BTEC RQF Strategic Human Resources Management: Workforce Plan

This report provides an overview of strategic human resources management, focusing on workforce planning within the context of Mark and Spencer. It examines the aims, scope, and purpose of a strategic workforce plan, highlighting the importance of employee evaluation, performance improvement, and alignment with organizational goals. The report discusses key trends and developments influencing HR strategy, such as continuous improvement programs, changing skill requirements, and workforce diversity. It analyzes external factors like market, economic, technological, political, and legal changes, as well as internal factors including corporate objectives, operational strategy, marketing strategy, and financial strategies. Furthermore, the report delves into theories and concepts related to the growth and development of strategic HRM, including behavioral perspective theory and agency transaction cost theory, emphasizing their practical application in employee selection and organizational effectiveness. The conclusion underscores the importance of strategic approaches and the consideration of both internal and external factors for successful HRM practices.

Strategic human resources
management

TABLE OF CONTENTS
Part 1................................................................................................................................................3
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Aim, scope and purpose of the strategic workforce plan:............................................................3
Key current trends and developments that influence an organisation’s HR strategy..................3
External and internal factors influence HR strategy and practice................................................4
Theories and concepts relating to the growth and development of strategic HRM.....................6
CONCLUSION................................................................................................................................8
REFRENCES...................................................................................................................................8

Part 1
INTRODUCTION
Human resource management in business activities require consideration of effective idea
and proper framework it mainly develops for organization effectiveness and workflow
management. Human resource key aspect for business process (Tajeddini, Martin and Altinay,
2020). Mark and Spencer is all above retail industry in UK. They mainly provide clothing
survives in international market. This report will provide organization strategic workforce plan,
internal external factors influence performance of human resource function, analysis of key
strategic and operation consideration of organization and evaluation of theory and practices for
successful business activities.
MAIN BODY
Aim, scope and purpose of the strategic workforce plan:
Aim: Evaluation of worker and provide them information for performance improvement with
training and motivation development.
Scope: Influence performance of overall business activities, human resources improve
performance with identification and evolution of management practices (Werdhiastutie,
Suhariadi and Partiwi, 2020). It mainly refers to engage right employees, provide them guidance
about organization work flow and many more which related to business activities.
Purpose: Strategic workforce plan make efficiency in performance of employee and it influences
overall organization gaol achievement with successfully manner. Mark and Spencer decide that
they expand their business activities international market.
Key current trends and developments that influence an organisation’s HR strategy
Continues improvement program: Human resource management has responsibility to select
right people for origination and identifies that people have potential to improve their workforce
activities with training and motivation development. Mark and Spencer firstly decide to provide
their services in UK but analysis and evaluation of marketing activity they decide to provide
their product services in other country so when they decide to implement new activity they have
responsibility to engage new human resource in other area which require identification of people
behaviour, their communication and many more,
Changing skill requirements: Changes in business activities like organization management
team decide to implement and engage new resource or new structure of working plan they have

to provide information to employee and provide them training is most essential term. So human
resource management when develop recruitment activity they have to develop question that they
have skills or not (Holmlund and et.al., 2020) . And when they develop variation in industry
activities they have to develop inessential training program for skill improvement.
Work force diversity: This factor is not only influence this time it affects from long term and
multiple business. This is one of the most complex activity it mainly includes culture diversity,
social background, colour, age and many more. Consideration about this activity its essential that
organization implement and develop new rule that individual is equal, people has to consider that
they not influence other cultural activities and individual are equal it can be only happen when
individual human take initiative this approach. Mark and Spencer provide their service in global
market their overall organization services depends on different country people, their different
nature and many more. Management of this complexity is not easier.
External and internal factors influence HR strategy and practice
 External factors: It influences factors which highly affect performance of human
resource practices but consideration and knowledge about these factors provide effective
ideas for human resource management practices are as follows,
Market change: Diversification market activities like custom demand, their lifestyles,
perceptions, other competitive industry and many more aspects influence performance of human
resource because business has responsibility to provide new skills in human, and they have to
gain new skills and operational activities for business continuity (Amrutha and Geetha, 2020)
Economic change: Diversification in economic situation that when Mark and Spencer expand
their business in international market they have to analyse wages rates mainly because when they
provide and supply their business product in different country they have to provide them salary
as well. It influences performance of financial management because they have to generate
pricing decision.
Technological change: On the basis of recent market trend employee performance highly
influence continues variations in technological factors. New technology is useful for origination
but application of new technology require proper training so it influences employee performance.
And human resource management department has responsibility to engage new people who have
idea about new technology.

Political and legal change: Proper development of business activity in other place require
proper identification and consideration about their legal and political changes because it directly
impacts on performance of business structure (Kerdpitak and Jermsittiparsert, 2020).. Mark and
Spencer face many challenges from changes in political factors like government rules on product
services and many more. Knowledge about factors human resource can properly manage their
performance they don't require to face any issues so its beneficial approach.
 Internal factors: This term refers to activities were human resource performance
influence by internal organization performance. Human resource development in
organization is essential to evaluate and identifies that people have potential to do work
or not. For this reason human resource management implement practices.
Corporate objective: Identification of corporate objective is major essential tool because human
resource management decide to recruit people according to business requirement. Proper
identification and consideration of company object is major essential because when human
resource management not has specific idea that which type of survives organization provide they
not recruit and select right candidate. Mask and Spencer organization decide that they provide
survives in other place, so they have responsibility to select people how has potential to reach
customer attraction in other place.
Operational strategy: Human resource when they not perform their task with effective manner
like they not complete their given task about production process that they have to prepare this
amount of product in specific time period if they will not do their work it influences performance
of employees. Mark and Spencer has major responsibility to develop production process fast
because they have responsibility to provide their services in global market so its essential human
resource from their task with effective manner to reach customer attraction for long term (Cherif,
2020).
Marketing strategy: Human resource management department has to engage right people
selection because in the competitive and technological market other organization uses
technological tools for market which affects human resource activities. Product exaptation in
new market require new sales person and new marketing members so its essential that
organization human resource department engage people who have great sense of marketing.

Financial strategies: effective and powerful financial management strategy useful for reduce
costs and it develops more effectiveness in business activities so selection of financial experts in
internation market require proper identification and evolution of financial expert.
Theories and concepts relating to the growth and development of strategic HRM
Behavioural perspective theory:
This theory mainly based on people behaviour, how people behaviour affects from
conditioning basis and environmental basis. Idea about this activity is the best approach which
makes sense to generate and evaluate proper result for interaction with people which manner.
Consideration and knowledge about this theory its easier to develop idea about people
perspective and which skills they have. Human resource management department can effectively
identify and select people which have great sense and idea about organization essential
requirement.
Strategic workforce plan by human resource management is mainly possible they
consider to use theory because it provides specific idea to maintain organization effectiveness
with selection of right candidate (Singh and et.al., 2020). Application of this theory Mark and
Spencer organization human resources management team evaluate and identified people
performance and skills because it classifies every section about human nature which is useful for
right selection activity in global market.
Agency transaction cost theory:
This theory is mainly refers to activity where corporate prepare structure with
identification of external forces makes idea to provide and distribute work in organization for
success. Its useful for strategic human resource management when company decide to engage
and implement new people for service improvement they have responsibility to engage right
people, so they can resolve activities with contractual basis.
Human resource management highlighted their requirement in market and people will
develop idea that this organization select people for particular this files they clearly explain each
and every aspect which skills, education they require for their business effectiveness. On the
basis of international market human resource management has responsibility to select different
people who situated in where they develop their business. Selection of different place people, is
not ease concept it requires consideration of language, because this is one of the huge barriers

because HRM only recruit people when they have idea about their language so both they
communicate with effective manner.
So its very clear that theories will really beneficial for strategic human resource
management because it determines and specifies each and every essential factors which are
essential for selection of people in global market and existing market. Mark and Spencer human
resource management team ha to applies and consider these theories for performance
improvement in business programs.

CONCLUSION
It has been suberized form the above reflective study that human resource management
practices require strategic approaches and identification of external and internal factors which
beneficial for strategic human resource management practices development within origination. It
has been clear that mark and Spencer organization has to build their performance they have to
apply theories, practise of human resource strategic work management highly influence
organization performance in positive manner.
REFRENCES
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service innovation and performance. International Journal of Hospitality Management.
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Werdhiastutie, A., Suhariadi, F. and Partiwi, S. G., 2020. Achievement Motivation as
Antecedents of Quality Improvement of Organizational Human Resources. International
Research and Critics Institute-Journal (BIRCI-Journal). pp.747-752.
Holmlund, M., and et.al., 2020. Customer experience management in the age of big data
analytics: A strategic framework. Journal of Business Research. 116. pp.356-365.
Amrutha, V. N. and Geetha, S.N., 2020. A systematic review on green human resource
management: Implications for social sustainability. Journal of Cleaner Production. 247.
p.119131.
Kerdpitak, C. and Jermsittiparsert, K., 2020. The Impact of Human Resource Management
Practices on Competitive Advantage: Mediating Role of Employee Engagement in
Thailand. Systematic Reviews in Pharmacy. 11(1). pp.443-452.
Cherif, F., 2020. The role of human resource management practices and employee job
satisfaction in predicting organizational commitment in Saudi Arabian banking
sector. International Journal of Sociology and Social Policy.
Singh, S. K., and et.al., 2020. Green innovation and environmental performance: The role of
green transformational leadership and green human resource management. Technological
Forecasting and Social Change. 150. p.119762.