Strategic HRM: Change Management, HR Outcomes, and Sustainable Growth

This report provides an overview of strategic human resource management (SHRM) and its critical role in organizational development. It evaluates various change management models, including Lewin's 3-Stage Model and Kotter's 8-Step Change Model, and their application in supporting HR strategies within organizations like ASDA. The report also discusses methods for monitoring and measuring HR outcomes, such as time to hire, performance and potential, and the effectiveness of HR software, emphasizing their importance in achieving organizational growth and success. Furthermore, it assesses how HR management and development can foster sustainable performance and growth to meet organizational objectives, highlighting the HR department's role as a culture consultant and strategic alignment enabler. The conclusion emphasizes the influence of external and contextual developments on HR strategy and the importance of maintaining good employee relations and providing necessary facilities to enhance productivity and work efficiency for sustainable business growth.

Strategic Human Resource
Management

Content
 Introduction
 Evaluation of various change management models that supports HR strategy in application to
an organisation
 How HR outcomes can be monitored, measured and apply this to a specific organization.
 Evaluate how HR management and development can support sustainable performance and
growth to meet organizational objectives.

What is strategic human resource management
 Strategic human resource management plays a
important role in development of any
organization. Human resource management
helps an organization to recruit, hire, select and
manage people working in an organization.

Various change management models that
supports HR strategy
 The change management is a systematic method that
assists an organization to implement change in
management, tools and overall resources.
 It consists of selecting, adopting and identifying
changes relative to business environment through
business strategies, structure, methods and
technology.

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 LEWIN'S 3 STAGE MODEL OF CHANGE:
 Unfreezing: This stage is crucial to the
management of ASDA, as this stage will
help them to introduce factors to change
their employees-needs and improve their
motivation for acceptance in order to
achieve better results.
 Change process: This stage is also
refereed as the transition stage where the
actual changes are implemented(Stephens
and Baskerville, 2020).

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 Refreezing: This stage of model explains the
transition of individual after implementing change
process towards a relativity stable condition.

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KOTTER’S CHANGE MANAGEMENT:
 It is among one of the most reputed
and applied change management theory
which involves of eight stages, every stage
focuses on the reaction of employees in
relativeness to changes:
 Create situation of URGENCY: The management at
ASDA needs to involve employees in its process of
decision making and strategic planning in order to
instil a sense of urgency among employees to work
towards organizational goals.

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 Develop better COMMUNICATION: In
order for the management at ASDA to
promote change it has to communicate
clearly and effectively with its employees.
This will assist with employees being
aligned with organizations objectives and
core values.
 EMPOWERMENT actions: The
management at ASDA has to focus
eliminating hindrances by building an
effective feedback form employees in
order to understand their perspective on
changes being made. This will help instil

HR outcomes measured apply on
specific organisational situation
 Time to hire: It refers to number of days between a
candidates applying for a job, and acceptance of job
offer letter by candidate (Rangel-Buitrago, Williams
and Anfuso, 2018). It gives deep insights into
recruiting efficiency and candidate experience..
 Performance and Potential: It is most important part
for achieving growth and success in organization.

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 Effectiveness of HR Software: It is a very important part
for organization in terms of technology and it helps to
maintain their operations smoothly (Jones, Harrison, and
Felps, 2018). Effectiveness is important for learning and
development software are measured in the number of
active users, average time on the platform, session length,
total time on platform per user per month, screen flow,
and software retention.
 In context Asda, authorities are responsible to apply
effective strategies for increase the efficiency and
productivity of employees in organization.

HR management and development support
sustainable performance and growth to meet
organisational objectives..
 Be a protective culture consultant: The HR
department's role is to be an active organizational culture
consultant to the executive team.
 HR leaders need to assess and understand the current
culture, develop a strategic culture plan that aligns with
the organization's values and goals and then collaborate
with other executive leaders to enhance and implement
the plan

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 Enable strategic alignment: HR can strategically play
several roles in building and sustaining a company’s
culture. First, HR can make the biggest impact by
consulting and collaborating with leadership to align the
organization’s performance management process with its
vision, mission, values and core principles.
 Next, encouraging leadership to align recognition and
reward programs to reward positive behaviours that tie
into these same areas is important. Lastly, HR should be a
good role model and should coach other leaders.

CONCLUSION
 From the above presentation, it had been understood that there are some key external and contextual
developments which influence HR strategy. Human resource management plays a very important role
within organization. Management helped to increase its effective functioning and ensuring capable and
highly valuable individuals are acquired for the business. For sustainable growth organization are
responsible to maintain good relation with employees. And also necessary provide proper facilities to
employees to increase their productivity and work efficiency. For increase the organizational development
theory and practical knowledge is highly important for HR employee. HR Management helped to evaluate
HR strategies which enables a sustainable growth in business continuously and performance in the long-
run. HR also focus to increase the productivity at minimum cost and also focus on optimum utilisation of
resources.

REFERENCES
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adoption and implementation of HRIS applications: are they similar?. International
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 Bailey, C., Mankin, D. and Garavan, T., 2018. Strategic human resource management.
Oxford University Press.
 Boulagouas, W., Chaib, R. and Djebabra, M., 2021. Proposal of a temporality
perspective for a successful organizational change project. International Journal of
Workplace Health Management.
 Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on
comparative human resource management. Edward Elgar Publishing