Strategic Human Resource Management Report - HRM Module

This report provides a comprehensive analysis of Strategic Human Resource Management (SHRM), focusing on the John Lewis Partnership as a case study. It begins with an introduction to SHRM and its importance in achieving competitive advantage. Task 1 explores current trends influencing HR strategy, such as workforce diversity, employee expectations, changing skill requirements, mass customization, employee involvement, and technology. It also analyzes internal and external factors impacting HR strategy, including growth, culture, policies, government regulations, economic and social factors. Task 2 delves into relevant theories and concepts like flexible work arrangements, performance management, 360-degree appraisal, and e-recruitment. Task 3 examines change management models, specifically Lewin's and Kotter's, and how they support HR strategy implementation. Task 4 addresses the monitoring and measurement of HR outcomes, and the role of effective HR management in supporting sustainable performance and growth. The report concludes with a summary of the key findings and recommendations.

Strategic human
resource management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Key current trends and developments that influence an organisation's HR strategy:...........1
P2: Analysis of internal and external factors that influence HR strategy:...................................3
TASK 2............................................................................................................................................4
P3: Relevant theories and concepts relating to the growth and development of strategic HRM:
......................................................................................................................................................4
TASK 3............................................................................................................................................5
P4: How change management models support HR strategy in application to firm:....................5
TASK 4............................................................................................................................................7
P5: How HR outcomes can be monitored and measured to a specific organisational situation:.7
P6: How effective HR management and development can support sustainable performance and
growth to meet: ...........................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
Human resource management refers to approach that helps organisation to manage
effective people in a company that can help in to gain a competitive advantage. It determines for
maximizing employees performance, training, motivating and encourage them so that they can
performed well towards organisation target. Strategic human resource management refers to
strategies made by human resource team In order to achieve advance flexibility, innovation and
competitive advantage with organise or planned manner. It helps in HR techniques such as
recruitment & selection, training, development,motivation and compensation. The company
which is selected for this report is John lewis partnership (Shen and Benson, 2016). It is a retail
base firm that operates department stores, supermarkets, food, accessories, banking and financial
services and other retailer activities. This firm was founded in 1864, headquarter located in
England, UK. This report covers topic such as current trends and developments that influence an
organisation's HR strategy, analysis of external and internal factors influence HR strategy and
practices, theories and concepts relating to the growth and development of strategic HRM. Apart
from this it also considers change model for HR strategies, HR outcomes monitored and
measured to a specific organisational situation and effective HR management and development
can support sustainable growth to meet organisational objective (Sanjeewani, 2016).
TASK 1
Key current trends and developments that influence an organisation's HR strategy:
Workforce diversity: Workforce diversity refers to differences among employees in
order to age, culture, religion, physical abilities or disabilities, gender and sexual orientation.
Diversity can influence the em,employees working methods in positive or negative manner.
Demand for equal pay, gender differences can influence the organisation performance. In context
to John lewis firm used this, To over come with this problem HR team of organisation diversify
employees on the basis of similarities so that they can encourage and motivate employees for
efficient work. In order to take diversity as gender and nationality, HRM must be aware of the
age differences that influence today's work force (Ramly and Syukur, 2017). HR team must
train heir different age of people to manage with each other or co-ordinate with each other.
Employees expectations: In current scenario workers are comes from different education
background, better educated, more demanding and with good communication or knowledge in
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this case their expectations are not meet. HR team must manage appropriate turnover through
employees planning, training and development with their compensation packages. Employees
wants their work according to their specialisation or interest so that they can done it with full of
enthusiasm.
Changing skills requirements: Recruitment and selection of skilled labour will help
firm to gain competitiveness, productivity and better quality for its services. Jobs are growing
day by day and organisations require more education and higher levels of language (Nieves and
Quintana, 2018). In John lewis, HR department will fulfill the employees skills deficiencies or
gaps. HR must train their old employees according to changing environment that can help in
better productivity.
Mass customization: HR concerning with mass customization, the relation of production
with customization. HR should customized the different groups of employees with different
employee arrangements on the basis of their needs or their contribution. In this HR should check
their employees needs and potential to manage and give them specific position.
Employee involvement: In today's era employees involvement is necessary for done task
in efficient manner. HR must accept to employee involvement concept their delegation, work
teams,employees training and empowering them. In context to John lewis, HR plays vital role in
employees involvement they need to be trained and encourage employees in order to achieve
specific goal. In organisation's task involvement of employees such as their advices, ideas and
view will encourage and motivates employees to done their work in efficient manner in order to
achieve organisations goal as well as own.
Technology: In current technological environment, it brought new eyes in the HRM in
order to advancement and progression. Technological system helps firm to handling its data as
soft copy or in software rather then having a full file shelf. In John lewis partners, HR concerned
with safety of data related to employees information, training planning and compensation of
them. Technology advancement made every work easy through different software, it will help
HR team to done their work easily and on time with effectiveness.
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Analysis of internal and external factors that influence HR strategy:
Internal factors: It refers to organisation's internal culture, structure, employees,
strategies, management team that can affect organisation directly or indirectly in positive or
negative manner.
 Level of growth: An impacts of internal environment impacts Human resource is the
firm's growth. Firm's projection and continuous growth requires its human resources
department to focus on recruitment and selection (Naznin and Hussain, 2016). More
profitable firm's focus on greater efforts on employees retention and improvement in
firm's culture through updating job descriptions and improving compensation for benefits
programs.
 Firm's culture and functions: these internal factors of the firm will impacts on HR
strategy. HR department of organisation inter connected with other functions such as
finance, marketing and production. Because in John lewis partners, HR makes strategies
for recruitment and staffing for overall organisation. For example, challenges in different
department will effects HR strategies for retain employees and train them.
 Internal policies and employee retention: Internal factors and policies are HR
activities. HR must aware about the employees training and their promotions when the
time comes. HR should measure and monitor the employees who are eligible to
retirement and ensure effective replacement or other staff should be trained in order to
understand other department knowledge.
External factors: These factors includes external environment such as political,
economic, legal , social, environmental and technological that can affects John lewis partners HR
strategies directly.
 Government regulations: labour laws and regulations are external factors that affecting
Human resource management. Regulations may affects the training, hiring and
compensating its workers against the company.
 Political factors: Political factors includes government stability or instability, tax rates,
policies etc. that can affects HR strategies in terms of compensation policies. Changes in
tax rates may affects the HR compensation strategy related to their employees (Navarro,
2019). HR planning, recruiting, employee relations and terminations that are regulated by
government provisions.
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 Economic factors: these factors includes interest rates, employment or unemployment
that can affects HR strategies related to recruitment of workers. Highly relevant
economic factors are suppliers, competitors, customers and globalisation. Globalisation
affects HR strategies to recruiting and train these employees in order to co-operate with
different culture and team members. Every country has different culture so it is
challenging to train and motivate employees with different culture. HR managers require
to play critical roles and create competitive benefits for their concern.
 Social and cultural factors: Society can includes the firm's employees, families, relative
and their friends also. A firm has to operate its activities according to public concerns to
satisfied their needs. HR managers should set their strategies in order to understand the
reliability of conducting business in a social and responsible manner (Logofătu, 2019).
The attitude of employees towards their wok are differ by their cultural background.
Some people are dedicated towards their work in order to achieve organisation's goal as
well as their own and some have a deep spiritlessness towards their work.
TASK 2
Relevant theories and concepts relating to the growth and development of strategic HRM:
Strategic human resource management refers to future objectives process of developing
and organising HR programs that refers and solve firm's problems and contribution to major
goals and objectives. Some theories and concepts that help HR programs to growth and
development of strategic human resource management. In context to John lewis partnership, The
theories and concept associated with strategic HR management concerned with operational
details, benefits and hiring. These theories help SHRM to fulfil its objectives in efficient manner.
Flexible work arrangements: It is knowns flexibility in times, it refers that environment
and schedule that normally constraints in traditional jobs. This arrangement apply for individuals
personal needs and allows them to sync their working hours with their personal works (Krausert,
2018). A flexible hour concept helps John lewis SHRM to empower organisations employees to
choose what time they begin to work and when they will finish their work. This will help them to
manage their work and personal life. It can reduced employees stress and they increase
productivity. This arrangement are allow employees to work as a variable schedule as complying
with 8 standard hour.
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performance management: It refers to monitoring and ensuring activities that the
organisations planned goals and objectives can meet with an efficient and effective manner. In
context to John lewis, performance management focus on organisations performance,
employees, processes in order to manage particular task or goal. It helps in setting individual and
team goals which are connected with the strategic human resource management. It provides
effective employees retention, assign a mentor and helps new employees to integrate with
people or task in the organisation by providing motivation and proper training.
540 degree appraisal: It refers to appraisal system which includes five levels self
appraisal , superior appraisal, peer appraisal, subordinate appraisal and customer appraisal. In
this system HR team of John lewis distribute questionnaire to each candidate from above five
and allows them to rating and comment on their personality type such as attitude, performance,
competences as a team member etc (Kianto, Sáenz and Aramburu, 2017). HR managers
combined all 5 areas feedbacks and the appraise process is finish. It helps organisation to
appraise its performance as well as employees performance. it also helps in training methods so
that employees can achieve higher customers satisfaction that leads to greater revenues and
identify which problem can solve out by traditional feedback method.
E- recruitment : It is also called as online recruitment, in this human resource
management team of John lewis use online websites for various process that are attraction,
selection and recruitment. It helps in SHRM to find larger number of potential employees that
can complete firms task in order to accomplish organisation's task or objectives.
TASK 3
How change management models support HR strategy in application to firm:
Change management is a term in which organisation has to prepare,support and help
individuals and team to make change in organisation. It is a tool to manage people to achieve the
required business outcome of John lewis partners (Hao, 2017). The firm is planning for change
and it use some models for change management that are Lewis's change management model and
Kotler's change management model which is describe below:
Lewis's change management model: It is one of the most popular and effective change
management model. It helps firm to better knowledge and understand organisational structured
for change. In context to John lewis, human resource team makes strategy for better performance
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and change in organisation. This model consists three main stages for change which are:
Unfreeze, change and refreeze.
Unfreeze: This is the first stage, in this stage employers must get prepare for change.
This is very crucial to enhance employees about change and communicate them why change is
necessary in organisation. The goal or objective involves in this stage is to overcome employees
towards change from enhance them as much as possible.
Change: After the freezing employees it is the stage for implementing change in the
organisation. In this process also crucial communication and effective employees leadership are
there. How can HR make strategies to make change and empower employees to better and
effective implementation of change planning (Shin and Konrad, 2017).
Refreeze: After the implementing change process, this stage concern with change is
accepted and employees can do their work on the basis of daily routine. This stage almost
convert as almost ever going. It ensures leaders that changes are adopted and used it after
achieving the objectives.
In summarized manner Lewis change model describes as in three stages that every
change management process go like this: pre-change, during change and post change.
Kotler's change management model: Kotler's change model is one of the popular and
effective method towards change in any organisation (Guest, 2017). In context to John lewis,
this firm used this model to implement change in its working ways and methods. This model
ensures organisation to implement change in effective manner so that employees can accept it
and working towards change. This method is used in organisation for its better performance
management and effective results (Yusoff and et.al., 2020). This model covers eight stages and
each of the eight stage is focuses on employees response to change. These eight stages involves
increase urgency, build the team, get the vision correct, communicate, get things moving, focus
on short term goals, incorporate change and don't give up.
 Increase urgency: This process is works towards to create an urgency related yo change
will best way to motivate and engage employees during the process. This firm motivates
employees and encourage them so that they can work effectively in entire process.
 Build the team: After the motivating employees, firm determines set of skills and
professionals for the team that will responsible for implement change within the
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organisation. HR of the firm appraise each employees and then select some of them for
making team for change management.
 Give the vision correct: It is about that employees should take vision in corrective way,
it is not just the strategy for HR but also creativity and emotions for employees.
 Communicate: Be transparent and regular communicate with the team members about
the change being implemented.
 Get things moving: Get support and moving breakages and collect feedback is the
process of change management (Demir, Wennberg and McKelvie 2017). HR team
monitors the performance and collect feedbacks from employees in order to apply
change management.
 Focus on short term goals: This step focuses on short term goal rather than long term.
Setting of short term goals and recognize small results during the whole process will
boost employees morale towards their work and performance so that they can achieve
their long term goal in efficient and effective manner.
 Incorporate change: To innovate and make change is a part of organisation's culture that
help employees to adjust and rewards for their new behaviour towards change.
 Don't give up: To apply change is not happen overnight, it is a long term process and
employees must connected with this while process of change management is going on,
doesn't matter how typical things are. employees must adopt the things and stay
connected with change management so that they can meet with specific long term goal.
TASK 4
How HR outcomes can be monitored and measured to a specific organisational situation:
The use of proper techniques and methods needs to be made in the different organizations
so that they are able to monitor the HR outcomes effectively and efficiently (Das, 2019).
Therefore the use of the following needs to be made in John Lewis Partnership-
 Right HR policies- The use of right HR policies can be made so that the organizations
are able to monitor their HR outcomes effectively and efficiently. Thus In the context of
John Lewis Partnership it is quite important hat HR policies are applied in the right
manner so that the goals and objectives can be attained.
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 Right HR methods- The use of right HR methods have to be made by the firms so that
they are able to ensure that the monitoring of the HR outcomes can be done effectively
and efficiently. Therefore in John Lewis Partnership it is essential that the right HR
methods are used for achieving the goals and objectives effectively and efficiently.
 Performance assessment- A regular performance assessment can be made by the
organizations so that they are able to ensure that are able to identify the way they can
achieve their goals and objectives (Cooke, Xiao and Chen, Y 2018). In the context of
John Lewis Partnership it is quite crucial that the appropriate HR methods can be used to
assess the overall level of performance of the workers working in the HR department.
 KPIs- The use of KPIs can be made in the organizations so that the performance metrics
can be effectively applied so that the overall level of performance can be enhanced. In
John Lewis Partnership it is important that in this way the overall performance can be
attained in the right manner by the HR department effectively and efficiently.
 Benchmarking- Benchmarking is a method of setting of appropriate standards.
Therefore in John Lewis Partnership it is quite crucial that the use of this technique can
be made so that it can be ensured that the organization is performing well up to the
standards which have been set.
 Balanced scorecard- The use of Balanced scorecard technique can be made in the firms
so that the overall assessment of the performance level of the workers can be made quite
effectively and efficiently (Chyhryn and et.al., 2019). Therefore In the context of John
Lewis Partnership it is very important that an overall review of the performance can be
made in the right manner in the company.
 Setting of standards- By setting appropriate standards for the purpose of measurement
of performance the HR departments can ensure that the HR outcomes can be effectively
achieved. Thus in the context of John Lewis Partnership it is very important that the
standards are set in the right manner to achieve the HR outcomes set.
Assessment of the performance level of workers- The overall performance level of the
workers can be effectively assessed by making the use of appropriate methods and techniques. In
the context of John Lewis Partnership it is quite crucial that it is assessed so that the HR
outcomes can be achieved.
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How effective HR management and development can support sustainable performance and
growth to meet:
In John lewis partners, firm's effective HR team for management and development to
sustainable growth and performance to meet with business objective used two approaches which
are best fit approach and resource based approach (Chatterjee, 2016).
Best fit approach: This approach emphasizes and ensures the HR strategies are
appropriate to the situation of the organisation including its culture, operational process and
external environment. It ensures firm that best fit is important for best practice. This approach
believes towards there is no universal prescription for HRM concept. This approach involves
vertical integration or alignment between HR strategies of the firm and organisation's business.
In context to John lewis, this approach helps firm to make better HR strategies that helps firm to
complete manage its resources in better way so that it can help firm in sustainable performance
and grwoth. There are three model involves in it that are life cycle, competitive strategy and
strategic configuration that supports John lewis for sustainability in its performance and growth.
(Becker and Smidt, 2016).
The life cycle best fit approach: This model is based on the development of a firm take
plan that has four stages start-up, growth, maturity and decline that effects John lewis
performance.
Competitive strategies: In this model three strategies are covered for gain competitive
advantage that is innovation, quality and cost leadership.
Strategic configuration: This model increase effectiveness of the internal consistency or
fit between the concepts of relevant contextual, structural and strategic factors.
Resource based approach: It is a managerial approach to used to determine the strategic
resources that a firm used to achieve sustainable growth or competitive advantage. John lewis
partners HR management team used this strategy for gain competitive advantage and maximum
profitability in firm. It is the way of viewing activities and approaches. This framework used by
firm to manage its activities and strategies in order to achieve sustainable goals or objectives.
John lewis uses this approach to manage its human resources into the organisational activities
that leads to improve in their efficiency so that it can help it sustainable performance and growth.
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