Strategic Human Resource Management Report: Virgin Megastores Case

This report offers a detailed examination of strategic human resource management (SHRM) practices within the context of Virgin Megastores, a prominent high-street retailer. The report begins by identifying current trends influencing HRM, such as training and professional development, benefits and compensation, cross-border legal compliances, and global recruitment. It then analyzes both internal factors (organization size and culture) and external factors (government regulations, workforce demographics, technological advancements, and economic conditions) that shape HR strategies. The report further explores the application of relevant theories and concepts, including matching, control-based, resources-based and integrative models, and universalistic, contingency and configurational approaches to SHRM. Finally, the report discusses appropriate change management models to support HR strategy within the organization.

STRATEGIC HUMAN
RESOURCE
MANAGEMENT

INTRODUCTION
Strategic human resource management is identify as an effective plan that facilities the
organisation to run their business operations successfully. Main role and responsibility of HR
manager is to hire knowledgable candidates and provide different benefits to them such as
training and development, performance appraisal, compensation and many other. All these are
highly essential for the enterprise to motivate and encourage their all staff members (Analoui,
2017). Thus, main goals of SHRM is to maximise employees productivity and performance by
emphasising on enterprise obstacles that happen outside of human resources. This report is based
on the case study of Megastores is one of the country's largest and most successful high street
retailers. In this chosen organisation is Virgin Megastores, it is a supermarket chain in the UK.
Such business is a type of retailing industry that provides grocery products to the customers at
reasonable price. This assignment includes contextual and external developments which highly
effects on HR strategy. Practical knowledge and contemporary theoretical are also determined in
this project which influence of human resource development. Change management model is also
explained in this study that benefited to the HR strategy. Contribution of HRM and HRD to
sustainable business growth and performance is also discussed in this report.
TASK 1
P1 Key current trends that can affect human resources
HRM in the each and every organisation play vital and effective role for the success and
growth of the company within predetermined period of time (Role of HR in Achieving Business
Goals, 2018). There are various current trends that can highly impacts the decision-making of
human resource in an effective and efficient manner. In this HR manager of the Virgin
Megastores can take appropriate decisions about recruiting and selecting talented workforce
either inside and outside from the organisation (Banfield, Kay and Royles, 2018). Some recent
trends which can impacts on the business performance are determined as below:
Training and professional development: In current scenario each and every workers are
educated and having more skill to manage all activities and functions of the company without
support from others. Due to maximising of rivalry they tries to develop an effective and accurate
policies which assists the organisation to render proper training to entire workers. Beside this,
business manager of the Virgin Megastores follow on-the-job training approach which includes
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certain methods such as role playing, induction training and so on. Along with this workforce
can increase their knowledge and skills easily. It is highly needed in their job because with the
help of these they complete all tasks and activities within given time period.
Benefits and compensation: It is another and important trend that can extremely effects
on human resource. In this HR manager of the company has different roles and responsibility to
provide different number of benefits and compensation to their employees as per its work and
performance in the organisation (Beer, Boselie and Brewster, 2015). Therefore, human resource
manager develop an effective policies and strategies to render more advantages to entire workers.
For achievement of these, they can yield vacation and paternity leaves as well as provide
different options to select time period of job as per their needs and convenience. Therefore, as an
outcomes it maximise the satisfaction and motivation level of whole employees.
Cross Border legal compliances: It is another and effective trend that defines the entire
rules and legislation are applied by the company. Therefore, as an outputs human resource
manager of Virgin Megastores select candidates from outside of the organisation and have to
followed each and every regulations which are formed by the legal authority. Beside this, they
have to fulfil entire laws and legislation like payment of taxes. Apart from this, business manager
select candidates in which they have to yield custom duty and many other relevant taxes timely.
It benefited to the company because there is no problem about legal factors.
Global recruitment: In current scenario, employees of the each and every organisation
are giving unique idea to the administrator. Therefore, human resource manager of the Virgin
Megastores have taken an effective decision in order to hire talented candidates from outside of
the business entity (Beugelsdijk, 2014). This provides different benefits and advantages to the
company to accomplish their long term objectives and targets within predetermined period of
time. To recruit and select knowledgable and talented applicants from the global marketplace,
HR manager follows different kind of strategies and policies which help them to maintain strong
position at international marketplace.
P2 Analyse both external and internal factors influence HR strategy and practice of Virgin
Megastores
Internal and external factor both are important for the development and progress of
company internationally. In order to achieve long term goals and objectives, HR Manager of the
Virgin Megastores company create an effective practices and policies that can highly hinder on
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business performance and productivity. Thus, internal and external factor of the company that
influence the HR strategies are explained as below:
Internal Factors:
Size of the organisation: There are mainly two main reasons why one can analysis a
positive connection between business size and implementation of human resource management
practices. In this First is identify, if company become longer, the requirement to communicate
and decentralize between workers and department maximises. Theism in move, needs a few way
of specialisation, formalization and standardizations of HRM (Boselie, 2010). On the other hand
most formalized human resource management practices needs considerable costs of
development. This outputs in a cost benefit for Sainsbury's, which is reinforced by the sufficient
supply of the financial resources of different small organisation.
Organisational Culture: Today's enterprise is generally dynamic or changeable as it
poses maximum challenges and possibility to the policy makers and corporate practitioners. In
order to know such dynamism which is vital to follow the objectives of organizational strategic.
Organisational culture of the Virgin Megastores adapts overtime with aim to cope up dynamic
variation as well as meet the modifying demands and needs of business in its quest for achieving
competitive edge in its entire activities. Positive culture of the company support the manager to
motivate their all workforce and run their business operations smoothly. On the other hand
negative culture of business entity that kills HR practices effectively.
External Factor:
Government regulation and rules: With the introduction of unique workplace
compliances quality and standards, HRD of the Virgin Megastores is perpetually under pressure
in order to stay within any kind of law (Boxall and Purcell, 2011). Such types of legislation
highly effects all process of HRD, considering hiring, termination, compensation, training and so
on. Without corresponding to such law a business entity can be penalised largely if it was not
good enough could reason the organisation to close up.
Workforce Demographics: It is another external factor that highly influenced on the HR
practices and strategies. As a old groups retires and an unique group enters the entire employees,
in this HRD must look for different ways in order to attract new candidates. In this they must
recruit in a various forms and serve certain kinds of compensation packages or benefits that work
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and perform for new generation. From this, they must provide an effective working environment
to how this group works.
Technological advancements: It is identify as an external factor that effects when
advanced technology are innovated the human resource department with aim to save their money
and time. In Sainsbury's, a Job that applied to take 2 to 5 persons could be cut to one finished by
an individual. Technology is modifying the way to do their business operations easily.
Economic conditions: It is known as a biggest and main external factor that impacts in
the design of the actual economy. It not only effects on talent pool but also it might be
influenced of its capability to recruit anyone at whole (Buller and McEvoy, 2012). It is set up
against the conditions of economy is not only understand what's occurring in the globe around
them but also develop an effective plan or strategies for when there is condition of economic
downturn. In this Virgin Megastores can create due in a not good economic system if they have a
sufficient capital and plan to battle the harsh atmosphere.
TASK 2
P3 Application of relevant theories & concepts relating to growth & development SHRM
The main aim and motive of strategic human resource management is to provide
motivation to the entire workforce. There are different concepts and theories which is apply by
the Virgin Megastores to the development and growth of SHRM. Some approaches and theories
are determined as below:
Models or Theories:
Marching model: It is a model of SHRM which is mainly emphasis on accurate matching
of business strategies and structure with human resource management and policies. Such type of
theory tries to acquire set between the internal policies and strategies of HR and external
strategies of company in order to accomplish better outcomes in the enterprise.
Control based model: It is another and important model or theory which is mainly relay
on HR strategies or policies in which the control scheme and employee management are in the
guidelines in order to accomplish productivity and performance of enterprise (Chen and Huang,
2015). In this activities and behaviour of employees are highly observed to see the effectiveness
of business goals and strategies. Potentials capacity and capabilities of workforce should be used
as per these theory.
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Resources based model: These type of model that define effectiveness of business based
on the performance of capabilities and resources of workplace. In the Virgin Megastores, there
are classified company resources within different categories including human resource,
technological and financial. Such theory emphasis on attaining application of strategies and
organisational goals by enhancing capabilities and skills of HR in the enterprise. It benefited to
the Virgin Megastores to achieve competitive edge within predetermined period of time.
Integrative model: These type of theory or model mainly emphasised on two methods
including reward motivation effect and management and strategy relationship (Huselid and
Becker, 2011). Further, it focuses on enhancing performance of employees by rendering them
accurate training and development facility.
Concepts or approaches:
Universalistic approach: This type of approach identifies that there are different policies and
practices of human resource management which can track to positive outputs in business entity
within various circumstances. There are various number of human resource activities including
training and development, recruitment and selection, motivation and leadership and many other.
In this Virgin Megastores manager use effective and appropriate strategies for do all activities
easily.
Contingency approach: This method denies the one of the best and universal practice approach.
As per this human resource policies that should be including business strategies and policies.
Thus, such type of practices can be chosen by taking better decision.
Configurational approach: It is an integration of Universalistic and Contingency methods as in
its covers one of the foremost practices for HRM and also take adjustment of different strategies
and policies of organisation.
Therefore above discussed all theories and concepts are important for the Virgin
Megastores to maximise their sales as well as gain maximum number of competitive benefits
within predetermined period of time (Jabbour and Santos, 2017). It is also essential to motivate
entire workforce and accomplish their long term objectives and targets in limited time period.
Thus, it support the business entity to develop best strategies of human resource management.
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TASK 3
P4 Appropriate change management models to support HR strategy
Change is more essential and important part for the each and every organisation to
achieve long term targets and goals within preset time period. It is important that enterprise must
be ready to accept all variation for developing business operations and functions in the
international place. Modification is common which establish by entire organisation, it is mainly
related with size, age and industry (Jackson, Schuler and Werner, 2016). In relation to the
direction of business, there are few regulations which are require to be applied via Megastores
for acquiring the maximum benefits. In this, different change management model that are given
as below:
Lewin's change management model: This type of model was developed change that considering
three essential level namely unfreezing, refreezing and changing. Process of change processing
activity that alteration is essential then forwarding towards any wanted way of behaviour. The 3
model of change are determined as below:
Unfreeze- It is identify as a first phase which includes readying of business entity in
order to have some modification which are needed and exist down actual status before
processing any innovative approaches of running. In addition to this, this model includes to make
betterment willingness and preparation of single persons to change via raising recognition for
turn from the actual comfortableness to changed conditions. This phase is essential in cognisant
regarding needs for alteration as well as maximising motivation and performance level for
evaluate the unique working approach in order to increase better outcomes. For example:
Virgin Megastores use this model which help to fully bring out the state of affairs and to
define way a modification procedures is put into force. An an output of clear and accurate
communication workers are more happy in order to accept to the innovative change of
guidance. Unfreeze is support HR strategy, in this human resource manager of the Virgin
Megastores is advisable in order to involves workers so that they can take a better a
constructive method to the change procedures. Therefore it is essential and beneficial for
the company to motivate their employees by communicating accurate information about
the changes that are arise in the organisation.
Change- It is identify as a second phase and it is respected as transition as well as
execution of variation. It consist an acceptance of innovative approaches for finishing things
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effectively and essentially (Kang and Snell, 2018). At this level, an individual are unfrozen and
analysis the variation for acquiring the positive outputs. In addition to this, there is highly need
of certain planning, promote an engagement of group for approve modification and better action.
Because of numerous uncertainties and transaction are difficult. Workforce cannot acquire
regarding change in easy manner they necessity few time to realize and also evaluate alteration at
workplace. Along with them, it is a duty and role of Virgin Megastores manager in order to
interpret benefits to occurrence to worker so that they can prompt towards it. For example: in
order to accept the variation and participates to making is more successful, employee of the
Virgin Megastores require to know how it will essential for them. Changes in the
organisation support the human resource strategies in order to unify and direct the actions
and behaviour of all staff members and their entire department as per the requirements of
company.
Refreeze- When change are seized a form and individual have embraced unique working
approach then in this reason company are set up to be refreezing techniques. At this level,
individual shift from transition level to equilibrium or stable. In order to very much comfortable,
citizenry create better kinship with other group. This phase is eventual and under which someone
internalizes and take new approach of alteration as well as working also. In order to reinforcing
as well as unique activity of working, then workforce should be rewarded, render optimistic
reinforcements and also established them in a better way (Kim and Wright, 2016). For example:
this stage needs to support employees and the business institutionalize and internalize the
modifications. It assist the human resource strategy to make sure that all changes are applied all
the time period, and they are organized into everyday firms. With an unique sense of stability,
workforce feel comfortable and confident with the innovative ways of working. Thus, it is
essential and important for the company and HR strategy to accomplish better results within
predetermined time duration.
All these part of such model are important for the Virgin Megastores but in order execute these
model company has to follow some ways which are determined as below:
 Modification interpersonal, culture and climate of an enterprise.
 Occurrence in behaviour, attitude and skills of workforce which are running in Virgin
Megastores enterprise. Modification in actual structure, system and process of business entity.
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McKinsey 7-S Model: It is another important ad effective technique's which examine structure
of organisation via observing towards 7 internal elements in order to identify if the business
organisation to execute aims and objectives in an effective way. 7 components of such model are
determined as below:
Strategy- It is depict as an effective plan which implemented to acquire rivalry and also
accomplish to objectives or targets. It belong to the productivity of step and future plan for the
growth of company. It is a plan which is developed by Virgin Megastores in order to attain
sustained competitive benefits and compete in the marketplace successfully. It assist the
company to accomplish better results and is reinforced by strong values, mission and
visions.
Structure- It is taken up to style in which organisation is divided and also use a accurate
structure for complete its all activities in systematic and appropriate manner (Lawler, 2015). it
represents the way company unites and divisions are organised and covers the data of who
is responsible to whom. In addition, structure is refer as a business chart which is most
easy and visible to modify components of the framework.
System- In context to acquire all activities accomplished approach under which regular
tasks and projects are to be executed. It is identify as an effective procedures and processes
of the Virgin Megastores, which reveal companies routine activities and how judgements
are made. This are the business area that identifies how firm is completed and it should be
the more emphasis for administrator during business changes.
Shared values- It will bring up to main or foremost values of business entity as per its
work and runs. It is a core and main part of the McKinsey 7s model. These are the standards and
norms that lead workers behaviour and organisational actions.
Style- In this ways leadership as well as modification are selected and also established in
an effective and accurate manner. It represents the way the Virgin Megastores is handled by
upper level management, how they are act, what type of actions do and their symbolic
values. In addition. It is a introduce as a management style of business leaders.
Staff- It is a main and foremost part for the success and growth of the company. It
is another components that related with what kind and how many workers an enterprise
will require. And how they will be hired, motivated, trained and rewarded. Thus, it is the
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role of manager is to fulfil all needs of the employees and achieve competitive advantages
within predetermined time period.
Skills- Competencies and knowledge which have via workforce those working and
functioning in the Megastores business entity. It is identify as an abilities that business's workers
perform and work as well. During changes in the Virgin Megastores, the question become
develops of what competences the organisation will actually require to reinforce its unique
strategy or structure.
TASK 4
P5 Measure taken to monitor and measure HR policies
A Megastore is a type of retail enterprise which perform and work its all functions with
having motive to achieve long term goals and targets. In the organisation, large number of
departments are work and give their full involvement in the success and growth of company. In
this human resource department of the company play vital and foremost role in controlling and
managing all activities which are perform by the workforce. HR manager of the company have
different functions including recruitment and selection of candidates, performance appraisal,
providing accurate training and development and many other benefits (Mello, 2016). All these
are important and essential for the success and development of enterprise in different level.
There are some methods which are applied by the company in order to measure human resource
policies. Some approaches are given as below:
Metrics: It is one of the main and essential approach that assist in order to evaluate
effectiveness and better outcomes of HR policies. This approach also support the HR manager to
accomplished long term objectives and goals of company within predetermined period of time.
Thus, this type of approach is followed by the Megastores with purpose to assess the reliability
or dependability of their recruitment and selection activities. In this respects, they are needed to
analysis the entire process from selecting applicants to its recruitment in enterprise. It supports to
define such problem which decrease the capability of their recruiting activities which supports to
accomplish the better outcomes.
Analysis: From mentioned measure seen that recruiting is maximum so, requirement to
follow effective and better methods via they can save sufficient amount of capital in recruiting of
knowledgable and talented applicants for specified job (Purce, 2014). For example: Main aim
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and motive of business entity is to enhance their sales and revenues so, recruitment of talented
workforce support firm to accomplish their wanted targets.
Impacts: In SHRM activity there is highly requirement to determine such elements in
which company accomplished better outcomes from their specified methods. For example: In
Megastores business, online sales and revenues are accurate in form of figure which display not
requirement to bring different variation.
P6 Effectiveness of HR management in achieving business objectives
The main and foremost role of human resource department is to encourage their work and
activity with passion within help of other person. It supports to accomplish different things in an
enterprise including lack of conflict, positive and friendly working environment, accurate
communication and coordination and many other. All these positive effects are attained by the
company only when effectively handle the various activities of human resource according to the
variation that happen in the marketplace. It is essential and important of the HRD of specified
enterprise is to bring variation in their approaches and strategies over time duration to contributes
their all activity in sustainable productivity and performance of workforce as well as
development of business operations and activities in marketplace (Schuler and Jackson, 2015). In
this workforce of the enterprise play vital and effective role in the progress and success of
business. Effectiveness of human resource management and development for sustainable growth
are highly depends on different factors which are determined as below:
Improvement of existing skills: In order to plan an effective training and development
programs that help the employees to maximise their skills and knowledge about particular matter
of company. It also support to decrease individual issue on each and every workforce which
highly involves in improvement of their attributes or personality. Further, it will also assist to
accomplish the employee trust towards business functions and activities which supports to
enhance their productivity and performance on daily basis.
Maximum participation of workers: It is the role and responsibility of the HR manager is
to provide chances to the employees in the decision making process. It is highly essential for
them to achieve better outcomes for the organisation (Truss, Mankin and Kelliher, 2012). In this
respects, human resource manager of Virgin Megastores is needed to provide incentives to the
employees as per its performance which render better possibility is to obtain the maximum
participation of workers in activities. It will also rendered as the encouraging and motivating
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approach for other workforce as they have chances is to earn maximum advantages. It is to create
the strong position in mind of upper level management and acknowledged for their try and
activity in organisation.
CONCLUSION
From the above mentioned report it has been concluded that strategic human resource
management is important part for the all business to motivate their all employees as well as gain
competitive advantages within predetermined time period. Key current trends such as training
and professional development, global recruitment and many other that highly effects on the
human resource practices in an effective and efficient manner. Internal and external that also
effects on the human resource practices and strategies of company. In order to overcome issues
in setting of effective practices company use different approaches and models of SHRM. Change
management model is followed by the enterprise which is essential for the growth and
development of company within predetermined period of time. Effectiveness of HRM is also
important and essential for the enterprise to achieve long term objectives and targets in limited
time duration.
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REFERENCES
Books and Journals
Online
Role of HR in Achieving Business Goals. 2018. [Online]. Available through:
<http://smallbusiness.chron.com/role-hr-achieving-business-goals-1767.html >.

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