Analyzing Strategic HRM's Impact on Business at Take Solutions

This essay provides an analysis of Strategic Human Resource Management (SHRM) at Take Solutions Ltd, focusing on the alignment of HR practices with the company's business goals. It discusses the business context of Take Solutions, highlighting its focus on Life Sciences and Supply Chain Management, and its aim to become a $500 million company by expanding in the US and European markets. The essay identifies key business issues such as funds management, legal aspects, communication challenges, and cultural challenges. It explores the relationship between the business context and the HR context, emphasizing HR's role in supporting business objectives by attracting and retaining talent. The distinction between operational and strategic HR is clarified, with strategic HR acting as a partner in achieving long-term goals. The essay also examines the connection between business issues and HR issues, particularly the challenge of driving the right talent and maintaining a positive work environment. Finally, it addresses external issues faced by the business and their impact on the HR function, concluding that strategic HR is crucial for organizational success. Desklib offers access to this and other solved assignments.

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
STRATEGIC HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

1STRATEGIC HUMAN RESOURCE MANAGEMENT
Introduction
The Human Resource function of an organization is taken to be one of the most crucial
functions of an organization. The human resource department forms the backbone of the
organization and for this purpose it is very crucial for any business organization to ensure that
they engage in successful relationships with the human resource department and treat them as an
effective strategic partner which will then go a long way in ensuring that the goals of the
organization are aligned with the goals of the employees (Kehoe and Wright 2013). This
procedure then makes the entire management of business very easy and successful in the long
run. The primary aim of the essay is to discuss the business contexts which will then be followed
by the business issues. Moreover, the essay will also be discussing the relationship between
business context and HR of the firm which will then be followed by a discussion on how the
business is impacted by the these problems and what connection exists between the HR
department and these issues.
Analysis
The business context of the Take Solution Ltd
The Take Solutions Ltd is engaged in Life Sciences and the Supply Chain Management.
The organization makes effective use of its innovation driven technology, the best practices, the
domain practices and the employee strength by thereby offering client’s services all across the
clinical development and point services (Refer to Appendix 5). It is the aim of the organization
to become a 500 million dollar company and a leader in the chosen domain. Hence, for the
fulfillment of this objective the company focuses largely on the US as well as European market.
The organization primarily deals in providing concentrated and domain intensive services which

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are related to supply chain management as well as life sciences (Takesolutions.com 2018).
Although over the last few years, the supply chain management aspect of the organization has
been decreasing, the Novatis has become its primary operation.
The Business Issues
As the company mostly deals with service related aspects, the external issues which are
faced by the company are quite limited in nature (Corrigan 2015). Moreover, the major of the
issues of the company comes from the clients of the organization. In this context is primarily
engaged in and plans to expand its operations through acquisitions in the US, the follow business
issues are generally faced by the organization, Take solutions:
Funds management: Acquisition and expansion forms an integral part of the organization
due to its expansion plans. Hence, for this purpose, the fund management tends to form a major
issue of the organization whereby sourcing of funds for foreign expansion is crucial.
Legal aspects: With expansion, there are large number of legal considerations to take
care of and hence, these often have an impact on the operations and form a barrier (Refer to
Appendix 1).
Communications aspect: As the company deals with clients from different countries, it
becomes difficult for them to often communicate with these clients and causes barrier in the
understanding of their business objectives (Louie 2018).
Cultural challenges: The business expansion often poses cultural challenges as well on the
organization.

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Moreover, the organizations often face challenges related to the employee retention
aspect as well. This leads to problems in ensuring a successful workforce.
Relationship between the business context and the HR context of the organization
The relationship between the business context and the Human Resource context of the
Take Solutions is very simple. The business context of Take Solutions primarily deals in
ensuring that the target of 500 million by the year 2021 is achieved and the Human resource
context lies in ensuring that due to this the organization manages its global workforce well so
that they can achieve their objectives adequately (Kooij et al. 2013). Hence, in order to expand,
the business would need offices in various parts of the world and for this they would be required
to create a workforce. As the HR department already has a good framework, they need to just
synchronize the processes and ensure that the globalized processes are achieved adequately
(Refer to Appendix 6). Hence, the primary relationship of the HR department is to support the
Business objective and help it to attract and retain talent which will then assist the organization
in achieving its 500 million growth vision. The Human Resource Department plays the role of a
partner and collaborator.
Strategic HR in contrast to operational HR
The operational Human Resource can be defined as the department which remain close to
the operational work and they are the department which are available to the different employees,
they carry out daily operations and take up tasks like interviewing, hiring recruitment and the
management of daily payroll and working conditions (Takesolutions.com 2018). They are the
ones who maintain computerized HR information systems and also look after the legal aspects.

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The Strategic Human Resource Management can be described as the HR function of the
organization which acts as a partner of the organization and tends to assist any organization to
achieve its strategic goals and has an impact on the growth of the business. They form plans
which will assist the organization and make a direct contribution towards the achievement of the
long term goals (Budhwar and Debrah 2013). The strategic HR can be considered to be an
integral aspect of an organization and it is the duty of the HR department in this case to predict
future business needs and develop the current workforce to meet with these needs (Refer to
Appendix 2).
Hence, with respect to the Take solutions the role of the Human Resource Department is
both strategic as well as operational in nature.
Relationship between business issues and HR issues and the connection between them
According to the Bailey et al. (2018), the challenge which exists in Human Resource and
the business context is the issue related to the driving of the correct talent. In order to be
successful in the long run, it is very important for the business to employ the right talent at the
right time. Moreover, in order to ensure that these issues are overcome, the forecasting
methodology can be used which helps the business in understanding the market which is present
and the skills which are important to overcome these aspects in the business environment (Sinha
and Thaly 2013). The use of this method is made by the organization and hence, it is important to
have the right kind of people working for the organization which will thereby assist the firm in
the achievement of its objectives.
However, the primary business challenge of reaching the target has no connection with
the Human resource aspect of the organization (Refer to Appendix 3). However, it is agreed that

5STRATEGIC HUMAN RESOURCE MANAGEMENT
in scenarios where the business is in its phase one and is facing problems in different companies
in a foreign location for instance in an European country then, they might need specialized
workforce which then can come up as an issue and the HR department will be required to
coordinate in this scenario. Hence, in regard to this, the Human resource of the organization
helps in maintenance of a positive work environment and motivates the employees to ensure that
the right resources are employed in the right manner (Malshe and Biemans 2014). Moreover, it
also provides a base to act as a strategic partner for the organization which will then assist in
ensuring that the firm is successfully able to meet its targets and attain a competitive edge.
External issues faced by the business and its impact on HR function
As the organization is engaged in the service industry, the firm serves in the life science
domain and hence, a majority of the external issues being faced by the company which can be
labelled under the head of political, economic, technological and the other issues come from the
clients of the organization (Aswathappa 2013). In this context, an example can be provided of
the Pfizer client which states that if the organization needs to release a drug in the market it
would face challenges with respect to the political, economic and governmental restrictions. The
role of the company is a bit varied in this aspect, and its role is to assist the firms and help them
through the different phases of the release of the drug. In that manner, it does not face any
difficulty from the external environment (Anand 2018). However, there does exist a barrier from
the government as there has been a considerable slack phase of the health industry and thus the
operations of the business get impacted. Hence, in an indirect manner the operations of the
organization will get impacted and thus this cannot have a direct impact on the HR of the
company (Refer to Appendix 4). The impact of the operations in relation to the external barriers
are more strategic in nature and pose no threat to the HR Domain.

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Conclusion
Therefore, from the given analysis it can be stated that the Human resource department
forms an integral part of the organization. They act as both the strategic as well as the operational
partners who tend to ensure that the organization has the right people employed for the right task
and at the right time. The given essay analyzed the role of the strategic human resource in the
organization, Take Solutions and assessed the extent to which the Human resource department
tends to play a major role in the organization. Moreover, it also assisted in understanding that the
Strategic Human resource is very crucial for the organization at large.

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References
Anand, N. 2018. Take Solutions mulls U.S. acquisition. [online] Available at:
https://www.thehindu.com/business/Industry/take-solutions-mulls-us-acquisition/
article22784992.ece [Accessed 29 Aug. 2018].
Aswathappa, K.E.M.A.L., 2013. Human resource management: Text and cases. Tata McGraw-
Hill Education
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
Corrigan, G., 2015. Recruiting Analytics Talent: Attracting, Retaining, and Growing a Critical
Yet Scarce Resource. Business Intelligence Journal, 20(3), pp.17-24.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Kooij, D.T., Guest, D.E., Clinton, M., Knight, T., Jansen, P.G. and Dikkers, J.S., 2013. How the
impact of HR practices on employee well‐being and performance changes with age. Human
Resource Management Journal, 23(1), pp.18-35.
Louie, A. 2018. https://www.takesolutions.com/collaterals/reports/idc-marketscape-worldwide-
life-science-r-d-bpo-services-2018-vendor-assessment.pdf. [online] Available at:
https://www.takesolutions.com/collaterals/reports/idc-marketscape-worldwide-life-science-r-d-
bpo-services-2018-vendor-assessment.pdf [Accessed 26 Aug. 2018].

8STRATEGIC HUMAN RESOURCE MANAGEMENT
Malshe, A. and Biemans, W., 2014. The Role of Sales in NPD: An Investigation of the US
Health‐Care Industry. Journal of Product Innovation Management, 31(4), pp.664-679.
Sinha, V. and Thaly, P., 2013. A review on changing trend of recruitment practice to enhance the
quality of hiring in global organizations. Management: journal of contemporary management
issues, 18(2), pp.141-156.
Takesolutions.com 2018. [online] Available at: https://www.takesolutions.com/ [Accessed 26
Aug. 2018].
Takesolutions.com 2018. [online] Available at: https://www.takesolutions.com/our-vision-at-
navitas-is-to-be-the-best-knowledge-company-in-the-life-sciences-r-d-space [Accessed 26 Aug.
2018].

9STRATEGIC HUMAN RESOURCE MANAGEMENT
Appendices: Extracts from the interview
Appendix 1
The main challenge of the HR department in my industry lies in the retention of the critical
resources. One has to understand that the market is competitive and is open every year during the
month of June and July that is post appraisal. The market practices at a different level and is
always challenging once one gives their performance increment. There are existence of Tier one,
Tier two and growing companies. I often find the challenge of our resources moving towards the
Tier one companies or such companies attempting resources of our companies. As tier one
company refers to one of the key members of the supply chain thereby ensuring the direct supply
of the components to original equipment manufacturer (OEM) who initiates the chain.
Appendix 2
The method makes everything available right from the past data to the present market
data. Therefore it boils down to recruiting employees with the required skill set within the firm
so that it remains in a position to allocate the right resources for a concerned project.
Business challenge can however be explained from a different perspective. For instance,
supposed to reach the 500 million dollar target we need to acquire a company but is unable to
find a proper one then it becomes a business challenge and has nothing to do with the humans
resources. But suppose if one gets a project in phase 1 stage in a European country and do not
have the required talents for handling the projects then it is both HR as well as a business
challenge. Although this seems manageable one but the situation mentioned earlier is difficult to
manage since they depend on the industry and the availability of the right kind of companies.
This makes it a critical area.

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Appendix 3
Besides, the company is also concentrating on the Technology and functional area.
However, the broad spectrum lies in focusing on the clinical, regulatory and safety area for
creating innovative products and services and thereby addressing the needs of the life sciences
industry in a very unique way. So Take Solutions aims at becoming one of the leading life
sciences company handling the top five Pharma Company of the world
Appendix 4
Take Solutions have a good HR framework on a global scale which we try to collectively
implement since the firm has now acquired new companies which are presently in the stage of
collaboration. At the same time, we are trying to synchronize the various processes if the
acquired companies and thereby bring along a globalized process. This is what is taking place on
a parallel basis. In other words, it is basically a collaboration of the business functions. This is in
fact a day to day job and not a one time job since we need to closely work with all the business
units on a day to day basis. Here, I am basically involved in the discretion zone and need to
attend the senior level leadership review meeting held every month which provides me with an
overview of the happenings of the business and the kind of the support the HR provides.
Appendix 5
There are various phases that a drug goes through before its release into the market. The service
towards implementation of the phases is provided by the life sciences wing of the firm. Thus, we
aid a pharmaceutical company with a clearance to release the drug into the market. Thus, in
helping the pharma company in reaching various phases for a product make us face no

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challenges from the external environment. However, when there is a declaration from the
government regarding the slack phase of the health care industry then we do get affected.
Appendix 6
Now if we look at the individual factors one can find that the introduction of the compliance
standards of a newer workplace constantly keeps the HR department under pressure to keep up
with the law. This kind of regulatory measures influences all the process of HR department
including the training, hiring, compensation and termination. Lack of adherence can impose
extensive fines on the part of the company. The economic conditions also act as the biggest
influence on the HR function. In addition to affecting the talent pool, it affects the ability of the
HR department in the process of hiring. To be aware of the economic conditions one must be
aware of the happenings taking place across the world which will help them in creating a plan for
dealing with economic slowdown.