Strategic Human Resources Management: BTEC HND Business Assignment

This report provides a comprehensive analysis of strategic human resource management, focusing on change management models like Kotter's and Lewin's, and their application in organizational settings such as Asda. It discusses the importance of monitoring and measuring HR outcomes, including employee churn rate, absenteeism, and productivity, using metrics like absenteeism rate, employee productivity rate, and employee net promoter score. The report also evaluates effective HR management and development practices that support sustainable performance and growth, such as hiring to values, promoting from within, and quality management. It concludes by emphasizing the role of strategic workforce planning in aligning human resources with organizational objectives and suggests HR development techniques for sustainable performance and growth.

Strategic human resource management

Table of content
• INTRODUCTION
• Evaluation of appropriate change management models that supports HR strategy
in organization
• Valid justification for application of chosen change management strategies, models
and concepts

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• Discussion of monitoring and measuring HR outcomes along with
application within organization
• Evaluation of effective HR management and development that supports
sustainable performance and growth to meet objectives of organisation.

INTRODUCTION
Strategic workforce plan ensures that that right candidate is allotted the right
job and at the correct moment. This process sets human resources of the
organisation for identifying the talented requirements that are associated with the
future objectives of the organisation.

Evaluation of appropriate change management models
that supports HR strategy in organisation
Change management refers to a systematic approach which helps to deal with
transition as well as transformation of goals, process as well as technologies of
organisation. Main purpose of change management is to implement different
strategies which helps for effective change, controlling of change as well as adaption
of changes.

Kotter's change model:
It is one of model for change management which is introduced by John Kotter in the
year 1996. This model consist eight important steps for purpose of implementing
changes. These steps can be followed by managers of Asda for implementing changes.
• Increasing urgency is the first step in this model in which a sense of urgency can be
created by managers of Asda among employees which motivate as well as engage
employees.

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• Managers of Asda needs to be also transparent while implementing
changes and communicating with people for purpose of implementation of
change.
• In next stage, managers of Asda needs to get support from employees with
removing roadblock along with collection of feedback from employees.
• In change management, managers of Asda needs to focus on short term
goals instead of focusing on end results.

Lewin’s Change management model
• This model is easy as well as simple to understand the framework for change
management. This model involves three steps, that are, unfreezing, changing
and refreezing.
• By recognizing these three different stages of change management model, an
organisation can plan to implement new strategies within the workplace.

McKinsey
McKinsey is another change model which helps management of company to
implement long lasting changes. There are different categories which should be
understand by managers of Asda for purpose of implementing changes.
• It is refers to plan for action, road map and blueprint which helps to identify ways
an organisation again competitive advantage as well as leadership edge.

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• Share values are core values of a company according to which it is works.
• The manner in which an organisation adopt change is consider as style.
• Staff is workforce as well as employees who has working capabilities.
• Skills refers to competencies posses by employees to work in a business.

Valid justification for application of chosen change
management strategies, models and concepts
From above discussed models, it is justified that Kotter's change
management model helps in forming the strong leading alliance and
generates a sense of urgency as well as builds a strategy and vision. This
model facilitates in eliminating the obstacles and empowers the human
resources for action and generating short-term objectives.

Discussion of monitoring and measuring HR
outcomes along with application within organisation
Human resource metrics are operational methods, stating the
efficiency and effectiveness of an organisation in terms of HR practices.
They leverage the authority of information to help Asda in making the
business decisions that helps in driving a better outcome for the respective
company and its human resources.