Strategic Human Resource Management Report - Unit 10, September 2019

This report provides a comprehensive analysis of strategic human resource management (SHRM) within the context of Tesco, a retail trading store. The report begins by outlining the importance of SHRM in an enterprise, emphasizing its role in attracting, developing, and retaining employees. It defines the purpose of SHRM activities, focusing on how they align with business strategy and improve organizational performance. The report then evaluates SHRM's contribution to achieving organizational objectives, highlighting its impact on resource optimization and continuous improvement. The second section examines the business factors underpinning human resource planning, including assessing human resource requirements and developing human resource plans. The third section delves into the purpose of human resource management policies and analyzes the impact of regulatory requirements. Finally, the report analyzes the impact of organizational structure and culture on human resource management, examines the effectiveness of HRM monitoring, and provides recommendations for improvement. The report covers various aspects of SHRM, including recruitment, training, performance appraisal, and employee engagement, and emphasizes the importance of aligning HR practices with overall business goals to enhance productivity and profitability.

STRATEGIC HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
1.1 Description on importance of strategic human resource management in enterprise........1
1.2 Define the purpose of strategic human resource management activities within enterprise.. 2
1.3 Evaluation on contribution of strategic human resource management to accomplish
organisation objectives...........................................................................................................4
LO 2.................................................................................................................................................5
Description on the analysis of business factors that underpins human resource planning within
enterprise. ..............................................................................................................................5
2.2 Define access of the human resource requirement in given situation..............................7
Development human resource plan for the enterprise............................................................7
Critical evaluation on how human resource plan contribute to meet enterprise objectives.. .8
LO 3.................................................................................................................................................9
Explain purpose of human resource management policies within enterprise........................9
Description on analyse the impact of regulatory requirements on human resource policies
within enterprise...................................................................................................................10
LO 4 ..............................................................................................................................................10
Analyse the impact of organisation structure on human resource management..................10
Define the impact of organisation culture on management of human resource...................12
Examine the effectiveness of human resource management to monitored within the enterprise.
..............................................................................................................................................13
Recommendation to improve effectiveness of human resource management within enterprise.
..............................................................................................................................................14
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Strategic human resource management termed out as proactive management of people. It
is inclusive of typical human resource components such as discipline, payroll, hiring and this
also helps to boost retention and this also aids to improve the quality of work experience (Noe,
Gerhart and Wright, 2017). It is defined as practice that helps to attract, develop, reward and
retain employees for the benefit of both employees as individuals and enterprise as a whole. In
addition to it, strategic human resource management mainly utilise the talent and opportunity
within the human resource management to make the all activities of the department more
effective and strong.
The present report is based on the study of Tesco, it is retail trading store that deals in
grocery service that deals in product as electronic goods, books, broadband and financial service
etc.
Furthermore, report will cover the significance and purpose of strategic human resource
management in organisation. Thus, study will covered human resource management plan for the
organisation to accomplish the specific objectives. Additionally, report will analyse the impact of
organisation structure on the management of human resource.
LO 1
1.1 Description on importance of strategic human resource management in enterprise.
The significance of human resource management within the enterprise cannot be the
overemphasized due to the fact that human are the driving force behind the organisation.
Therefore, the one of the effective way to strategic human resource management is one of
beneficial aspect to an enterprise in direction that needs to be properly executed to attend the
specific objective within the Tesco. Also, strategic human resource management mainly termed
out as bringing development in the plan of action that can aids to motivated workers to have
greater productivity ( Boon, Eckardt and Boselie, 2018). Henceforth, this can be stated that
strategic management can be termed out as critical tool to be competitive and standing out in the
marketplace. Effective strategies assist the management to prioritize the activities within the firm
and this also defines that how resources of the enterprise get distributed. This is defined as one of
systematic ways to execute the firms initiatives and goals under the guidelines of its leadership.
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There are number of individual that commonly considered as to be organisational greatest
assets and backbone to enterprise. In term to create the efficiency in communication, training and
general management helps to manage the people within the enterprise (Amberg and McGaughey,
2019). Therefore, the one of the main difficulty in creating working force plan is to problem of
estimating the future demand for labour. In addition to it, demand can helps to bring the change
as a result of firm changing plan of action. Thus, strategic human resource management plays
vital role in order to build effective working environment within the enterprise.
Human Resource management termed out as one of significant process for business that
aids to accomplish the business objectives. Thus, strategic effective Human Resource
management create the positive attitude among the workers. This is defined as modern approach
that maintain people at workplace which put their considerations on utilisation, acquisition and
maintain Human Resource. The effective HR policies, regulations and strategies all are the core
components that undertake the organisation activities effectively and efficiently ( Stewart and
Brown, 2019). The strategy HRM put their prior focus on to hire the skilled labour workforce
that bring proficient growth.
The enterprise cannot build a good team of working professionals without the good force
of human. Thus, strategic human resource management team is inclusive of things as recruiting
the people, train them, appraise their performance and motivate the employees so that they can
do their best. There are many HR professionals and there are various emerging challenges that
helps to frame out competitive advancement. HRM facilities aids to develop the completeness
among the firm ( Collings, Wood and Szamosi, 2018). Thus, strategic HRM put their major
consideration setting up of link between overall strategies that helps to accomplish particular
objectives. In addition to it, the strategic Human Resource management practices and
organisation performance of firm enables managers to design the performance that helps to
accomplish better operational result. This is one of effecting technique that helps to perform
better and also aids to accomplish higher objectives.
1.2 Define the purpose of strategic human resource management activities within enterprise.
Strategic Human Resource management activities will be inclusive of determine the
human resource needs for position in the enterprise, recruitment and selection of people, training
and also helps to bring development within the employees. Thus, strategic HRM is highly
pertinent for the business performance that enhanced by the capacity of the employees. It is one
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of the effective way that helps to bring development within the organisational activities. The
main purpose of strategic human resource management is to bring improvement in the
organisational performance that allows to integrate and aligning with the business strategy.
Strategic human resource is termed out as competitive advancement within the enterprise
( Kasemsap, 2019). Therefore, the main purpose of HRM is to prevent the issues and to
maximise the firm performance by investing in the right people. Human resource management is
made up of many purpose and each of it helps to ensure the efficiency and good quality. In the
large enterprise as Tesco, the area of HRM falls under the wide responsibilities of the HR
managers and specialist, service managers, training and development managers, career consolers
etc. In order to keep the good staff retention record to the enterprise in the organisation it is
crucial to build the effective HRM policies that aids to undertake better course of actions.
Henceforth, the main aim of the quoted enterprise is to put focus on quality and
performance results that aids to enhance the productivity and profitability within the enterprise
(Li, Wang and Ma, 2018). Under this, Human resource manager needs to undertake their
functions as staffing, employee welfare, employee retention and employee orientation etc. In
addition to this, the main aim of HRM is directly connected to organisation mission and goals of
the enterprise. However, the main purpose of the HR is to full-fill the following things as are-
 To undertake internal and external recruitment.
 To have the effective employee on-boarding and training.
 To provide proper employee performance assessment.
 To assist employees within employee recognition and engagement.
 To have better compliance with the labor laws.
Henceforth, the Human resource management is termed out as coordination of an
enterprise that leads people to accomplish the organisational objectives. In addition to it, the
effective process of HRM put their major consideration on process, people and technology that
put their focus over the other parts of the enterprise rather than on external environment
(Moutinho and Vargas-Sanchez, 2018). Thus, object of the HRM is to put their concentration on
the internal sources that helps to gain competitive advancement. Human resource planning is
defined as process that systematically forecast the future demand and supply of the enterprise.
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Thus, main aim of the enterprise is to bring regular development in skills so that staff of the
organisation can perform their working in well significant manner.
1.3 Evaluation on contribution of strategic human resource management to accomplish
organisation objectives.
Human resource management to the enterprise is inclusive of varieties of the key
activities that is crucial in business development. The HR managers needs to be ensure the
employees that are high performer and deal with performance issues. Strategic human resource
management is termed out as the linkage between the strategic management forces and human
resource management within the enterprise. In addition to it, the human resource to the enterprise
mainly processes the HR in manner as recruitment, development, reward and protection etc.
Hence, it can be stated that strategic human resource management is composed of the objectives
goals that aids to accomplish the desired goals to the enterprise (Olson, Slater and Olson, 2018).
It is defined as set of managerial actions and decisions that determines the long term
performance of the enterprise. This is connected with the environmental scanning, formulation of
the strategy, implementation, evaluation and control. It is defined as one of the effective things
that helps to accomplish the organisational objectives. SHRM enables the enterprise to
accomplish the optimisation of the resources, efficiency and this also helps to bring continuous
improvement in order to realize for the set and desired goals. This is very crucial to develop and
update human resource working as one of the major responsibilities of human resource.
Henceforth, the strategic HR is defined as way that accommodates the HR function in
planned manner. In addition to connection of the human resource with the strategic goals and
objectives that helps to accomplish goals. It outlines the human resource management that full-
fill the organisational objectives significantly (Nieves and Quintana, 2018). Additionally, the
alignment of human resource management is to set formulation of the organisation plan to attain
the goals.
Therefore, the integration of the HR plan of action with corporate or business strategies.
Human resource management can be effective and efficient approach that helps to accomplish
the goals. Human Resource management is one of the effective process that is strategic and
coherent approach to the management of the enterprise. Thus, function of SHRM aligns human
resources to the core business objectives. It is the process that aids to formulate the strategies and
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also helps to implement the organisational objectives through human resource activities such as
are recruiting, selecting, training and rewarding of the personnel.
This has been evaluated that environment of the business needs to be constantly evaluate
in terms to internal and external working conditions for challenges and opportunities to remain
competitive. This also helps to foster and sustain growth of the enterprise. In addition to it, this
can be said that the component as political, economic, social and even psychological changes
affects the working of the society in the huge manner and this also have significant impact on the
organisation (Brewster, Mayrhofer and Farndale, 2018).
Strategic human resource management enables decision that match with the business or
organisation strategy to the organisation structure of the enterprise. The objective of enterprise
can be accomplished with the help of strategic human resource management opportunities and
threats that exists in the threats that exist in the external environment conditions. Lastly, it cab ve
true to said that Strategic HRM enables the evaluation and control of the organisation activities
that can be undertaken effectively with help of pursuit of business objectives. This is one of the
effective thing that aids to bring the positive and effective working conditions.
LO 2
Description on the analysis of business factors that underpins human resource planning within
enterprise.
Human resource planning is defined as constant process that aids to bring systematic
planning to accomplish the organisation objective to achieve the optimum use of the enterprise
most valuable assets. It is defined as systematic series of the continue process that aids to
determine needs to the enterprise. Henceforth, the human resource planning can be defined as
the strategic and coherent approach that aids in managing the organisational most valued assets.
HR planning ensures the best fit between the employees and jobs by avoiding manpower
shortage and surplus. The main role of human resource planning is to select the right number of
the people for the right kind of the job at the right time (Glasgow, 2018). This planning plays the
crucial role in managing the employees to the enterprise. There are the some business factors that
underpins the human resource planning in the business. Therefore, some of the crucial factors are
defined as-
 Type and strategy of organisation- It is one of the crucial consideration as this determines
the production process involved, type of the staff needed and the managerial personnel
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required to undertake the organisation operations timely. In addition to it, the strategic
plan of the enterprise define the needs of the Human resource. At this phase, an enterprise
must decide that they wants to be proactive or reactive within the Human resource
planning. This can be stated that the careful planning helps to ensure about the
organisations right number of HR people with the proper skills and competencies.
 Organisational growth cycles and planning- It is stage that relates with organisation
growth and it has considerable influence on Human Resource planning. Hence, the need
for planning is raise at the time when organisation enters the growth stage. Thus,
forecasting of Human Resource is essential ( Amarakoon, Weerawardena and Verreynne,
2018). Internal development of the individual also begins to receive attention in terms to
keep up with the growth. An effective enterprise experience less flexibility and
variability. In addition to it, the planning need to be done for the lay off, retrenchment
and retirement.
 Environmental uncertainties- Human resource managers must be privileged of
operating within stable and predictable environment. Therefore, the things as political,
social and changes in economic conditions impacts the all over working of enterprise.
Therefore, personnel planners deal with uncertainties of environmental conditions by
carefully framing out recruitment, selection, training and development programmed and
policies. Uncertainties within the environmental condition highly impacts the working of
the enterprise and this lead to accomplish organisational objectives.
 Time horizons-The another components that is affecting the personnel planning is the
time horizon. In the enterprise, there are both short and long term plan that helps to
undertake strategic direction within the enterprise ( Buckley, Wheeler and Halbesleben,
2019). Thus, short term plans spanning six month to one year and long term plan spread
over three to twenty year. In addition to it, the exact time span is usually depends on the
uncertainties that prevailing in the organisation environment.
 Type and quality of information- The information within the organisation can help to
forecast the personnel needs that originates from the multitude of sources. Thus, one of
the major issue that is related with the personal planning is the type of information that
must be use in making forecast. Quality and accuracy of the information is mostly
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dependent on clarity which organisational decision makers defined the strategy. Thus, the
HR department needs to maintain the well developed job analysis and HR information
system that helps to provide the accurate and timely data.
 Labor market- It is defined as market that is comprises with the skills and abilities that
can be tapped when the requirement arises. Thus, following things are needed to be
considered when talks about the size, age, sex and educational composition, demand for
the commodities and services within the country and employability of the people.
Henceforth, this can be stated that human resource is one of the single crucial drive of the
organisation success. Human resource planning can be performed effective if the decision-
making of the individual can be undertaken effectively.
2.2 Define access of the human resource requirement in given situation.
The human resource requirement of the enterprise can be guided by the enterprise in
given situation that are guided by the varied business components that has been outlined under
the human resource planning. In the present era as constantly development in technology, data
collection and presentation has become more sophisticated and efficient. Thus, Human resource
planner must use the computer technology effectively to analyse the workforce appropriately.
This is crucial to forecast demand in time in working environment in which new commodities
and premises are bound to enhance. On the other hand, the existing human resource within the
enterprise can be classified with help of components as occupation, skill level, status, age,
gender, experience etc. Human resource management policies assist to add value by helping the
enterprise to accomplish its objectives.
In addition to it, the Human resource department is called out as the greatest assets,
without the effective force of manpower the business functions cannot be completed. Henceforth,
the firm and employees should work together in harmony to remain productivity.
Development human resource plan for the enterprise.
To develop the human resource plan for the Tesco, the below five major stages in the
workforce planning must be implemented. These are defined in following manner as are-
Collecting data and information- At the strategic planning level, an organisation must collects
number of assessment that determines the long range objectives that is usually for the five years.
Human resource of the enterprise must collect data and information to analyse and assess these
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kind of issues but this not allowed to make detailed projection. Henceforth, data and information
are needs to be collected through scanning internal and external environment of the business
activities.
Forecasting- The strategic plan eventually breaks down into the operational plans that state the
specific objectives an organisation that need to achieve over the next six month to eight month.
Henceforth, the forecasting process mainly highlights the model of supply and demand. In
addition to it, strategic and operational plans aids to determine the crucial human resource
demand needed.
Reconciliation- It helps to identify the gaps that occur between the supply and demand.
Henceforth, this is the process that mainly put their focus issues of HR that needs to addressed.
In addition to it, reconciling of the organisation is able to develop the sense of urgency.
Action plan- It represents programme and polices that needed to address the gap that has to
identified in the reconciliation process. Actions plans must outlines the specific responsibilities,
financial service that needs to address those gaps.
Feedback and evaluation- This is defined as critical factor to success and effectiveness of the
workforce planning process. It needs to be conducted so that better and effective plan of action
can be taken within the enterprise. Inadequate feedback mechanism and plan can cause the small
problems and afterwards it grows into large issues that impede the overall process of the business
enterprise.
Critical evaluation on how human resource plan contribute to meet enterprise objectives.
Human resource manager should offers employees development opportunities, assistance
programmes, gains sharing and profit sharing plan of action and the appropriate approach that
aids to solve corporate issues and also allows to schedule regular communication opportunities.
In addition to it, strategic integration of the HRM is mainly integrated strategic plans of the
enterprise. Thus, human resource management plan helps to build out the strategic action that
allows to undertake the better decision within the organisation.
High quality process of the human resource management must be done with the high
quality to ensure high quality results. It is termed out as the role of HR manager to the firm is to
firm mission, vision, values and action plans. It is term that is eventually impacts the quality of
the good and service provided.
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LO 3
Explain purpose of human resource management policies within enterprise.
There are lot of purpose of the Human resource management polices that needs to be
manage by the employees within the organisation in many aspects such as recruitment, selection,
motivation, general management and termination. Human resource management recommends
that HR polices and procedures of an enterprise must include the employment, work policies,
work schedules and performance evaluation and this also benefits the employees.
Additionally, this can be stated that HR policies highly ensures that firm needs to comply
with relevant legislation, employment contracts and collective bargaining agreements.
Henceforth, one of the advancement of HR polices can reduce the risk of corporate liability or
employee lawsuits. In addition to it, the main purpose of the Human resource polices is to protect
employees from discriminatory actions by management ( Nieves and Quintana, 2018).
The human resource department highly develops the polices and communicates them to
all employees. HR staff needs to interpret the policies and ensure all the things fairly and
equitable throughout the organisation. Additionally, the main purpose of human resource
management policies are defined as-
 Organisation structure- Human resource polices and procedures offers guidelines on
employer and employee relationships. Additionally, the distribution of the policies and
procedures that reduce the instance in which management sends memos and notices on
matters in relations to issues of employees.
 Legal issues- Human resource policies and procedures mainly comply with relevant laws
and regulations protect the enterprise from any kind of harm such as employee lawsuits
and corporate liability. The main purpose of human resource polices is to provide the
guidelines to employees about the right and responsibilities to the individuals.
 Consistency- The HR polices and procedure helps to enterprise in establishing and
maintaining consistent practice within the workplace. In addition to it, the consistent
application of the policies and procedures fluent the enterprise to the employees and other
stakeholders.
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Description on analyse the impact of regulatory requirements on human resource policies within
enterprise.
Human resource plays the vital role within the enterprise. Therefore, the role defined in
the following manner as are-
 Guidance role- This is role that has been directly involved with the HR policies of the
enterprise in making and implementing it. Without the support of human resource
management the entity cannot undertake its business activities in effective and efficient
mode.
 Advisory roles- There are number of the offering specialist service to the employees and
employers. They give advice to their workers to undertake the organisational activities in
manner that aids to undertake organisational activities in better mode ( Moutinho and
Vargas-Sanchez, 2018). With help of providing advise the organisation can possible to
maintain positive working environment.
 Service roles- They are the authorities that carries out the administrative tasks such as
payrolls, giving reference and delivers the human resource management programmes.
 Planning role- The Human Resource managers must plan the organisation activities
effectively and this also aids to bring out the better working force. The main aim of
conducting planning is to forecast the future man power needs, adoption of new policies
etc. The planning is one of the crucial things as this aids to define gap as where we stand
today and where we wants to reach (Olson, Slater and Olson, 2018). With help of
undertaking planning effectively the organisation activities can be framed out effectively.
 Recruitment- The main role of human resource management is to attract the suitable
candidate that required by HR plan. Thus, HR needs to take the initiatives to hire the
skilled employees that aids to bring long term profitability and productivity within
enterprise.
LO 4
Analyse the impact of organisation structure on human resource management.
Organisation structure termed out as system that outlines that how an enterprise is
inclusive of certain activities that is directed in terms to accomplish the organisational goals. It is
term that defined that how structure of the enterprise is inclusive of the information that flows
from level to level within the firm. Henceforth, the structure of the enterprise is define the roles,
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