Unit 21: Strategic Human Resource Management Analysis

This report delves into strategic human resource management (SHRM), exploring how change management models support HR strategy. It examines how HR can foster sustainable business performance and growth by defining roles, identifying challenges, and implementing effective strategies. The report also covers monitoring and evaluating the success of HR strategies through performance measurement, KPIs, and employee feedback. Finally, it recommends specific techniques for evaluating the impact of workforce plans on sustainable performance, including the use of key performance indicators (KPIs) such as headcount, retention rates, and time-to-hire metrics. The conclusion emphasizes the effectiveness of change management models in establishing standard rules and responsibilities for business growth and output.

UNIT 21 STRATEGIC HUMAN
RESOURCES MANAGEMENT

Table of Contents
INTRODUCTION
Ways by which change management models support HR strategy
Ways through which HR management can support sustainable business performance and growth
Monitoring and evaluating the success of HR strategy in meeting sustainable business objectives
Recommending specific techniques for evaluating and monitoring potential impact of workforce
plan on sustainable performance and growth
CONCLUSION
REFERENCES

INTRODUCTION
◦ Strategic human resource management provide
effective practices and frameworks to the
business for establishing better processes in the
business and increase productivity.
◦ It majorly focuses on achieving the long term
aims and objectives of the organization by
developing effective strategies for growth.

Ways by which change management models
support HR strategy
◦ Mitigating the negative factors which create difficulties for the business.
◦ Increasing motivation among employees
◦ Reduction in turnover of employees in the company.

Ways through which HR management can
support sustainable business performance and
growth
• Defining and communicating roles and responsibilities
• The leaders in the organization must define on their strategy
to improve the sustainable performance which will be
helpful for them to grow.
• Appropriate models and systems should be decided which
will be adopted by the business in order to standardise the
HR management process effectively.
• Suitable roles and responsibilities should be assigned by the
management for their employees which can be useful for
their overall enhancement in the industry.
• These practices may be useful for the business to improve
their sustainability and gain better advantage in the
competitive business environment.

Continued…
• Identifying challenges and preparing effective strategies
• The HR department can identify the key factors which have a negative impact on the business in order to
understand the major reason for the issues to arise.
• Effective strategies may be developed by the business in order to mitigate for increasing the overall
sustainability of the business in the industry.
• It will be beneficial for the organization to grow and achieve better quality of output because these
practices have a positive impact on the growth of the company in the industry.
• With the help of this identification and mitigation practices, the business will be able to increase their
competitive advantage.

Monitoring and evaluating the success of HR
strategy in meeting sustainable business objectives
Measuring the impact of the processes through evaluation of results
• The systems and business processes which are established by the business can be evaluated on order to
measure the impact which they have on the success of the organization.
• Analysing the business reports and records will be beneficial for interpreting the effect which HR
strategy has on improving the sustainability of the business objectives in the organization.
• It is helpful for the business to grow and gain better advantage with the help of effective plans and
procedures which are decided for them in order to increase their overall efficiency in the business
environment.

Continued…
Feedbacks from employees
• Asking for feedback from the workforce on their exp0erience from the HR strategy which is
implemented in the business.
• This will be helpful for the business to identify the key issues which may be faced by the employees
while following the changes which have been made in the business systems of the employees.
• Suggestions can be taken from these employees to find different ways which can be effective in
achieving sustainable business objectives of the organization in the industry.
• Creative ideas shared by these employees will be helpful for the business to make specific decisions
which will be useful for them to grow in the industry.

Recommending specific techniques for evaluating
and monitoring potential impact of workforce
plan on sustainable performance and growth
Using key performance indicators
• There are some key aspects under KPI measures such as with the help of
headcount it is one of the easiest metrics that can be utilized to track
overall number of employee in organization.
• Apart from this retention rate is also significant factors for HR managers
which states organization success in employee retention over particular
period likely to be year or quarter.
• This technique will be suitable to get insights of employees and forming
out the effective results accordingly
• By using these effective KPIs, the business may be able to evaluate the
major challenges that are creating hindrance in the business process
significantly.
• It would be helpful to carry out the better quality output in workforce
plan which will be beneficial for the company to grow.

Continued…
Time to hire
• It is one of the key strategic measures which assess to average time spent for introducing new talent on
board.
• This can be suitably done by tracking the metric for specific vacancy as such there are various inputs
which shows as and when candidate applied.
• The company should follow marketing approach in HR for creating positive employee experience.
• It also consists of forming up the positive employer brand value within external audience, implementing
referral as well as opt in business, and providing compensation and benefits to employee.
• Recruiting competent workforce for increasing the overall profitability of the company is one of the
major aspect which is necessary for the business to grow in the competitive business environment.
• This will provide them with better opportunities to grow and achieve better quality of output.

CONCLUSION
◦ From the above presentation, it has been concluded that change management models are effective for the
business to establish effective changes in their business process effectively.
◦ It is helpful for them to grow and achieve better quality of output as these models help in defining
standard rules and responsibilities for the business.

REFERENCES
◦ Alomari, Z., 2020. Does human capital moderate the relationship between strategic thinking and strategic
human resource management?. Management Science Letters, 10(3), pp.565-574.
◦ Boon, C., Eckardt, R., Lepak, D.P. and Boselie, P., 2018. Integrating strategic human capital and strategic
human resource management. The International Journal of Human Resource Management, 29(1), pp.34-67.
◦ Bouaziz, F. and Hachicha, Z.S., 2018. Strategic human resource management practices and organizational
resilience. Journal of Management Development.
◦ Collins, C.J., 2021. Expanding the resource based view model of strategic human resource management. The
International Journal of Human Resource Management, 32(2), pp.331-358.