Strategic HRM Report: Strategic HRM and Organizational Impact

This report provides an analysis of strategic human resource management (HRM) within the context of Morrisons. It begins with an introduction to HRM and strategic HRM, emphasizing the importance of employee engagement and competitiveness. The report then evaluates a range of strategic organizational HRM interventions, including recruitment and selection, rewards, human resource development, performance management, and employee wellness. It further analyzes the application of strategic HRM models, theories, and approaches in practice, such as staffing, training, compensations and rewards, labour relations, strategic fit, high performance management, high commitment management, and high involvement management. Finally, the report evaluates the impact that a strategic approach to people management can have in contemporary organizations, focusing on talent management, learning abilities, and superior-subordinate relationships, and how these impact overall organizational performance and success.

Strategic HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK ...........................................................................................................................................1
2. Evaluate a range of strategic organisational HRM interventions.......................................1
3. Analyse the application of strategic HRM models, theories and approaches in practice...3
4. Evaluate the impact that a strategic approach to people management can have in
contemporary organisations....................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
.........................................................................................................................................................8

INTRODUCTION
Human resource management is a functional unit of the organization that focuses on the
recruitment and selection of employees. It is the responsibility of the manager to motivate their
workers through rewards and incentives so that their performance level can be increased.
Strategic human resource management is the practice that is performed by the firm in order to
retaining their staff members (Daley, 2012). Along with this, HR manager interact with other
departments of the enterprise so that strategies can be formulated as per their objectives. The
present report is based on Morrisons which perform their operations in United Kingdom. Below
mentioned report explains the strategies that are used by the companies in order to improve the
employee engagement and competitiveness. It also focused on the models and theories that are
used by the manager of the firm.
TASK
2. Evaluate a range of strategic organisational HRM interventions
Every organization perform their operations in the business environment so that they can
identify the opportunities in order to get the success in the market. They offer quality products to
their customers so that their level of satisfaction can be increased. For this, the manager of
Morrisons has to conduct a survey in the market so that they can identify the need and desires of
their consumers. On the other hand, the higher authority of the enterprise have to focus on their
employees in order to fulfil the demands of their service users. For this, manager has to use some
techniques so that motivation level of their staff members is get improved. Strategic human
resource management is used to link the overall objectives of the firm with the planning of the
HR department (Darwish, 2013). There are some of the strategic organizational human resource
management interventions that are used to create the employment engagement and competitive
advantage. Some of these interventions are:
Recruitment and selection: This is the role of HR manager to recruit and select right
employee for the organization who is suitable for job. So, in order to recruit a worker the firm
have to use a selection process in order to identify the candidate. Through this, a potential
candidate can be selected who help the enterprise in achieving their goals. Strategic HRM make
some strategies so that skilled workforce can be created in the company. Through this, they will
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be able to sustain their competitive advantage in the market than any other firm (What is
strategic human resource management?. 2017).
Rewards: This is the second intervention of the strategic human resource management
that help in increasing the motivation level among all the employees. Through some monetary
and non monetary rewards, the commitment and engagement of the worker towards the
companies goals can be enhanced. Along with this, some incentives and compensation should be
given to the staff members so that they feel satisfied while doing the work at the workplace.
Employee will work hard for the firm so that their overall objectives can be achieved.
Human resource development: This is an another function that should be performed by
the HR manager of Morrisons. Some of the activities and processes are used by the manager so
that all workers will be able to enhance their core competencies. When their knowledge, skills,
experience will be improved then they will be able to achieve their future goals. For this, training
and development programs should be conducted in the firm. Through such programs all staff
members will be able to update their skills (Wang, Lin and Chu, 2011). When skilled workforce
is created then the industry will be able to sustain their competitive advantage in the market than
any other market leaders.
Performance management: This is the role of strategic human resource management to
evaluate the performance of staff members so that overall effectiveness can be achieved
(Kaufman, 2015). In this, all members will be able to get the reviews from their superior in order
to improve their future performance. It is an ongoing process that is used by the manager to
identify the progress of an individual and their strengths. Through this process, the overall
performance of the workers can be improved.
Employee wellness and health: The HR manager has to conduct some of the health and
wellness programs in the firm so that morale of employees can be improved. Through this, the
overall performance of the staff members can be improved that will lead towards the low
absenteeism and low turnover. Through this employee engagement can be enhanced and they
will be able to accomplish their objectives in an efficient manner. Further, the overall
performance of Morrisons can be improved and they will be able to get success in the market
(Strategic Human Resource Management - A Tool to Achieve Organizational Goals. 2017).
Through all these interventions of human resource management the overall growth of the
organisation can be improved. Through these the motivation level, commitment, involvement,
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engagement of the employees can be improved. When satisfaction level of workers will get
improved then they will be able to perform well with their skills and knowledge. Through this
the high performance of the staff members, Morrisons will be able to achieve the
competitiveness at the marketplace.
3. Analyse the application of strategic HRM models, theories and approaches in practice
According to Marler (2012) strategic human resource management is used by the
organization so that their overall growth can be improved. They are using the planning of the
human resources and implement the strategy so that overall objectives of Morrisons can be
achieved. On the other hand, strategic HRM uses the functions of human resource functional unit
such as recruitment, selections, rewards, performance management and so on. As per the view
point of Rees and Smith (2014) companies are using some of the strategic models, theories and
approaches in order to improve their performance and attain the competitiveness in the market.
Schalk, Timmerman and Van den Heuvel (2013) says that there are some of the models that are
used by the manager such as: Staffing: The manager of Morrisons have to recruit the right candidate for their vacant
position in order to improve their performance. Along with this, a staffing program can
be conducted by the firm so that they will be able to get the effective and skilled staff
members. Through this, the manager will be able to retain their workers. Training: Training and development programs should be conducted in the business
organization so that all employees will be able to enhance their core competencies.
Through the improved skills and knowledge, all workers will be able to offer quality
services to their customers. Compensations and rewards: These are kind of tool and technique that is used by the
firm in order to improve the motivation level of all people who are working at the
workplace. Through these, a positive reinforcement can be created within the worker and
they will work hard so that overall objectives can be achieved. Along with this, staff
members will become more competitive that will lead towards the success.
 Labour relations: This model is used to improve the relations among all the employees
so that a positive work environment can be created within the firm. When there are good
relations among all the people then through this a smooth functioning can be ensured.
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As per the view point of Veld (2012) there are some theories and approaches that are
used by the manager of the organization so that their overall performance can be improved in an
efficient manner. Some of the theories such as Herzberg, two factor and Maslow are used in
order to increase the motivation level among all the staff members so that their performance
level can be improved. According to the view point of Bondarouk and Ruël (2013) some of the
approaches are used by the higher authority of enterprise such as strategic fit, high performance,
high commitment and high involvement. These are: Strategic fit: All the planning and objectives of human resource should be matched with
the overall objectives of the organization. When HR manager take any decision then they
have to make an appropriate plan so that overall growth can be improved. Vertical and
horizontal strategic fit should be used so that demands of the people can be fulfilled. High performance management: The performance of the workers should be managed in
Morrisons so that overall productivity can be enhanced, quality can be improved and that
will lead towards the higher customers satisfaction. The performance can be improved
through an effective recruitment, training and development program. High commitment management: The commitment level of the employees can be
improved through the high level of motivation in the firm. This can be improved through
the relationship among the employees and employers. If trust is get build between all they
employees then their commitment level is also increased and they will be able to achieve
their objectives. This can be achieved through core competencies of the workers.
 High involvement management: Morrisons have to consider their workers as a part of
their business then only their involvement level can be increased within the organization.
If their is proper communication between the higher authority and employees then their
satisfaction level can be improved. Along with this, the manager has to share their
mission and vision with the group members so that overall growth can be improved.
4. Evaluate the impact that a strategic approach to people management can have in contemporary
organisations
According to the view point of Sparrow (2013) human resources are an important asset of
the business organization so it is the responsibility of the manager to manage all the people of the
firm. Through this the overall performance of the enterprise can be improved and they will be
able to improve their position in the market. On the other hand, strategic human resource
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management is used by the firm so that overall objectives of the different functional units can be
achieved. Through these strategies the overall satisfaction among all the workers can be
improved and that will lead towards the success. It has been criticised by Marler (2012) that
some of the strategic approaches are used by the manager so that they can manage all the people
who are working in Morrisons. Talent management is a kind of approach that is used by the
higher authority and through this they will be able to retain the high performing and skilled
workers so that future goals can be achieved. This can be achieved through an effective training
and development programs. Along with this, manager can also provide some rewards and
incentives to their staff members so that absenteeism and turnover can be decreased. Through
this, overall satisfaction of the workers can be achieved.
As per the view point of Wang, Lin and Chu (2011) the manager of Morrisons has to
provide a work environment to their workers so that they will be able to improve their learning
abilities. Through this they will be able to enhance their core competencies such as skills,
knowledge, experience, attitude and beliefs. When these skills are get improve then they will be
able to provide services to their customers as per their need and demands. On the other hand,
they have to manage all the activities that are performed by their employees so that overall
performance can be improved. He has to communicate with their subordinates in order to build a
trust with them so that subordinate and superior relationship can be improved. It has been
criticised by the Bondarouk and Ruël (2013) that if communication gap is their between
employees and their higher authority then Morrisons will not be able to achieve their objectives
in an efficient manner. Along with these, he has check the performance of their staff members
and give them feedback so that they can perform better in future and all goals can be achieved.
Further, the satisfaction level can also be increased so that they will be able to achieve their
targets.
Sheehan and Cooper (2011) says that, on timely basis health and wellness programs
should be conducted in the enterprise so that all workers will be able to get the peaceful
environment. If a positive work environment is created then employees feel comfortable while
doing the work and through this their performance and growth can also be improved. On the
other hand, if negative environment is created then turnover and absenteeism is get increased
within the enterprise. Through this the overall performance will not improved. As per the view
point of Veld (2012) strong relationship should be their among all the staff members, between
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the worker and the manager. If relationship is get improved then communication gap is get
reduced and trust is get established so overall performance can be improved.
According to the view point of DuBois and Dubois (2012) human resources can be
managed through some strategies that are performed in the firm. When resources can be
managed then they will be able to perform well so that overall growth and position of the
enterprise can be improved. On the other hand, some of the functions are performed by the
manager such as recruitment, selection, planning, decision making, employee relations so that
Morrisons can improve their brand image at the global level. As per the view point of Li, Frenkel
and Sanders (2011) the firm have to focus on their stakeholders and perform such activities so
that their objectives can be accomplished.
CONCLUSION
From the above mentioned report it has been concluded that human resource management
is an essential functional unit of the business organization. They have to perform some of the
functions such as planning, organizing and controlling. On the other hand, strategic human
resource management is related to the HRM. Their main aim is to link the strategies of the
human resources to the organizations objectives. It is the responsibility of HR manager to
motivate their employees through some rewards and incentives so that their overall performance
can be improved. Further, Morrisons can use some of the models and approaches in order to
increase the employee engagement. They can also achieve the competitive advantage in the
market through the high performance of their employees.
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REFERENCES
Books and Journal
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