Strategic Human Resource Management Report: UK University Analysis

This report provides a strategic human resource management (HRM) analysis of UK universities, addressing challenges related to declining student numbers, staff retention, and overall institutional performance. The introduction highlights the significance of effective HRM in the education sector and the specific issues faced by UK universities, including rising tuition fees, visa restrictions, and concerns about educational standards. The report then delves into key issues, such as ineffective management, inappropriate teaching practices, and poor student support, emphasizing their impact on student enrollment and satisfaction. Task 2 proposes various HR policies and strategies to overcome these challenges, including flexible working arrangements, talent management initiatives, and the development of a total reward strategy for staff retention. The report also outlines the HR department's operational approach, emphasizing simplification, facilitation, and anticipation to ensure effective policy implementation. Finally, it suggests specific strategies like sustainable recruitment, leadership development, and staff reward systems to improve the overall performance of UK universities and ensure their long-term success in a competitive global market.

Strategic Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Significance of current key issues.......................................................................................1
TASK 2............................................................................................................................................3
HR policies to overcome from issues..................................................................................3
Barriers in implementation of HR policies........................................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
Reflective.......................................................................................................................................11

INTRODUCTION
Strategic Human resource management is considered as one of the most crucial factor of
business which either make or break brand name of company at marketplace. In this regard, HR
managers perform various responsibilities such as introducing eligible candidates within
business, provide appropriate organisational culture, framing policies and strategies, etc. This
would aid to enterprise to gain high retention of workers and their contribution in getting success
of business (Luthans and Doh, 2018). This assignment is based on a case study of Universities of
UK where educational institutions have faced various problems related to decrease rate of
domestic and abroad students. Therefore, discussion is made on significant issues with some HR
policies to overcome from the same. Furthermore, barriers are also highlighted which may come
during implementation of such policies in universities.
TASK 1
Significance of current key issues
In today's modern world, it has been analysed that every organisation whether dealing in
service, retail, manufacturing or even educational industry, looks forward to introduce effective
human resource management. This would help in running business more successfully as well as
aid to hit targets in efficient manner (Lecuona and Reitzig, 2014). Generally companies dealing
international level needs to have effective HR managers who builds appropriate policies for high
profitability and gain competitive advantages as well. But in context with educational sector,
universities looks forwards to enhance student base by seeking admission of domestic and
abroad scholars. As per current scenario, in UK, educational institutions and universities are
facing lots of issues related to potential loss of student numbers. According to Banfield, Kay and
Royles (2018), it has evaluated that this country pays highest level of tuition in the industrialised
world. But due to plethora of governmental reports, news headlines and concern of employer
about quality of graduate students, confidence in education standard and morale of educators has
fallen. Along with this, students and their parents also think twice about spending money for
admission in universities because educational providers fails to give guarantee about promising
career. The two main reasons related to this issue are- hike in educational fees and not getting
desired employment after graduation.
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As per UCAS (Universities and Colleges Admission Service) admission figures, due to
rise in students fees which is near about hike to 8% in 2013 as compared to last year,
approximate 13,000 applications are decreased from both UK and abroad universities. Due to
continuously risen in fees, it has also identified that in 2016, the number of student who have
applied for admission in universities are fallen by 4% i.e. more than 25,000. Along with this, the
number of EU students who plan to study in UK have also reduced to 5%. The another reason
behind the same is clamping down the educational visa by UK Boarder Agency (UKBA). This
kind of visa is provided to students for go for study in another country in legal manner. But in
2012 it has identified that London Metropolitan University has lost its license to give admission
to overseas students. This has caused a sharp fall in number of foreign students. The reason
behind cancellation of license of this university was checking process of overseas students which
is not done in appropriate manner.
Similarly, there are many factors highlighted in case study which shows various reasons
behind decreasing rate of applicants in universities. One of them is low standards of educational
institutions where students are treated as consumers for earning profitability (Bal and De Lange,
2015). Universities ad colleges are compete with each each other to enhance their student
numbers. Educational providers are concerned on assessment more instead of education. As
assessment and education both are important for shaping future of students but in terms of
qualifications, products is considered the level of knowledge, journey doesn't matter. In context
with students, they also get obsessed when not getting fair result after a hard work. Along with
this, rules and regulations of universities that concerns on marking assessment rather than on
hard work of students also pressurise students. They are force to rote-learn the entire contents for
final exams of a three-year degree course without understanding it. Therefore, educational
providers also not much concern on giving lectures appropriately. In this regard, students tends
towards websites to gain knowledge about subjects where all kinds of sources available on
related topic. But another problem they have faced it to detect relevant and reliable information
from thousands of pages on internet sources. This would also seems a battle for students which
puts extra pressure on them to make notes. As coursework is considered as invaluable part of
knowledge. Therefore, not getting proper notes impact on learning process of academics which
would lead to arise stressful conditions of students.
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According to BBC report on Teaching Excellent Framework (TEF), it has evaluated that
leading universities of UK have failed to gain position of high degree teaching standards. This
TEF program is focused on teaching pattern of tutors and outcomes for students (Al Ariss,
Cascio and Paauwe, 2014). Therefore, as per this report, universities of UK need to make much
improvement in its educational system.
It is clear from discussion that there is a ‘realistic’ look at above mentioned issues. In
order to overcome from these issues, universities are required to implement some new policies.
As per this case study, it has summarised that focus of education provision at The University of
Education Excellence has been one of expansion, providing a range of new academic courses.
According to Collings (2014), it has believed that University has always concern on enhancing
number of domestic and abroad academics. To gain attention of scholars, emphasised on
providing a broad range of suitable academic courses. They also give an ‘open-door’ policy for
encouraging transparent communications that are linked with the drive for raising standards in
learning and development. Although with ever-increasing pressure on class sizes, three-fold rise
in course fees, availability of resources such as latest technology, sizeable classrooms etc.
educational providers also essential qualities have been put on hold.
TASK 2
HR policies to overcome from issues
According to view points of Hill, Jones and Schilling, (2014), the concept of strategic HRM
can be defined as a crucial element for resolving issues within business and achievement of goals
for organisational success. It refers to best source for getting a competitive advantage. In context
with UK universities, it is considered as one of the top destinations for EU, home and
international students (Meyers and van Woerkom, 2014). But due to some issues like strict
migration policy of UKBC, increasing global competition, quality of teaching, fail to give
promise for better job employment etc. number of both EU and non-EU students are dropped
continuously year by year. As per above case study, the major key issues behind potential loss of
students are happened due to following:
 Ineffective management at universities
 Inappropriate teaching practices and support from staff in dealing with students’
problems, queries and complaints
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 Unacceptable delays in enrolment and general admission onto programs of domestic and
EU students
 Improper culture of universities
 Poor check-in process of overseas students
 Accusation of students from being let down by assessments and modules of universities.
Therefore, in order to overcome from such issues, management of universities are needed to
implement some HR strategies and policies (Popaitoon and Siengthai, 2014). These policies help
management in providing consistency, fairness, control and effective structure within
organisation. It also aid authorities in ensuring compliance with employment legislations and
giving information to staff members about expectation. HR strategies are also important for
management in its on-boarding process where information to teachers and other authorities are
given about how to deal with students' complaints. The main aim behind implementation of
strategies is to drive required change in educational system, talent management, personal
management and creation of international pedagogies and curriculum. This would help in
creating culture as per national and overseas academics. With this assistance, management of
educational institutions are required to develop policies for staff retention, employee resourcing
and create effective system. In addition to this, HR professionals under universities should concern on
how such policies can link into the corporate strategy that resolve mentioned issues. In this regard,
management of human resources aim to support the achievement of mission and vision of the
University and other educational institutions of UK mission by concerning on below mentioned
work themes:
 Helping to create a flexible organisation – On concerning with issues, management
will develop contractual arrangements for supporting flexible working and teaching
patterns. In addition to this, university will also concern on overseas and remote working,
secondments and matrix reporting structures, joint appointments with external partners
etc.
 Supporting the evolution of workforce – Develop and deliver global as well as
domestic focused attraction and recruitment strategies, including change management,
technical and personal skills development like effective leadership and pedagogy style,
succession planning and talent management (Schuler and Jackson, 2014). For staff
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engagement and their retention, management will support employee engagement, reward
and recognition, career development, promoting equality, diversity and inclusion, etc.
The process of management work:
The HR department will work with other divisions of universities where deputy director,
human resource director and other executives will monitor HR strategies. By working as a single
and integrated team, they will follow three main principles that are- Simplification, Facilitation
and Anticipation. Here simplification refers to ensure that human resource polices and strategies
are easy to access, use and understood. Facilitation concern issues related to both students and
employee concerns as well as provide practical solutions also. Other than this, Anticipation
refers to adopt planned approaches for executing HR policies, anticipating and responding
require needs of students and staff along with provide solutions which will fit for future concern.
University of UK will also concern on running HR transformation program. This will aid to
deliver an improved an amazing and improved experience of students, increase efficiencies and
effectiveness of HR strategies and policies, resource to give more support to administration for
executing policies and more (Tyson, 2014).
As per current case study, both overseas and domestic students are concerned to get
better education for career development and employee face issues related to ineffective
management. Therefore, the main strategies for resolving such problems are given as below:-
 Deliver a clear and sustainable recruitment strategy: In order to give best education to
students who are seeking to take admission in university, the management will promote
high talent management. To encourage and enable the development of internal talent as
well as identify the external talent, effective recruitment methods will take. University
will give employment to extremely professionals who are expert in their subject and have
command on each and every topic. Teachers must be able to change their teaching styles
as per culture of overseas, EU and domestic students. By developing clear approaches for
the development of high-performing talent, managers will identify future workforce and
talent requirement more easily. Through this process, university can give assurance to
parents and students about succession planning, mobility opportunities like international
assignments and internal secondments etc.
 Define and develop a vision of leadership, values and norms: By defining leadership
vision, values and norms, new recruiters can be encouraged to give support to university
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in giving satisfaction to students. For this process, management of university will support
the growth of transformational leadership and management. Along with this, university
will sustain cultural transformation activity also so that overseas students can adjust
themselves with domestic environment of UK. This would aid to attract other students
also to take admission in such campus area where priority is given to each student.
 Develop a total reward strategy for retention of staff: As major issue faced by
universities of UK is staff turnover, therefore, to overcome from this issue, university will
concern on introducing total reward strategy. In this regard, management will recognise
those employees who have given their best for enhancing career of students. Teachers
who give priority to listen problems and complaints of scholars as well as give time to
solve their queries, will be rewarded. This would help in encouraging and motivating
other staff members to give their best for meeting the requirement of students. Along
with this, university will also concern to give flexible environment to staff members and
run programs for employee engagement also. For this purpose, administration will focus
on fostering a value-based culture by concerning on diversity, well-being, inclusivity and
engagement. It will help in developing as well as maintaining the positive working
environment where teachers can give their best and promote learning among students.
 Define a proper assessment plan where main focus is to give proper teaching class:
Since students are facing main problems about completing assessment without
understanding the subject knowledge. Therefore, university will create some changes in
education system and support teachers in increasing efficiencies of their teaching pattern.
By defining a proper assessment plan where students have to carry out research on both
national and international assignment helps in developing their knowledge level. But as it
has evaluated that students are facing problems to discover reliable and relevant
information about a topic. Therefore, educational providers will also help them in
conducting their research and in managing national or international project properly.
 Ensure to give campus placement after completion of three-year graduation: As per
current study, it has also revealed that main issue behind potential loss of students is job
placement. From previous years, it has evaluated that UK Universities are continuously
failed to give appropriate job placement as per student choice and demand. Therefore,
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introducing high campus placement both in domestic and overseas area, help in attracting
parents and applicants to take admission in universities.
Thus, all these HR strategies help universities and other educational institutions of UK to
improve its educational system. For better success and achievement of objectives, management
will also monitor and review HR plan and policies on regular manner. Apart from this,
administration will also concern on check-in process of overseas recruitment in appropriate
manner. By proper management plan and support of regulatory bodies, authorities of university
can help government in reducing the entrance of foreigners who come for illegal activities. This
would also help in getting license to give admission to EU and international students for longer
period of time. Along with this, it is also necessary for universities to make policies regarding
counselling session also. Here authorities will conduct meeting and seminars with students and
their parents about career plan. Through this process, universities can provide information about
importance of different-different academic courses. With this assistance, students can choose
career options as per their interest. Furthermore, by giving job opportunities in overseas
countries to students can encourage other people to take admissions in such universities also.
Apart from this, since UK Universities are also face problems related to decrease number of
students due to hike in fees. Therefore, management and other authorities are also required to
make effective policies related to formulate effective fee structure as per economical conditions.
TASK 3
Barriers in implementation of HR policies
Since there are two HR policies have been made where one is for employees and one if for
students so that it could help University in overcoming from different issues concerning major
problems like high turnover or employees and less satisfaction to students on their expectation.
This could lead university to cancel its licence as well of an affiliation of it (Wilton, 2016).
While implementing the HR policies related to both students and employees, it is being found
that HR manager could face ample number of various while implementing it and these are given
below:
Apart from this, it has also been found that HR manager of the university were facing other
barriers as well; shortage of knowledge of HR department about HRIS (Human Resource
Information System) and less focus on HR department were the two major barriers that was
being faced by HR manager while implementing the new and updated HR policies for both
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employees and students. Away with this, one of the basic barriers that are being faced by human
resource manager of the University is that, he/she was not familiar with number of internal
promotions from underrepresented groups and groups with protected characteristics. In this
context, some of problems such as lack of expertise, technical problems, lack of funds, and time
consumption by the untrained staff can also be considered as basic issues which created issues
while implementing the policies (Ellinger and Ellinger, 2014).
If proper monitoring and evaluation would take place at the time of implementing new
innovative policies related to employees and students, this could lead them to reduce other
barriers as well. Here, it was found that, remedial actions not taken by HR manager related to
high turnover rate of employees this would be considered as an issue or could be considered as a
barrier while implementing the policy. These barriers could also create heavy time, manpower
and finance related problems for the HR manager of the university and this could impact upon
performance level at the same time.
Human resource management strategies are prepared by HR manager for improving the
existing ones. They implement these strategies in best possible manner so that they can have best
desired outcomes. Implementation of strategies is not always an east task as it appears (Wright,
Coff and Moliterno, 2014). There are some factors which acts as roadblock at time of execution
of Human resource management strategies or plans.HR managers should analyse and consider all
resistance because all these have a large impact on execution of prepared plans. The following
are some barriers in implementation of strategies:
• Insufficient analysis of factors which are related to environment and culture of the area or
location where universities are providing their education services. This act as roadblock if
all the norms and conditions are not as per cultural and environmental aspects of society.
• Improper understanding of needs and demands of students or community who have interest
in university, may act like a barrier at the time if implementation of human resource
management strategies (Debroux, 2017). This is happens because these strategies or plans
are prepared for interested parties and if these policies are not able to meet demand then it
will act as major barriers.
• Inability of HR personnel to convince top level management for execution of desired plans
and strategies. Implementation of strategies is in hand of upper level management. So if they
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are not activity supporting initiative taken by the HRM, then it is not possible to execute the
strategy.
• Inadequate resources for funding and implementation of strategies on real platform can
create problems. It could be deficiency of required budget, support from employees,
improper or unavailability of training and development activities etc. As these are the major
requirements while implementing any plan into action.
• Resistance of employees or students for accepting the strategies an lack of HR manager in
understanding the reason behind this resistance is the biggest barrier. As these are the person
who will implement and get affected the most from the execution of these strategies.
• Failure in analysing, evaluating and in monitoring the implementation of plans or strategies
act as barrier in achieving the best desired result. Inadequate backup plan for taking remedial
actions when things are going in wrong way also leads to obstacles in implementation of any
strategy (Cooke, Saini and Wang, 2014).
• Insufficiency in understanding or identifying the required skills and knowledge level of
employees or individuals who will play major role in implementation of strategies. If
implementers lack sufficient skills then it will be a barrier in execution.
• More focus on achieving the short term or near future goals rather focusing on
accomplishment of long term growth goals and objectives. This is a barrier because these
kind if strategies does not last long.
• Lack of appreciation or less recognition from top level management also act as barrier in
way of implementation of a successful strategy. This so because less amount of appreciation
from high level managers leads to demotivation among middle level HR managers or
personnel and resist them from implementing human resource management strategies.
CONCLUSION
It has been concluded from this mentioned report that strategic human resource
management is the most important function of a company. It helps in improving performance
and developing productivity of business which would further raise growth rate as well. In every
kind of organisations such as educational sector, HR policies and strategies helps in overcoming
from those issues which impact on business negatively. As in this report some issues regarding
with educational sectors of UK has revealed where problems faced by students and management
are revealed. Therefore, it has evaluated that universities are needed to concern on teaching
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practices and regulations of testing the knowledge level of students. By implementing effective
human resources practices or strategies, they can increase number of national and overseas
students. For this process, management of universities of UK and other overseas educational
providers are required to concern on check in process of overseas students also. This would help
in getting licence of recruiting foreign students for longer period of time.
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REFERENCES
Books and Journals
Al Ariss, A., Cascio, W. F. and Paauwe, J., 2014. Talent management: Current theories and
future research directions. Journal of World Business. 49(2). pp.173-179.
Bal, P. M. and De Lange, A. H., 2015. From flexibility human resource management to
employee engagement and perceived job performance across the lifespan: A
multisample study. Journal of Occupational and Organizational Psychology. 88(1).
pp.126-154.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford
University Press.
Collings, D. G., 2014. Integrating global mobility and global talent management: Exploring the
challenges and strategic opportunities. Journal of World Business. 49(2). pp.253-261.
Cooke, F. L., Saini, D. S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal of World
Business. 49(2). pp.225-235.
Debroux, P., 2017. Human Resource Management in Japan: Changes and Uncertainties-A New
Human Resource Management System Fitting to the Global Economy: Changes and
Uncertainties-A New Human Resource Management System Fitting to the Global
Economy. Routledge.
Ellinger, A. E. and Ellinger, A. D., 2014. Leveraging human resource development expertise to
improve supply chain managers' skills and competencies. European Journal of Training
and Development. 38(1/2). pp.118-135.
Hill, C. W., Jones, G. R. and Schilling, M. A., 2014. Strategic management: theory: an
integrated approach. Cengage Learning.
Lecuona, J. R. and Reitzig, M., 2014. Knowledge worth having in ‘excess’: The value of tacit
and firm‐specific human resource slack. Strategic Management Journal. 35(7). pp.954-
973.
Luthans, F. and Doh, J. P., 2018. International management: Culture, strategy, and behavior.
McGraw-Hill.
Meyers, M. C. and van Woerkom, M., 2014. The influence of underlying philosophies on talent
management: Theory, implications for practice, and research agenda. Journal of World
Business. 49(2). pp.192-203.
Popaitoon, S. and Siengthai, S., 2014. The moderating effect of human resource management
practices on the relationship between knowledge absorptive capacity and project
performance in project-oriented companies. International Journal of Project
Management. 32(6). pp.908-920.
Schuler, R. and E. Jackson, S., 2014. Human resource management and organizational
effectiveness: yesterday and today. Journal of Organizational Effectiveness: People and
Performance. 1(1). pp.35-55.
Tyson, S., 2014. Essentials of human resource management. Routledge.
Wilton, N., 2016. An introduction to human resource management. Sage.
Wright, P. M., Coff, R. and Moliterno, T. P., 2014. Strategic human capital: Crossing the great
divide. Journal of Management. 40(2). pp.353-370.
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APPENDIX
Reflective
My understanding of human resource management, Gibbs reflective cycle have helped
me out in developing this assignment and in going through different sorts of policies as well of
Human resource department of various companies and this helped me out developing
University’s HR policy. Gibbs’ reflective cycle encourages me to think systematically about the
phases of an experience or activity, and I used all the headings to structure this reflection project.
Gibbs' reflective cycle can be really useful in making right thinking through all the phases of an
experience or activity. On the other hand, this model have also aid me in reaching to a conclusion
with barriers as well. Away with this, I have also kept my focus on various issues as well like
growing sickness culture, high levels of labour turnover, Low job satisfaction, poor
communication throughout the University, remuneration scales which appear to be outdated and
not always reflective of the job content, trade union unrest and stoppages.
Apart from this, I have seen some issues among Unacceptable delays in enrolment and
general admissions onto programmes of both home, EU and international students, Accusations
from customers of ‘being let down’ by modules and programmes of study which do not reflect
the promotional literature, Indifferent support from staff in dealing with student concerns,
queries and complaints, Ineffective management and so on this led to develop a proper HR policy
and aid me in reaching to an all new level with a proper learning related to different policies,
themes and issues as well related to Universities. This aid me in expanding my knowledge at vast
level related to human resources.
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