Strategic Human Resource Management: Framework & Performance BSc

This essay explores Strategic Human Resource Management (HRM) and its impact on organizational performance. It defines HRM and strategic HRM, highlighting the latter's role in addressing business challenges and achieving long-term objectives. The essay discusses various HRM strategies at corporate, business, and functional levels, emphasizing the use of tools like SWOT and PESTEL. It also examines the role of HR managers in aligning organizational goals, fostering a positive work culture, and implementing strategic training programs. The balanced scorecard is presented as a strategic management tool for tracking employee performance and translating organizational goals into measurable outcomes, considering financial, internal, customer, and learning/growth perspectives. The essay concludes that HRM is crucial for balancing employee needs with strategic objectives, ultimately enhancing organizational capabilities and performance.

ASSESSMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Presenting strategic human resource management....................................................................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource can be defined as group of people that work together for achieving the
organization goal. In simple words, it can be described as a department that control the charge of
the employee and address their solution. Whereas, human strategic management can be described
as management practice that help the organization in solving the problems that business is facing
due to rapid change in the external and internal environment of the business.
Moreover, it helps the organization in building the strategic plan that help in improving the
overall performance of the company in the competitive market.
The present report, is based on HRM strategic framework as well as how it helps the firm
in improving its overall performance. Lastly, it will also balance scoreboard strategic model.
MAIN BODY
Presenting strategic human resource management
The strategic human resource is approach that helps organization in addressing the
business challenges that contributes in achieving the long-term objectives. The main objective of
this framework that helps the organization in building the culture of organization with by
providing the company with innovative ideas so that benefit in gaining the competitive
advantage. Along, with this it also links between the resource management and overall business
strategy (Emeagwal and Ogbonmwan, 2018). Furthermore, it is very important for the company
as it helps in increasing the job satisfaction because HR role is to listen to the employee issues
and provide them with appropriate solution. Along, with this it also improves the work culture
of the organization by inducing the various activity that helps the employees to collaborate with
each other. It also boosts the productivity of the company by managing the resources of business
as well as motivating the employees to work hard.
Furthermore, the role of human strategic human resources is to make strategy for the
business that help the organization in identifying the external and internal environment threat.
There is various strategy that are used by the HR manager such as corporate, business and
functional level for enhancing the overall development of the firm. The corporate level strategy
is formulated by the top management in that manger discuss the requirement of overall budget as
well as new technology that will contribute in improving market position of the company in the
competitive market (Kendrick and et.al., 2017). In addition to this, the major problem that is
address is what kind of business that organization wants to deal in and deadline of achieving the

objectives. The company mainly decide about the innovation, productivity, performance
development of employees and social responsibility. The another strategy of human resource
management is known as business level strategy that aim at solving the issues that arise due to
internal and external threat as well as allow the firm in identifying the strength and the weakness
of the company. HR of the company generally use strategic tools such as SWOT and PESTEL
as it allows the organization solving the problems within and outside the company. Moreover,
these tools are very necessary for business as it helps firm in knowing their strength and work on
their weakness. Thus, it benefits the firm in reducing their competition in the market by
providing it fruitful strategies that contributes in achieving the ends goals of the company in the
limited frame of time. Thirdly, it provides the organization with functional level strategy that
aims at maintaining the smooth function within the department of the company by reducing
their personnel conflicts (Yusliza and et.al., 2019). Furthermore, there are various function
within the department such as sales, manufacturing, finance and Human resources that
contributes in growth of the business. Along with this, the role of this strategy is to identify the
basic course of the action that every department has to accomplish so that there is no hindrance
while accomplishing organizational goals. In addition to this, while implementing this strategy
the manger has to keep in mind that function of the department is interrelated. Thus, the change
in any one department can affect the growth of other department so this strategy cannot be
applied on particular department.
Moreover, the role of HR manager in strategic management is to align the goals of
organization with each department and employee’s personnel objectives. As it will increase their
moral to work hard that will directly benefit the organization to sustain in the external business
environment. Along, with this the other role of the environment is to identify the culture of the
organization that will help in knowing the reasons of increasing competition in the environment
(Boxall., 201). The another role of HRM is to make strategic planning that consist of training and
implementing that helps the organization in accomplishing the ends goals. This planning helps
the company in identifying its position in the competitive market as well as it provides the firm
with the direction to improve or enhance their position. In most of the department this strategy
is planned with senior manager, stakeholder and employees so that every can share their ideas for
enhancing the business. Whereas, in some department only senior management make their own
decision. For formulating successful strategic plan HR should have clear vision of the company

and maintain a transparency among the employees so that there is no confusion regarding the
main objective of the firm.
Along with this, the another role of HRM is strategic training in this process proper training is
provided to the employees in order to improve their skills and enhance their knowledge so that it
can contribute in success of the company (Malik, Froese and Sharma., 2020). Thus, effective
training helps the employee to satisfy the customer by providing them with great quality of
services that result in creating positive impact on the organization brand image.
Balance score card is a strategic management tool that is used by the manager in order to
keep the track of the employee performance while conducting the task. Along with this, it is also
used for checking the execution of the activities that are done by the staff as well as monitor and
the threat arising out of it. Moreover, the aim of this tool is to translate the organization goal into
organizational performance by taking the appropriate measure and necessary changes so that
company reach their objective easily (Son and et.al., 2020.). It also aims at tracking the financial
status of the firm so to know the requirement of the budget in while conducting the plans.
Beside this the financial result helps the organization in knowing profit and loss if the firm while
using these strategies. Thus, it allows the company in knowing whether the strategy that are been
applied by the firm is profitable or not.
Furthermore, balance score card has four perspectives for examine the performance such
as firstly, financial analysis helps in identifying the income from the statement as well as return
on the investment. Secondly, internal analysis that helps the organization in knowing the
strength and weakness of firm. So in order to improve this tool make use of other approaches
such as SWOT that give detail knowledge of the firm performance. Thirdly, it also helps the
organization in knowing the customer analysis that benefit the company in the amount of
investment needed for attracting more and more audience that contributes in increasing the
overall revenue (Balance score card., 2021). Lastly, it helps the organization in knowing the
learning and growth perspective of the employee with help of informative tool that contributes in
identifying the satisfaction and retention rate of the subordinates. Because, employees are the
key people that result in the growth of the company in the competitive market. The main reason
the firm use this approach because it allows the organization to bring all the important factors
such as finance and customer that contributes in gaining the competitive advantage. In addition,
to this it also benefits the company in identifying the operational metrics that helps manager in

knowing the best factor that helps in improving the overall performance in the competitive
market.
HRM strategy plays a key role in improving the performance providing great quality
services at the work. Such as it helps in boosting the moral of the employees and also by making
the various strategical function so that organization is able to cope up with the threats and
conflicts. The fist role of HRM is to select the right candidates for the company as the skill
employees benefit the organization in solving the complex problem as well as contribute in
satisfying the customer by serving them great quality of services (Boxall, 2018). Moreover, it
also manages the diversity in the team management by introducing the activities that allow the
team member to collaborate with each other. Thus, a great team help the company in
accomplishing objective efficiently as well as improve the working environment. Hence by
selecting right candidates with high skills and knowledge contribute in setting up the
performance.
Along, with this the another role of HRM is to make the appropriate strategies by
applying various theories and model for aligning the company and employee’s goals. It also
making training and development programme for the employees so to uplift their skills as it will
contribute enhancing the productivity of the subordinates that result in building the productivity
of the organization. Furthermore, it helps the business in managing the conflicts that arise among
the employees or due to high competition in the market. For solving such issues, it makes
various strategies for overcoming the problem and encourage the subordinate for maintain the
healthy environment writhing the firm (Wickramasingh and Wickramasinghe, 2020). Along with
this, it also develops succession plan for the organization such as it measures, monitor the growth
plan of the employees that allows HR to know the strength and weakness of the firm. Moreover,
it also uses strategic tool and advance technology for improving the company growth. It also
helps the firm in using the innovative technology such as digital marketing that has been used for
enhancing the revenue of the firm and also helps in increasing the brand reputation (Abdullah
and et.al.,2020.). Beside, this it also helps in building the customer relation with the company
with the help of developing consumer oriented attitude as well as by attractive marketing
strategy.

CONCLUSION
From the above report it has been conclude HRM is an important factor for running the
business as it helps organization in keeping the balance between the employees as well as make
competitive strategy. That contributes in increasing the overall performance of the firm in the
external and internal environment. From the present study it has been summarized that balance
score card keep the record of the four elements such as finance, customer analysis, internal
investigation of organization as well as examine the performance of the employees while
conducting the task. Moreover, the report has also depicted that this tool helps firm in
accomplishing the objective without any hindrance. Lastly, the study has thrown light on HRM
strategies roles that improve the organizational capabilities and performance.

REFERENCES
Books and journals
Abdullah, P. Y. and et.al.,2020. An hrm system for small and medium enterprises (sme) s based
on cloud computing technology. International Journal of Research-
GRANTHAALAYAH.8(8), pp.56-64.
Boxall, P., 2018. The development of strategic HRM: reflections on a 30-year journey. Labour &
Industry: a journal of the social and economic relations of work.28(1). pp.21-30.
Emeagwal, L. and Ogbonmwan, K. O., 2018. Mapping the perceived role of strategic human
resource management practices in sustainable competitive advantage. Academy of
Strategic Management Journal.17(2). pp.1-19.
Kendrick, M. I. and et.al., 2017. Role of strategic human resource management in crisis
management in Australian greenfield hospital sites: a crisis management theory
perspective. Australian Health Review.43(2). pp.157-164.
Malik, A., Froese, F. J. and Sharma, P., 2020. Role of HRM in knowledge integration: Towards a
conceptual framework. Journal of Business Research.109. pp.524-535.
Son, J. and et.al., 2020. Double-edged effect of talent management on organizational
performance: the moderating role of HRM investments. The international journal of
human resource management. 31(17). pp.2188-2216.
Wickramasinghe, V. and Wickramasinghe, G. L. D., 2020. Effects of HRM practices, lean
production practices and lean duration on performance. The International Journal of
Human Resource Management. 31(11). pp.1467-1512.
Yusliza, M. Y. and et.al., 2019. HR Line Manager’s Reflections on HRM Effectiveness through
HR Roles and Role Stressors. South East European Journal of Economics and
Business.14(1). pp.34-48.
Online
Balance score card., 2021. [Online]. Available through
<https://searchcio.techtarget.com/definition/balanced-scorecard-methodology>.
The Strategic Role of Human Resource Managers., 2021. [Online]. Available through
<https://www.managementstudyhq.com/role-of-hrm-in-strategic-management.html>.
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