Strategic Human Resource Management Analysis: Alpha Company Report

This report provides a comprehensive analysis of strategic human resource management (HRM) practices at Alpha Company, an IT firm operating globally. The report begins with an introduction to HRM and its significance, followed by an examination of Alpha Company's current HRM strategies, inclu...Read More

Strategic human resources
management
Table of Contents

INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
Strategic human resource management applicable to company.........................................................3
Strategic human resource policies.....................................................................................................5
CONCLUSION.....................................................................................................................................7
REFERENCES......................................................................................................................................9

INTRODUCTION
Human resource management is defined as managing and controlling the needs and
requirements of the employees in company. This report is based on the case study of the
Alpha Company in respect to the management of the human resources at the organisation.
The company was established in the year 1987 and the company was established in India.
Today the organization could expand its operations at the global level. Company is listed in
the stock exchanges at both India and New York. Company is delivering its operations in the
information technology sector. Company has been engaged in exporting the IT professional
services in the international market. This project would assess the strategic human resource
management practices in respect to the Alpha Company. Henceforth, report will emphasis on
the functional aspects of the company in respect to the management of the human resources
at the organisation level. Furthermore, this project would also assess about the different
strategies related to the human resource management that can deal with different organisation
situations. All different strategic aspect that can contribute in the human resource
management practices of company can be described in this project.
MAIN BODY
Strategic human resource management applicable to company
Alpha Company contain organisation in different department. Human resource
department is among the key department part of the organisation hierarchy of the Alpha
Company. Human resource management follow different strategies such as internal
recruitment and external recruitment to meet the human resource related requirements of the
company. Internal recruitment strategic choice allow the company to promote the efficient
employees of company at upper level or position role in the company (Akinlade and Shalack,
2016). This is also a part of the employee motivation strategy channelizes by the human
resource department at the Alpha Company. Department get to reward its productive human
resources by promoting them at higher position role in the company. Internal recruitment
policy of company further motivate to the employees associated with the company to put
extra efforts in order to gain promotions as per the internal organisation structure of the
company.
Human resource department also conduct the external recruitment to introduce new
talent in the organisation structure of company. This policy of company requires strategies

like issuing job advertisement in form of job description, and job advertisement to attract the
potential professional to come and give interview at the area of interest of such professional
in the company (Westover, 2019). External recruitment strategic choice allows the human
resource department to fulfil all the vacant position at the company. This is the best way to
introduce new talent at the organisation along with it allow the organisation to fulfil its
human resource related needs and requirements at the organisation level.
Strategic human resource management at the company also offer talent management
practice at the company. This involves all different practices like training, employee
development, recruitment, selection and many such strategies. This also covers the incentive
policy at the company. Human resource department at the Alpha Company also channelizes
the incentive policy to reward the productive employee of company to motivate in future to
put the extra efforts to achieve better productivity and work efficiencies. This strategy of the
human resource department further motivate to other employees for putting extra efforts to
achieve the productivity targets and objectives (Alsaadat, 2019). The critical evaluation of the
strategic human resource management aspect of the Alpha Company is brief about different
negative side of the policies. The human resource department could not deliver the effective
and efficient training and employee development campaign. The department is continuing
with the old and traditional training module that is not proving at the effective way or
approach to train the employees of company. This is a key deficiency part of the strategic
human resource policies of the company where company is not able to improve and develop
skills of the employee’s part of the company.
Employees of company also complaint about the training sessions conducted at the
organisation as they are not effective and widely based on the theoretical approaches of
conducting training of the human resources. Talent management practices of the company
also not much effective. Company is still following the traditional approach to manage the
talent at the organisation. Critical evaluation pn he strategic human resource management of
the company project that resource management practice of company is not effective. Human
resource department do not able to provide the modern resources to the human resources.
This is a key concern about the strategic human resource management practices delivered at
the Alpha Company. There is not any specific employee union established at the Alpha
Company. Human resource department has not formed any special strategy toward
constructing the employee union at the company (Anisimov and et.al., 2017). Along with the
unavailability of the employee union at the company department also not able to deal with the

grievances of the employees at the organisation. This is another concerned part of the
strategic human resource practices at the Alpha Company. Unsolved issues of employee
remain one of the key barriers behind the employee sustainability at the company. Employee
turnover is high at the company that has a fundamental reason behind is the unsolved issues
of the human resources at the organisation. Critical evaluation over the strategic human
resource practices of the Alpha Company denote that data protection has also a key
concerned at the organisation. There are many cases have been reported where the personal
data and information of the employees of company are leaking from the system of company.
It is crucial at the organisation to make decision toward the data protection practice at the
organisation. Employee of the company also does not find any system where they can fetch
the grievances and issues they are facing.
All the above points and description project the critical review over the strategic
human resource management practices at the Alpha Company. If the company wants to
achieve the bes level of growth and employee satisfaction rate than it has to deal with all
these issues in effective manner to achieve the best working environment at the organisation.
Strategic human resource policies
Human resource department are engaged in delivering the best level of practices
toward managing the employees at the company. Department also carry the huge and direct
involvement in managing the work force of company. Department also involved in hiring of
new employees at the company on various designated position role in the company.
Following are the different strategies and practices that can be channelizes by the department
to deal with all different issues human resource department is facing in against to the strategic
human resource management issues company is facing.
Training and development
Human resource department can condct the training and employee development
campaign at the organisation. Training of employee will involve the latest technologies like
theatre experience, video lectures and other such practices to deliver the best level of training
experience at the organisation. The current training is more based on the theoretical concepts
and terminologies that can be overcome by the department. The current training manual will
cover the practical based approaches to deliver the training sessions at the organisation.
Training session will cover both skill development and personality development training
sessions. Live example will also be a part of these sessions to deliver bets level of outcomes

against the training sessions conducted at the organisation (Bhattacharyya, 2018). The
proposed training will also consume more time or the extra time will be devoted of
employees on the name of employee training so that employee of company will get more
chances to deliver the best level of outcomes. Training would support the employee to
develop the skills that would further support the human resources to achieve the best level of
work efficiency. This will directly improve the performance of company as company will be
able to deliver better products and services to the customers. Furthermore, company will be
able to innovate in the services through the training programs that would further improve the
overall growth of the company in market. In recent time Alpha Company could entertain
decline in its market share which will also be addressed with the support of employee training
due to its impacts over the service quality.
Employee development will include the extra activities like games, seminars and
other such sessions. These are the activities that will deal with the issues like low employee
sustainability at the organisation as it would directly improve the organisation culture.
Employee development will also include the tactics of innovation thinking and practices. In
information technology sector innovation is an integral part of the practice (Dragusha,
Josimovski and Dragusha, 2019). This will also drive the employee toward innovate in the
services offer by company that would deal with the market share decline issue company is
facing at this point in time. It would further improve the goodwill of company in the
international market. Competitive advantage would also be accessible in respect to the Alpha
Company.
Talent management practice
Talent management practice can also implement by the human resource department of
the Alpha Company. This will include the resource management practice, incentive benefits,
bonus policy and many such practices. Human resource department will further recruit at all
the top designated position role in the company on the basis of the internal recruitment
practice only. This would allow the company to promote all its bets potential employees at all
the top designated position role in company which will further motivate the employees to
achieve the best possible work efficiencies at the organisation. Productivity is a key concern
at the organisation and this strategy and policy would allow the human resource department
to deal with the productivity issue of employees (Kasemsap, 2019). If the employee of
company perform well against the duties and responsibilities assigned to them than it directly

improve the customer satisfaction rate of company. All these aspects are directly associated
with the performance of company in market.
Employee union
There is not any specific employee union at the Alpha Company. Human resource
department of company can form the employee union at the organisation. This would allow
the employees of company to put out the opinions in front of the human resource department
and also in front of the senior management of the company (Rogers and et.al., 2016).
Employee union will also support the human resource department to address all the issues of
the work force in more professional manner. Employee union will also fight against the rights
of employee which would allow the company to reduce its employee turnover are at the
organisation. All these factors would allow the company to improve its market performance
and market share. Company will also be able to deal with the decline market share.
Data collection and analysis
Human resource department can install better and effective system that can collect all
the data of the employees part of the company. Data protection is the basic right of the human
resources part of the organisation. This operational change would allow the company to deal
with all different issues related to the data leakage and data hacking.
Employee feedback
Human resource team, can also issue employee feedback policy where employees of
company will get chance to put out the opinion in front of the senior management of
company. In this feedback form employee will get an opportunity to put all their individual
views in front of the human resource department (Sowa, 2020). This strategy would allow the
company to deal with all different requirements of the employees of company.
The above mentioned strategies would allow the human resource department to deal
with different issues such as market decline, data safety isues and other such issues company
is facing.
CONCLUSION
Human resource department is about to manage the employee of company. Different
strategic choices such as advanced training and employee development campaign, employee

feedback, grievance centre, employee union and other such approaches and practices can be
used by the company to deal with all its different issues.

REFERENCES
Books and Journals
Akinlade, D. and Shalack, R., 2016. Strategic human resource management in nonprofit
organizations: A case for mission-driven human resource practices. In Allied
Academies International Conference. Academy of Organizational Culture,
Communications and Conflict. Proceedings (Vol. 21, No. 1, p. 1). Jordan Whitney
Enterprises, Inc.
Alsaadat, K., 2019. Strategic human resource management technology effect and implication
for distance training and learning. International Journal of Electrical and Computer
Engineering. 9(1). p.314.
Anisimov, A. Y. and et.al., 2017. Strategic Approach to Forming a Human Resource
Management System in the Organization. International Journal of Economic
Perspectives. 11(2).
Bhattacharyya, S. S., 2018. Development of a conceptual framework on real options theory
for strategic human resource management. Industrial and Commercial Training.
Dragusha, B., Josimovski, S. and Dragusha, N., 2019. Social Network impact on strategic
human resource management and traditional recruitment process: Case study
Republic of Kosova. ILIRIA International Review. 9(1). pp.179-189.
Kasemsap, K., 2019. Promoting strategic human resource management, organizational
learning, and knowledge management in modern organizations. In Advanced
Methodologies and Technologies in Business Operations and Management (pp. 879-
891). IGI Global.
Rogers, S. E. and et.al., 2016. Strategic human resource management of volunteers and the
link to hospital patient satisfaction. Nonprofit and Voluntary Sector
Quarterly. 45(2). pp.409-424.
Sowa, J. E., 2020. Reinvigorating the Spirit of Strategic Human Resource Management.
Westover, J. H., 2019. Strategic human resource management. Leading Innovative Org..