can feel motivated to work hard and contribute in
the success of company. Furthermore, it has been summarized that company do not make use of
computerized system for HR due to that some of the loop holes in the strategy is not able to find
out. Nowadays it is necessary to make use of technology in order to survive in the competitive
environment. Thus, it is necessary for SAGA group to make use of the right tools and technology
so that it can enhance their SHRM strategies and work more properly.
In addition to this, it has been analysed form the data analysis chapter that there has been
positive impact of strategy on the employee’s performance as it has been providing with training
programmes. In the training it has been provided with session of career development and
upscaling their skills so that it can contribute in success of firm. The impact of IT performance
was also good as they are able to learn about the effective use of tools in the training programme.
Moreover, most of the workers were satisfied with the strategies of the company as it was able to
work more properly with the help of new tactics. In addition to this, it has been depicted that
making use of technology in SHRM is also very effective as it helps in keeping in details
regarding the performance of the employees. Moreover, if company make use performance
management tool it can make used for identifying their weakness and strengthen while working.
It has been concluded that SHRM is related with employee performance as the role of Human
resources is to look after the welfare of the workers. However, strategies should be linked with
job satisfaction so that workers are can feel more motivated and stay longer in the company.
Along with this, if the need of workers is fulfilled then it will feel more attentive and give
positive outcomes. Thus, HR should satisfy the demands of worker as they are the key source of
organization. It has been depicted that most of the workers of Saga group has seen the positive
impact of SHRM strategies on their performance. Such as due to training they were able to learn
about making use of new technology which contributed in making their work more authentic.
Thus, from the above file it can be concluded that there is relation between SHRM and
performance of employees.

Recommendations
 It has been recommended that there are different types of practices are need to provide
such as security to employees that is necessary for strategic human resource management
which is important aspects as well as it help for enables the employee ins order to
provide to the family in essence of both formal contract which are related to labour for
money then in the informal contract it is related to taking care by putting extra efforts.
With the help of employment security it helps for long term growth as well employees
are help their families to follow the concept of security by underpins almost everything
human resource (Gile, Buljac-Samardzic and Klundert, 2018).
 It has been suggested that in order to follow the positive impact it is necessary to follow
the process of selective hiring in orders hiring rights people as well as it is necessary for
hire those who are fit for the organization. This is also reflects the legal requirement s in
order to internal diversity goals and it is help for more diverse workforce which help to
reflect best by providing beneficial for consumer behaviour in IT sector (Boon, Lepak
and Boselie, 2018). On the basis of present research it has been analysed that there are
different types of recruitment tools which can be used for right selection as well as it help
for selecting by track recruitment metrics. There are different types of test are necessary
to conduct such as peer assessment work tests, on the basis of three categories such as
ability of the candidate in order to identify ons the basis of analysing the right soft and
hard skill. Then, trainability are necessary for improving skill which are help for
developing and learn the objective. Also, last category is commitment in order focusing
on productivity of organization.
 Fair and performance based competition is related to the best practice on the basis of
compensation and benefits to hire right people (Emeagwal and Ogbonmwan, 2018). Also,
this is the example compensate above average that help for adding the value by retain and
pay them fairly. Also, in this process there are selective hiring, employment security,
contingent compensation etc. this is also discouraged bad employees to leave the
organization and it is beneficial for consistently hiring world-class performers that is
related to average compensation.
 It is also recommended that it is necessary for providing training for relevant skill as well
as for this process it is necessary to invest heavily in training and budget for employees.

After recruiting the employees it is necessary for provide them training which is help for
technology development exponentially (Adiguzel, Ozcinar and Karadal, 2020). Learning
is essential part of the business to grow effectively on the basis of specific skills. On job
training is help for providing the necessary information which is helpful for increasing
the role of feedback, coaching and peer learning by providing them aspect of challenging
assignment. This is also necessary for the next generation of worker by following the
opportunity for growing the profession that is higher level of employees turnover.
CHAPTER 6: PERSONAL DEVELOPMENT, REFLECTION, AND
ACTION PLAN
Introduction
In this chapter reflection on the skills and development will be described through Gibbs Model.
It is known as one of the most famous cyclical model of reflection that is consist of 6 stage that
define the experiences like description, feelings, evaluation, analysis, conclusion and action plan.
This framework is one of the best way to work through an experience and to meet the future
goal. In this chapter reflection related to dissertation will be described and on the basis of that
SMART objectives will be set.
Reflective discussion of learning experience writing dissertation
Description: Throughout the research I have gain knowledge regarding the strategic human
resource and its role within the organization. Along with this, I have learned that it is one of the
most important part of the company as it looks after the employees and make strategies related to
it. Moreover, during the research I have gain knowledge about various ways to enhance the
overall growth of the employees in better ways.
Feeling: During completing the research I was feeling bit nervous while searching the topic as I
do not want to increase the scope of the topic rather wanted to focus on the specific elements.
Moreover, I was feeling happy while writing the literature review as it was of my interest and it
has increased by knowledge through viewpoints of various author (Csathó and Birkás, 2018).
Along with this, I was bit confused during the data analysis chapter as collecting data was hectic
and I am poor in using excel efficiently.
Evaluation: During the research I have evaluated that my learning skills are good as I was able
to cover the research quickly and grasp the knowledge regarding the topic. Along with this, my

research skill need to be improved a little because I was searching the matter from one website
only and due to that I was not able to cover some of the specific topic related to HRM.
Analysis: Throughout the project I have analysed that there is various aspect of SHRM and one
of its crucial part is to improve the performance of employees. Moreover, there are various
strategies such as increasing the incentives and appraising their hard work (Schwaba and et.al.,
2022). Along with this, I have also analysed that if SHRM strategies are not used properly then
company can suffer loss as employee turnover will increase.
Conclusion: It can be concluded throughout the research that I have learned about the aspect of
SHRM and its role in the company which help organization in achieving the desired goals in
effective form. Along with this, I have also improved my learning and writing skills while doing
the dissertation.
Action Plan: For dealing with my weakness in vocabulary I will be joining the English learning
programme so that I can make use right words and present the manner in appropriate way. Along
with this, for improving my research skill I will be making use of two three sites at a time so that
authentic data can be find out (Patzelt and et.al.,2018). However, dissertation writing will help in
improving my academic career as I can join the content writing field and research analysist.
Thus, this skill will not only improve my personal life but also enhance my career development.
SWOT based on reflection
Strength: One of my major strength is I am very determining towards my work and try to
complete that in set time limit and in effective manner. Along with this, my communication skill
is also very good and with help of that I am able to present my thoughts and idea to others.
Moreover, I am very disciplined while working and I don’t like delay my task and create a bunch
out of it.
Weakness: My weakness is that I easily get distracted and my mind flickers a lot so while
writing sometime I miss important sentence and due to that there is delay in task. Along with
this, I have also analysed that me inter personal skills are not good because of that I am not able
to maintain healthy relation with peers. This may create hindrance in career growth.
Opportunity: I have great advantage of joining the research programme as it will contribute in
finding job and improving the academic skills (Slobodskaya, 2021). Along with this, I can also
join research group so that I can publish my research paper. Moreover, publishing the appear
will help in building my network that contribute in future career growth.

Threat: One of the major threat is high competition in the research filed and due to that I need
rethink my strategies and to improve the quality of the work. Along with this, lack of finance is
also a threat because in most of the sites I have to pay money in order to publish my paper.
SMART objectives based on SWOT for future development
SMART:
Specific
 To join good university programme in order to complete master.
 To go to writing and reading centre for improving the academic skills.
 To create a monthly assignment calendar to plan to meet due dates for all courses.
 To take feedback from the tutor in order to meet the weakness.
Measurable
 To publish the research paper within the end of semester.
 To complete the course of legal research in 2 months.
 To achieve A grading in each course.
Achievable
 To create weekly time table for completing the course on time.
 To join as freelancer in content writing job.
 To allocate enough time each week for studying each course.
Relevant
 To reach my full potential as student.
 Getting good grade and job offer is top priority.
Time bound:
 For the next measure exam I will be scoring A grade in my course.

Action Plan to achieve SMART objectives
Skills/ Activities Resources Strategies Time
To build research
skill
Computer, internet To join academic
content writing job
2 months
Enhance problem
solving skills
Computer To solve rezoning
questions
15 days
To publish research
paper
Online website,
laptop
To join course of
research analyst
1 month
To find appropriate
job
Internet To create networking
and applying for job
online
1 month
To build time
management skill
Personal
development plan
To make use of
schedule book
15 days.
1

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example. Human Resource Management, 60(1), pp.89-118.
2

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3

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organizational resilience. Journal of Management Development.
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4

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5

6

APPENDIX 1
Glossary-
Words Meaning
Strategic Human
Resource
Management
The process of managing human resource contemplating on longer
vision of the organization.
Stakeholders All the participants who share their interests in organizational
performance.
Transactional
leadership
Form of leadership style which believes in positive transactions in
organizational performance.
Data collection It is the process which is imparted by an organization to collect
relevant data to carry out research.
Productivity It is relationship between input and output of certain efforts.
Morality The ethical principles an organization follows in order to carry out
its business performance with more accurate course of events.
consideration Consideration can be articulated as something for something.
Hypotheses A preconceived notion which is tested in research in order to
reflect better understanding.
Data interpretation It is the process of interpreting the collected data in attempt to
make it receptive to its users.
Employee morale It is a phycological state of mind which drives a person to achieve
its apex form.
7

APPENDIX 2
Questionnaire
Demographic
Q.1. Age
Q.2. Gender
 Male
 Female
Q.1. Are you aware with the concept of strategic human resource management?
 Yes
 No
 Don’t known.
Q.2. Does your HR executives are aware with the business needs and strategies?
 Fully Agree
 Agree
 Disagree
 Fully Disagree
Q.3. Does Strategic human resource management is strategic priority of The Saga Group UK?
 Yes
 No
Q.4. What are the main priorities of Saga Group related to HRM priorities for the upcoming
years?
 Computer based system for HRM
 Focusing on the function of company
 Training given to employees.
Q.5. What are the strategies have been used by Saga related to HRM and to build employee
performance?
 Increase in jobComputer based system for HRM
 Focusing on the function of company
 Training given to employees. satisfaction
 Training and development
 Talent Management
8

Q.6. Do you think there has been positive impact of implementing this strategy in IT sector?
 Yes
 No
 Maybe
Q.7. What technology has been used by Saga group during implementation of employee
performance?
 Automated time tracking
 Remote employee on boarding
 HR tech tool
Q. 8. Do you think SHRM strategies are related with employee performance?
 Yes
 No
 Don’t known
Q.9. What kind of relation does Saga HR have with their employees?
 Good
 Better
 Worst
Q.10. How positive impact does HR strategies have on your work life performance?
 Not at all
 Slightly
 Very much
Q.11. Are you satisfied with SHRM strategies used by the company in order to build employees
performance?
 Satisfied
 Highly satisfied
 Dissatisfied
 Highly dissatisfied
Q.12. what strategies will you recommend company in order to meet the challenges?
9

10