Strategic HRM Report: HRM Functions and External Influences

This report provides a comprehensive analysis of strategic Human Resource Management (HRM), focusing on the context of Thistle Hotel. It begins with an introduction outlining the role and priorities of HR functions, including recruitment, performance evaluation, compensation and benefits, record keeping, and employee relations. The report then delves into the external and internal influences on HR functions, such as competition, legislation, compensation, and employee relations, highlighting their impact on Thistle Hotel's operations. Further, the report examines potential changes in the organization, particularly within the UK hotel industry, and assesses the impact of these changes on the structure of HR functions. A reflection section provides insights into the learning experience, including strengths and weaknesses encountered during the analysis. The report concludes by summarizing the key findings and emphasizing the importance of HRM in managing organizational performance and retaining employees, ultimately contributing to business profitability and smooth operations. References are provided to support the analysis.

Strategic HRM

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Role and priorities of Hr function....................................................................................................3
EXTERNAL AND INTERNAL INFLUENCES ON HR FUNCTION..........................................5
Changes in the organization ............................................................................................................6
IMPACT OF CHNAGE ON STRUCTURE OF HR FUNCTIONS...............................................7
REFLECTION.................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
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INTRODUCTION
Human resources management refer to the process of managing workforce in the light of
organizational objectives. This helps to determine certainty for future business activities and
deeming growth of organization. Present report is based on Thistle hotel which provide wide
range of products and services to customers as per their preferences. Further, report covers role
and priorities of Hr functions for effective management of personnel. In addition to this,
influence of several internal and external factors on human resources practices are analyzed.
Apart from this potential changes in future and its direct impact on the performance of Thistle
hotel has been analyzed.
ROLE AND PRIORITIES OF HR FUNCTION
The role of human resources management is imperative in any organization. In case of
Thistle hotel which has portfolio of 33 hotels in three and four star sector, mange its workforce
effectively. It is explained as follows- Recruitment-it is the key role of Hr in corporation because they recruit employees for the
better performance of company and to ensure consistent flow of production (Wang and
Shyu, 2008). Under this process hr resources of Thistle hotel uses wide range of internal
and external sources to acquire competent and qualified personnel in accordance with
requirement of company (Mayhew, 2015). Furthermore, they adopt several kind of
practices for selection of right candidates at right place in order to ensure optimum
utilization of limited resources. Furthermore, human resources management of company
places advertisement of job and access to different sources and also screen applicants on
the basis of set standards. Apart from this, preliminary interviews are conducted and
coordinate the efforts with management to select the appropriate candidates for the
vacant post. This way human resource management of Thistle hotel provide good quality
of workforce. Performance evaluation-This is another function of human resources where Hr
department assess the performance of workforce according to set criteria. It facilitates to
increase the level of motivation among personnel to work with integrity and achieve the
targets on right time. Also, time frame is set for the expected outcome and employees are
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communicated for the same (Sheehan, 2005). This in turn motivate them to work in the
direction of growth and success of Thistle hotel. Apart from this, HR department of
Thistle hotel provide compensation, promotion and termination to affected personnel. Compensation and benefits-it is the next most important function of Hr wherein
employees get detail information related to their salaries and wages. Here, Thistle hotel
uses effective payroll system for personnel as per their performance or contract. Under
this, Hr department ensure that workforce are completing their working hours otherwise
salaries is deducted. It assists corporation to work with integrity and maintain the
decorum of Thistle hotel. However, liberal approach is adopted by management with
employees according the situation (Sheehan and Cooper, 2011). It assists corporation to
cope up with changing scenario and accordingly take care of employees so as to enhance
their level of motivation and retain them for longer time span. Record keeping-this is another important function where human resources department of
Thistle hotel keep record related to performance, personal information and other related
data of employees as well as management. This is the prime duty of Hr department so
that company can evaluate performance of employees or staff accordingly. Apart from
this, individual tax forms are maintained by Hr along with other information like
insurance records, inventory statistics (Gautam, 2015).
 Employees relation-This is the last imperative hr function where human resources
management of Thistle hotel build good relationship with employees. They are also
responsible to resolve the conflicts or issues raised by workforce. It leads to generate
positive attitude among employees and retain them for longer time span. Furthermore,
human resources officers also serve as the mediator between management and employees
(Key Priorities for the HR Profession Through 2015, 2015).
Apart from this, several other key priorities are considered by Hr department of Thistle
hotel. It is related to management of change and cultural transformation. Along with that
leadership development and management of talent is ensured by the end of HR department of
Thistle hotel. This way corporation can management the performance and create competitive
edge in the marketplace (Shih and Chiang, 2005). However, with the changing phase role of HR
is also becoming complex and in turn hr ensure that effective leadership style is being adopted at
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the top level so as to motivate workforce. It depicts that, the ultimate aim of the human resources
management of Thistle hotel proves to be effective in retaining workforce. This in turn give
profitability to business and determine smooth flow of business (Storey, 2009).
EXTERNAL AND INTERNAL INFLUENCES ON HR FUNCTION
Environment in which thistle hotel operates is highly complex in nature and large number
of hurdles are present which may prevent organization from accomplishing desired aims along
with objectives. External factors are present outside the company and their influence is quite
high as compared with internal factors. Therefore, corrective measures are taken by management
timely so that overall aims along with objectives of firm can be achieved easily. External factors
influencing HR functions of enterprise are as follows:
Competition: It is one of the main factor influencing overall HR functions carried out by
enterprise. Due to high level of competition HR managers working in Thistle are not able to
recruit qualified workforce and this directly prevents business enterprise to operate efficiently in
the market (Wang, 2005). Further, it is well known fact that for conducting business operations
qualified candidates need to be employed. But every enterprise is working hard in order to recruit
the candidate which well matches with their requirement. Due to this basic reason competition is
regarded as one of the main external factor influencing external HR function of enterprise
Legislations: All the laws and regulations introduced by government influences HR activities of
enterprise. Further, federal along with state legislation dictate that how long business must retain
personal record along with data of its workforce. It is necessary for Thistle firm to comply with
all the legal requirement such as ensuring discrimination is not present within the workplace etc.
So, these two are the main external influences on HR function and it affects each and
every activity being carried out by human resource department of Thistle. On the other hand
internal influences on HR function are as follows:
Compensation: It is well known fact that fair amount of compensation attract employees towards
organization. Further, when condition of unemployment is present then individuals are ready to
work even at low salary. So, it is necessarily required for HR manager of Thistle to evaluate its
compensation scheme in order to know whether all the staff members are satisfied with the
salary provided to them or not (Fabi and et. al., 2009).
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Employee relations: Internal policies along with procedures of company influences HR
activities. Further, it is the first and foremost duty of HR manager to ensure that proper training
is provided to the staff members so that they can perform assigned duties in appropriate manner.
Therefore, employee relations may also have direct influence on the activities by activities
carried out by human resource department of Thistle.
So, these are some of the internal along with external influences on HR functions of
enterprise. Further, external influences are regarded as the kind of issue where 17% of the senior
HR professionals through that they should be 'prioritising business issues over what matters to
HR whereas 43% of the managers perceive that they should be challenging inappropriate
behaviours along with actions'. Therefore, in this way corrective measures are taken by HR
department of every firm so that overall functions may not be influenced due to external or
internal affairs.
CHANGES IN THE ORGANIZATION
The given scenario reflect that the most important function of Hr is to work with
organization to drive change. Here, the present situation of Hotel industry of UK is changing
because of several external issues like political, economic and legal changes. This generate need
of change int eh current work practices, On the other hand, supporting EU legislation with regard
to employment provide more opportunities for workforce. At this juncture, employees like to
shift from one to another organization due to long working hours. This creates high level of
dissatisfaction among employees (Brand and Bax, 2002). Owing to this, role of Hr will be
changed as per the changing phase of organization. This will assists Hr of Thistle hotel to retain
employees by implementing changes at workplace. Apart from this, changes in the legal process
of corporation also generate need to bring change in the internal environment of corporation.
Similarly, external forces like changes in employment law due to hectic schedule of workforce.
Along with that, variation in the basic pay scale of UK residents. All these variation could have
negative impact on the hotel in next three years. However, it is mandatory for all organizations to
give quick respond on the external forces (Schuler and Jackson, 2008).
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IMPACT OF CHNAGE ON STRUCTURE OF HR FUNCTIONS
All the above mentioned changes will bring drastic change in the organization. It is
because Hr department will have to prioritize the business issues in order to maintain its
competitive edge. At this juncture, it might be possible that workforce adopt inappropriate
behavior and action in the critical phase of Thistle hotel. However, this aspect will be accepted to
build reputation of organization in the marketplace. It depicts that there can be minor change in
structure of Hr functions. Furthermore, hr management of hotel can adopt effective approach for
motivation of employees by proving them both monetary and non-monetary rewards (Armstrong,
2011).
The HR function will further include employee participation in the cultural
transformation. It leads to provide support to corporation in critical phase. This is because
participatory method will attract candidates across the world. Similarly, emphasis will be laid on
consumer satisfaction and competitive edge of the company through effective management of
employees (Truss and et. al., 2012). The prevailing changes depict that hr management of Thistle
hotel will initiative to adjust according the situation. At this juncture, personnel will be provided
guidelines with participate style of leadership. Also, they will be provided appropriate work
environment with good monetary as well as non-monetary benefits.
REFLECTION
After conducting the study on hr functions I found that my analytical skills has been
developed. This is because it came to know regarding the both negative and positive aspect of
HRM in the critical phase of corporation. It facilitates me to explore my decision making power
with proper understanding of situation. Furthermore, this piece of work provided me knowledge
about role of HR function in the changing phase of hotel. It will prove to be effective to manage
the sudden change of the corporation and accordingly retain the workforce for longer time span/
However, I found that lack of concentration was the weakness of mine while completing
the paper initial. Owing to this, it might be possible that some of the important information has
not been incorporated. But, later on I got idea about the relevance of scenario with practical
situation. It helped me to write the changes in the organization in next three years. Furthermore,
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lack of sufficient data created barriers in clarifying the influence of internal external issues in
role of Hr functions.
I could improve this work with more in-depth analysis and study on the same. It will help
me to understand the current scenario of HR practices in the different industries. Apart from this,
in-depth analysis of the issue can be identified with the help study of the same topic in detail.
CONCLUSION
The aforementioned report depicts that hr functions play key role in managing
performance of corporation. It assists organization to retain employees by providing them
appropriate rewards. It can also be said that, work with the organization to drive change is the
most imperative function of HR professionals. This aspect of corporation give upward direction
to business and enhance overall rate of return of organization.
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REFERENCES
Journals and books
Armstrong, M., 2011. Armstrong's Handbook of Strategic Human Resource Management. 5ed.
Kogan Page Publishers.
Brand, J. M. and Bax, H. E., 2002. Strategic HRM for SMEs: implications for firms and policy.
Education + Training. 44(8/9). pp.451-463.
Fabi, B. and et. al., 2009. Strategic alignment of HRM practices in manufacturing SMEs: a
Gestalts perspective. Journal of Small Business and Enterprise Development. 16(1). pp.7-
25.
Gautam, K. D., 2015. Strategic integration of HRM for organizational performance: Nepalese
reality. South Asian Journal of Global Business Research. 4(1). pp.110-128.
Schuler, S. R. and Jackson, E. S., 2008. STRATEGIC HUMAN RESOURCE MANAGEMENT.
2ed. John Wiley & Sons.
Sheehan, C. and Cooper, K. B., 2011. HRM outsourcing: the impact of organisational size and
HRM strategic involvement. Personnel Review. 40(6). pp.742-760.
Sheehan, C., 2005. A model for HRM strategic integration. Personnel Review. 34(2). pp.192-
209.
Shih, A. H. and Chiang, H. Y., 2005. Strategy alignment between HRM, KM, and corporate
development. International Journal of Manpower. 26(6). pp.582-603.
Storey. J., 2009. The Routledge Companion to Strategic Human Resource Management. Taylor
& Francis.
Truss, C. and et. al., 2012. Strategic Human Resource Management. OUP Oxford.
Wang, S. D. and Shyu, L. C., 2008. Will the strategic fit between business and HRM strategy
influence HRM effectiveness and organizational performance?. International Journal of
Manpower. 29(2). pp.92-110.
Wang, Z., 2005. Organizational effectiveness through technology innovation and HRM
strategies. International Journal of Manpower. 26(6). pp.481-487.
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Online
Key Priorities for the HR Profession Through 2015. 2015 [pdf]. Available through:
<http://www.shrm.org/research/surveyfindings/articles/documents/08-0881%20future
%20of%20hr%20survey%20briefa_final.pdf>.[Accessed on 2nd December 2015].
Mayhew, R., 2015. Six Main Functions of a Human Resource Department. [Online]. Available
through: <http://www.shrm.org/research/surveyfindings/articles/documents/08-
0881%20future%20of%20hr%20survey%20briefa_final.pdf>.[Accessed on 2nd December
2015].
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