Strategic HRM: Evaluating Change & HR Impact on Growth - Unit 21

This report provides an evaluation of strategic human resource management (HRM) within an organizational context, particularly focusing on change management models and the measurement of HR outcomes. It references the McKinsey 7S model as a framework for assessing organizational effectiveness, covering strategy, structure, systems, shared values, skills, style, and staff. The analysis includes methods for monitoring and measuring HR outcomes such as audit approaches, employee training percentages, salary competitiveness, employee diversity, gender pay gaps, and employee satisfaction surveys. The report further evaluates how effective HRM and development support organizational growth through recruitment, training, ensuring safety, and maintaining a fair working environment. The conclusion emphasizes the importance of strategic HRM in achieving organizational goals and references various academic sources.

STRATEGIC HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENTS
• INTRODUCTION
• P4. Evaluate change management model
• P5. Analysing the ways in which the HR outcomes can be monitored and measured
• P6. Evaluating the ways which the effectiveness of the HR management & development
supports the growth of the organization
• CONCLUSION
• REFERENCES

INTRODUCTION
• Human resource management has been considered one of the
important part of the organization.
• An effective base of human resources results in increasing the
productivity of the organization Any organization can have the
same financial and physical resources.
• It is the human resources of the company that adds the
uniqueness in the operations of the company.
• The human resource strategy that has been approached by the
Mark & Spencer. The company is established in UK. And
providing number of products to the customers in the field of
clothing and food.

P4 Evaluate change management model
• Change become the new trend in the business environment
where it takes the organization towards extend diversification.
• Change management model can be risky or complex but this
will be very beneficial for the organization in order to achieve
the success.
• There are various models of change management which can
beneficial for the organization.
• One of the model apply for the betterment of the organization
that is applied Mark & Spencer.

CON.<…
McKinsey 7S model
this model applies for the effectiveness of the organization which determine into the 7s describe below;
• Strategy
• This involves the development by which organization strategic their effectiveness and implement the strategy in
order to gain the profit and success.
• Strategy applied for the long term benefit of the organization..
• Structure
• Structure of the organization dependent on the value of the organization.
• Structure of organization include the chain of command and operations function of the organization.

CONT.<…
• System
• System of the organization depend on the daily basis work by which company doing their work.
• This also depend on the standard of work culture that a organization has set up for the profit making..
• Shared values
• Values determine the norms and procedure factor of the organization by which they are doing their task
effectively.
• Values of the organization depend on the influence power also.

P5. ANALYSING THE WAYS IN WHICH THE HR OUTCOMES
CAN BE MONITORED AND MEASURED
• HR Outcomes refers to those outcomes that has been set by the HR department in order to achieve the
organizational goal.
• There are different strategies has been set by the HR department. All of these strategies collectively
contributes towards the goal of the organization.
• The M&S company has adopted the effective management strategy. The best part of the firm is that,
the HR department of the firm makes different strategies and monitor it on daily basis.

CONTINUE
• Audit approach- The audit approach is the process of evaluating the steps taken by the
HR. it involves the financial audit of the HR. it helps in clearing the roles and
responsibilities that has to be performed by the HR. Under HR audit the complete
analysation of the strategies has been done that is taken by the HR. for example, the
M&S has approached this way in order to evaluate the outcome of the HR.
• Percentage of employees that are trained under the company- The HR department
performs the vital role of providing raining to the employees. The ratio of trained
employees at the end of the year results in the effective outcomes of the HR training and
development process.

CONTINUE
• Salary competitiveness- The analysation of this has been done in order to know the salary of the
firm over its competitors. Under this, the average salary of the company is divided by the average
salary paid by one of the rival firm.
• employees.
• Diversity of employees- This refers to employing the people from the different background,
demographics, caste, race and religion. The company who has the effective rate of diversity of
employees has the effective image in the market.

CONTINUE
• Gender pay gape- This involves the difference between the average earning of the male
and female at the workplace. The HR outcomes are depended on this as the HR
department makes sure that everyone in the organization is getting equal salary without
facing the discrimination.
• Satisfaction survey of the employees- The employees are the key element of the
organization. The HR department is completely liable for the satisfaction level of the
employees all the major decision for the betterment of the employees are taken by the
HR.

P6. Evaluating the ways which the effectiveness of the HR management
& development supports the growth of the organization
• The HR department and management team plays the vital role in helping the organization in
achieving the organizational objective.
• The HR department performs the various functions that includes selecting right people for the
organization.
• Providing training and development to them. Ensuring the fair working in the company, providing
motivation to the employees, observing the satisfaction level of the employees.

CONTINUE
• Recruiting and selecting efficient employees- The HR
management team of the firm has adopted the effective
strategy of selecting the employees. The company selects
those employees who are efficient enough in performing
their task.
Training and development- The company has organized
the effective programmes in order to train and develop their
employees. This results in increasing the efficiency of the
employees.

CONTINUE
• Ensures the safety in the organization- The HR department is liable
for maintaining the safe and secure environment in the organization.
So, the workers can have the sense of equality and feel comfortable.
This results in increasing the confidence of the employees in the favour
of the company

CONCLUSION
• The report has concluded that, the effective human resource management strategy results in
achieving the main aim of the organization.
• The HR management team performs the prior function and that is selecting the employees for the
organization.
• Selecting effective set of employees results in increasing the efficiency of performing the task in the
company.

REFERENCES
• Armstrong, M., 2019. Strategic human resource management. pdf drive. Com.
• Hamid, Muzamil and Shah, 2020. Strategic human resource management. In Handbook of research on
positive organizational behavior for improved workplace performance (pp. 260-275). IGI Global.
• Appelbaum, S.H., Profka, E., Depta, A.M. and Petrynski, B., 2018. Impact of business model change
on organizational success. Industrial and Commercial Training.
• Cox, A.M., Pinfield, S. and Rutter, S., 2019. Extending McKinsey’s 7S model to understand strategic
alignment in academic libraries. Library Management.