Strategic Human Resource Management Report for UrPhone4Everything

This report provides a comprehensive overview of strategic human resource management (HRM) tailored for UrPhone4Everything, a growing technology company. It emphasizes the importance of strategic HRM in aligning human resources with organizational goals, enhancing performance, and fostering a positive employee relations environment. The report discusses key strategies such as talent acquisition, employee retention, and the implementation of effective compensation and benefit programs. It also addresses the role of HRM in managing legal and ethical issues, ensuring compliance, and promoting a fair and inclusive workplace. Furthermore, the document explores the impact of organizational strategy, structure, and culture on HRM practices, highlighting the need for a proactive and integrated approach to human resource planning. This student-contributed assignment is available on Desklib, a platform offering a range of study tools and resources for students.

Running head: HUMAN RESOURCE
HUMAN RESOURCE
Name of the Student:
Name of the University:
Author Note:

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Table of Contents
Sales Pitch..................................................................................................................................2
HR plan....................................................................................................................................11
Memo-......................................................................................................................................14
Report-......................................................................................................................................18
Management and leadership theories:..................................................................................18
Management and leadership theories connection to HRM:.................................................19
Leadership and management and HRM:..............................................................................20
Leadership strategy for UrPhone4Everything:.....................................................................21
HR strategy for UrPhone4Everything:.................................................................................22
References:...............................................................................................................................25

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Sales Pitch
It is highly motivating that UrPhone4Everything has reached the pinnacle of success
within these few months of tremendous struggle and attracted the attention of some very
important corporations through its truly innovative ideas. I have been a long-time admirer of
this company and its founder hence know a lot about this company from its beginning. Now
as the company is expanding itself and more partners are being attached with this company it
cannot manage a cohort 100 employees on home eat will rely to get success and growth. This
is where I come in in with my decades of experience in the human resource industry. I have
all the needed skills as well as knowledge to keep this company growing. I shall be able to
keep track of the most valuable asset that is the human resource of the company so that
UrPhone4Everything can achieve all its goal with time.
From recruiting and training to promotion I am able to manage all of your human
resource effectively. I am quite familiar with the associated legal regulations which focus on
employee and employer rights in the area. This has made me capable to ensure that
everything is done according to law. With my decades of working in this field of human
resources I have learn how to review the applications and resume efficiently so that I can
ensure your that I have pick out the most well qualified and efficient candidates for the open
positions . I have excellent understanding of people who can succeed in their positions
therefore I conduct very successful interview phone screen that can save the department
heads resources and time before selecting the final candidates . I have an extensive
experience of working for the technology companies like yours therefore I am capable to
provide a highly tailored service particularly designed to help the small and medium sized
companies like yours. I will definitely help to grow your company through my careful
management of human resources. In addition to this as a human resource manager I will help

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the company to select and implement right it benefit packages and employee retention and
satisfaction programs so that the company can build the business. As a human resource
manager my goal is to keep my people happy so that they can successfully do their jobs and
assist the company to achieve the best within desired time frame.
UrPhone4Everything will gain the benefit of added valued as it understands and
implements the process of strategic Human Resource Management. It is also important
that the strategic human resource management is properly attached with the other department
of the company so that a cohort of highly efficient and motivated pool of employee can be
developed. Strategy to me is a unified and integrated plan which relates to the strategic
benefits of the company to challenge the environment (Crosby and Bryson 2018). This is
designed particularly for ensuring that the preliminary objectives of the organisation can be
achieved through a proper way of execution. The strategy process is divided into two phases
which include strategy formulation and strategy implementation. Strategic Human Resource
Management is concerned about analysing the opportunities as well as threats which are
existing in the external environment of the company. This formulates the strategies that can
match the company’s internal strength and its weaknesses with the external opportunities and
threats (Nankervis et al. 2016). Strategic human resource management also helps to
implement the strategies formulated so that the process of evaluation and control the
activities that become easy which will ensure that the objectives of the company are duly
achieved. For UrPhone4Everything, strategic HRM policy is essential because this will allow
identification and exploitation of the opportunities transforming the weaknesses into strength.
This will provide an objective perspective of the management problems and represent the
Framework for an improved coordination among the departments and control the activities of
the employees properly. As strategy is important in any task for field of action therefore the
company needs to implement strategic human resource policy which will minimise the effects

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of adverse conditions for changes. It is also important for effective allocation of resources
and time that will identify the opportunities.
As an experienced human resource manager I will be referring to implement strategic
HRM in UrPhone4Everything because this will allow me to use few resources and less time
to correct the erroneous decisions. The company will get the opportunity of creating a
framework which will help in the internal communication among the management and
employees so that coordination among the departments gets increased. As the member of this
company including the manager and employees will be increasing therefore it will definitely
face the problem of different behaviour problem among the stuffs (Gupta, Kulkarni and
Khatri 2018). Strategic human resource management will help the company to integrate
attitude and behaviour of the personals into total effort. This process provides scope for
clarification of the individual responsibilities that encourage the employees for thinking
forward by eliminating all the other problems. Strategic HRM provides an integrated,
enthusiastic and cooperative approach that can help the institution to handle the problems and
opportunities simultaneously. Within a few years UrPhone4Everything will be needing
changes and this process of strategic HRM will encourage favourable behaviour towards
change. Finally strategic HRM is necessary for this company to be implemented because this
gives a degree of formality and discipline to the management which is the need of time
(Ashikali and Groeneveld 2015).
As an experienced human resource manager having ability to work with such
technical firm like yours, I will follow the part of implementing strategic HRM and follow
some major strategies like right sizing of Human Resource, developing learning culture in the
workplace show that the innovation continuous, a web based customer relationship, reward
scheme for employees, regular training method and special programs to keep my employees
motivated to feel valued in this organization.

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The first and foremost role of a human resource manager is the recruitment and
selection of efficient and perfectly fit candidates who will work for the growth of the
company. I will develop strategic solutions that will meet the workforce, matching the labour
force trends. I shall oversee the recruitment and selection process and make decisions related
to the corporate branding for the recruitment and retention of the talented price in my
organisation. I shall have proper strategy of developing incentive programs and cross training
schemes so that the employees can become certified and feel more valuable to the
organisation. As UrPhone4Everything has a developing nature, it only contains the engineers
who are masters of their fields. They have the working method of their own and will try to
manipulate their new team members to follow their path. In such case the candidates need to
be adaptive with the working culture and exceptional understanding of their jobs. This makes
the selection process more difficult (Ashikali and Groeneveld 2015). On the other hand in
some departments there are no departmental heads but the founder of the company, Axel
Erate is running those departments. Therefore I need to recruit some very efficient managers
for those departments like finance and marketing. Therefore I shall use my knowledge to
develop strategies for recruitment maintaining the current staffing level. As an HR, I will play
the role of compensating and benefiting for the company where the highly qualified
applicants will be getting scope for their own growth along with that of the company.
As it is a small company I am responsible to play the role of employee relations
specialist investigate the workplace issues to resolve them. As I am responsible for taking
care of my employees I have the ultimate responsibility to preserve the employee employer
relationship through proper and effective strategy of employee relations. This particular
strategy will contain particular steps to ensure that the employees are gaining overall will be
facilities (Boehm and Dwertmann 2015). It will also ensure that my employees will be
guaranteed with safe working environment find no discriminative process and incident of

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harassment. In case any of this incidents take place where the respect to the human resource
is hampered as a human resource manager I shall take immediate action to resolve the
employee complaints. In addition to this being the HR of this company I am the primary
contact to the legal counsel forest mitigation activities as well as litigation regarding the
employee relation matters. I shall examine the current workplace policy so that I can give the
employees all the needed training. This will enable the company to minimise the frequency of
employee complaint based on misunderstanding of company policy.
As mentioned before, I will play a very important role as the human resource manager
for this company starting from recruitment to termination, reward to promotion, and all the
human resource related tasks will be done by me. As a human resource manager I will have
two types of basic functions like overseeing the department functions and managing the
employees the human resource manager like me will have both strategy as well as functional
responsibilities because I have the expertise of general business and management skills. I will
perform all the departmental functions for UrPhone4Everything because it is a small
company till now but we grow with time. I shall also handle the administrative matters
because I shall be the human resource executive and director of this company. As a human
resource manager I will provide guidance and direction as the benefit and compensation
specialist where I shall develop the strategic compensation plan and in the performance
management systems with this compensation structure to monitor the negotiation for the
group Health Care benefits of the employees. I shall adhere to the confidentiality provisions
for the employees as well as the management of all level.
In Human resource planning there are different factors which manipulate the
effectiveness of the planning and creative idea for implementation of those plan in
function. This several conditions have 6 dimensions which include type of organisation,

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organisational growth cycles, uncertainties of the environment, time Horizon, quality and
type of forecasting information and the labour market.
According to my experience of human resource planning for organisation the first and
foremost factor that regulate the relevance and implementation of HR planning is that type
and strategy of the organisation (Rasmussen and Ulrich 2015). The type of organisation
determines the number as well as type of employees needed production process involved and
the managerial supervisory personnel required. In the case of UrPhone4Everything, the
planning will be more complicated because the type of organisation is more complex.
primary the company actually besides whether the nature need to be proactive or reactive in
the HR planning and decide to anticipate the requirements properly based on which the
systematic planning will be conducted or it can simply react to the needs that have arisen
(Crosby and Bryson 2018). In the case of this particular company the proactive method of
planning is needed because I already know the situation and need of human resource for the
expansion of this organisation.
In addition to this organisation need to comply with the width of the plan because if I
choose another focus why planning only one or two areas of Human Resource like
recruitment and selection it cannot meet all the needs for the employees in this expensive
growth of the company therefore I can choose broad focus so that I can plan for all the areas
like training and remunerating the employees properly. The factor of type of the organization
is effective on the HR planning process because it guides the management whether they have
an informal for formal plan for growth (Allen and Wanna 2016). The organisation may have
formalized plan that clearly spell out true writing supported by different data and
documentation. Finally the flexibility of the HR plan for anticipating and dealing with the
contingencies important because planning will include forecasting of the possible future
situation. Thus the factor like type of organisation regulate the human resource planning.

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Organisational growth cycle manipulates human resource planning because it is a part
of the growth cycle of the organisation. For any type of growth planning is essential therefore
in the case of this company love the employees need to receive proper attention so that the
growth continuous. The company is not yet a mature organisation therefore may experience
flexibility as well as variability which will support the growth. For the mature companies
these factors create barrier for growth because the employees become old and resist any type
of changes for innovation (Bratton and Gold 2017). Therefore the growth cycle perfectly
capture the need and type of planning from the part of human resource which guide the
managers to you understand the position of the company in the growth cycle and plan
accordingly.
Environmental uncertainties directly is connect with the human resource management
as the political, economic and social changes of the market continuously effect the
organisational operations. Therefore the HR managers do not have the privilege for operating
in predictable and stable environment always. The major planners therefore deal with various
external and internal environmental uncertainties before formulating policies of recruitment
training and development. The HR planning needs the balance mechanism through HRM
programs suggest succession planning layoffs, promotional channels, flexitime, retirement,
job sharing voluntary retirement from service and some other employee related arrangements
(Bratton and Gold 2017).
The HR planning even if implemented properly cannot be continued for a long period
of time because there are different factors that can create urgency within the company for
which the human resource managers forced to bring changes in the policies . time Horizons
therefore it is a major factor that affect human resource planning the plan cannot sustain for
too long as the operating environment it can undergo some changes. The short term plans that
span 6 months to 1 year therefore is more effective but the long-term plans that spread over 5

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to 20 years are also needed for some specific reasons. Therefore every plan must have exact
time span depending upon the degree of uncertainties prevailing organisational environment.
The plan for the company that is operating in in such unstable environment like that of this
company must have short period planning (Cascio 2015). On the other hand when the
company will be stable in overcoming all the uncertainties then the long term will be e
effective. In general the greater the instability the shorter must be the human resource
planning.
The type and quality of information for forecasting the employee needs is an
important factor for human resource planning. The information which the management use
for managing the employees originate from different sources. That the human resource
planning gets manipulated by the type of information as well as their quality when the
managers make forecast. The higher the quality of the information the more effective the
forecast becomes. The type of information as well as the quality of data used in HR planning
relates to the accuracy. The organisational decision makers actually depend upon these
information and their clarity so that they can effectively define their strategies, budget,
organisational structure and production schedules. This is the reason why the human resource
managers maintain a well-developed information for job analysis and their information
systems. This provides accurate data as well as timely data. The organisations that operate in
the stable environment get the opportunity to have a better position and again comprehensive,
accurate and timely information which help in in having a longer planning Horizon. They can
clearly define their strategies as well as objectives to their employees which lead to minimize
disruptions.
Finally the labour market plays an important role in the HR planning where the
candidates are chosen on the basis of their skills and abilities when the companies need the
support of their human resource. In that case the standard of living, education and availability

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of the labour in the market manipulate the human resource of the company. The country
having more Institutions for professional as well as technical education can train the
candidates more effectively which help the companies to select perfect candidates for
developing their human resource assets.
UrPhone4Everything for being a new entry in the market it has new contracts with
new partners which include newly recruited employees. In order to get the best from the
human resource the company will have to focus on some preliminary human resource
requirements. UrPhone4Everything is a small business where the human resource
encompasses the responsibilities like recruitment, screening, training, employee relations and
many more. This does not matter whether the company has 25 or 50 employees but the
human resource the company has some preliminary requirements to create a knowledgeable
and strong human asset. The first requirement is the culture of the organisation which
actually determine the motivation of the employees recruited. Successful human resource
culture can create a feeling of attachment among the employees which enable them to
prioritise their organisation and contribute their skills fully (Brewster, Chung and Sparrow
2016). Second is the employee files. In this aspect there are three separate types of employee
file that the human resource need to maintain which are personnel files, medical files and 1-9
files. All of these files are confidential for both the company as well as the employees.
Thirdly the Healthcare benefits are one of the most important primary requirement
of human resource for the new contracts. This enables the management to establish and
outstanding Healthcare benefit for the employee. This attracts the candidates to become a part
of the company. Thus the process of recruitment and retention of top talent become easy. The
company can follow the methods of group Health Insurance, individual Health Insurance and
the bonus schemes to take care of the health of its employees. Finally the creation of hand
books by the human resource manager is a process of engaging the employees (Berman et al.

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2019). Despite the fact that handbooks and not very exciting thing to read but this helps to
make everything right for the first time and train the new employees properly so that there is
no misunderstanding of any regulations or policies from the organisational part.

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HR plan
Issue analysis Forecasting requires Action plan
HR
compliance
 The company aims to use
readily accessible data and
provide Assurance the
leadership
 Extending best policies and
HR practices to minimise
reputational and financial
risks.
 Following rules to Foster
great efficiency as well as
reduce unnecessary
expenses.
 Implementation of
operational policies to
confirm with the regulatory
policy requirements.
 Ensuring that the employees
understand values of policy
provisions implemented by
the supervisors properly.
 To integrate properly of the
technology into the
compliance activities.
 To increase awareness and
educational efforts among
the employees for
increasing innovation in the
organisation.
 To search for new methods
to resource the compliance
function.
 To standardise execution of
policy provisions of human
resource.
 To integrate complaints
expectations in policy
framework.
 To develop an
understandable HR policy
which balance the interest
of Management as well as
the ground level
employees.
Talent
management
and
development
of employees
The company need to create
environment with the employees
will get organisational opportunity
to meet their readiness.
The company aims to have a
comprehensive executive
recruitment focus.
It needs to improve the status where
preference of the employees will be
becoming competitive in the
Marketplace.
The company leverages internal
talent pool bye the means of
measuring recognising and
rewarding high performance.
 To acknowledge critical
nature of the talent
management process.
 To establish discipline as
well as practices around the
organisational culture
supporting talent
management.
 To promote and establish
diversity to be the main
pillar of talent management
strategy
 To build capabilities among
the teacher professionals
for becoming active talent
managers.
 To develop conversation of
the succession Strategies
for preparing the future
leaders for future leadership

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and Management.
Employee
relations
 The company aims to build
healthier organisational
culture depending upon
self-reliance along with
accountability.
 This aims to increase
employee satisfaction and
engagement to improve
reputation in the
Marketplace.
 The company instigate to
search for an HR policy
which will make the
employees feel valued and
appreciated.
 To have a proper employee
relations strategy that lead
labour relations strategy
properly.
 To build a culture that
embraces performance.
 To increase interface within
the non-represented
employees.
 To provide different types
of Health and other
facilities for increasing
social and professional
security.
 To give assurance to the
employees regarding issues
like discrimination and
nepotism within the
workplace.
Benefit
programs
 The company aims to
establish programs which
provides competitiveness
and sustainability.
 It communicates clearly for
the choice and
accountability.
 The company is able to
respond to the relevant
Markets and drive
consistency of practices.
 The company aims to
provide timely data with
accuracy to the partners so
that no problem of
providing benefits to the
Employees emerge.
 To establish a market based
system wide compensation
practice and programs.
 To implement as well as
communicate the common
Framework for the position
value as well as
performance management.
 To simplify, streamline and
automate the processes for
providing compensation
programs.
 Change the culture through
shared vision so that
integration of retirement
administration service
centre for developing
retirement programs
becomes easy.
 To promote recognition the
post-employment benefit as
the integrated part of the
employee life cycle.

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Maintaining
HR system
 All the key transactions ate
typically performed in
compliance with the
regulations.
 Making policies as well as
programmatic decisions
depending upon data
 Enhancing proficiency of
HR managers for successful
handling of data.
 To recognise only one
system of record and
method of centralised
information collection
 To become partners with
locations and IT department
so that they can help the
HR professionals to handle
resources for better
preparation.
 To deploy perfect HR
systems and resources
along with tools to enable
the staffs to be working
successfully.

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Memo-
Memorandum
To: all employees of UrPhone4Everything
From: Human Resource Manager
Date: 27.05.2019
Subject: Importance of Human Resource Policy
Successful operation of a business without support from the human resource management is
impossible. The employees are the most important factor of growth of the organisation
therefore they need to be empowered and properly managed. The policies of human resource
in the organisation is to follow the idea that the employees are perceived as the assets to be
taken care of. The importance of teacher policies therefore is not overstated but they are
critical for helping the business to be sustainable by giving the employees proper guidelines
so that they feel confident with their contribution and feel purposeful in participating in the
organisational operation.
The HR policies are important for three main reasons of which risk mitigation,
strategic direction and employee confidence are important. The companies face different
types of risks emerging from social economic and political aspects of the market where it is
operating. The most important of all is the social changes because the employees regarding
which the human resource management is most concerned get manipulated by the social
changes. The abundance of labour force in the market attracts the companies to enter and
recruit the best matched candidates from the labour market. This labour market gets
manipulated by the demands of wages and other types of benefits provided by the companies.

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Now the risk lies in the fact that many of the organisations cannot manage these
pressure of social changes affecting the employee demand channel through labour unions.
This is the reason why HR policies are important which can protect the company from the
liabilities regarding claims of unethical employment practices. HR policies can help the
companies to manage the applications under the federal and regional regulations and laws
(Berman et al. 2019). For instance the teacher policies associated with the minimum wage to
the Employees and overtime provide the companies strictly adhere to them. This is due to the
fact that this combination of Wage and overtime can become a risk if the company does not
have proper HR policies regarding these regulations. Appropriate HR policies can
demonstrate that the company properly paste their employee’s wages according to the
applicable regulations of the country. In case of overtime the employees are given incentives
or other benefits to mitigate problems. In addition to this the HR policies can also help the
company to manage the risks associated with the equality laws and termination of the
employment factors. Proper HR policies help the companies to prohibit discrimination on the
basis of disability, age, sex, veteran status or marital status (Bailey et al. 2018). Thus, the HR
policies can help the company to remain free from the legal issues and allegations that it is
connected with some unethical or unfair employment practice.
The human resource policies support the strategic direction of the organisation
therefore the company can gain the ability to sustain operations. In the case of
UrPhone4Everything, the main aim is expansion and innovation in order to capture the
market as early as possible. Therefore the HR policies relating recruitment, training and
retention process will help the company to focus and go forward on this path to achieve the
objectives. From the point of view of the employees the HR policies therefore support the
mission and purpose of the organisation which can further there growth (Berman et al. 2019).
This will definitely enhance the job satisfaction of the employees and the recruitment process

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and retaining the employees will be e easier. By creating parallel path for the company’s
goals the employees will create their own objectives to contribute their skills for the growth
of the company.
Human resource policies are important not only for the growth of the organisation but
also for the benefits of the human resource of the company. The human resource managers
will provide the Employees with the written policies they can ensure that there will be no
scope for misunderstanding and misinterpretation. Having detailed HR policies the
employees feel satisfied with their jobs and confident to match their skills with the
expectation of the company. Ultimately this leads to growth of employee morale along with
their engagement with the workplace. These employees when get written and detail HR
policies before them they get the opportunity to question the gaps of knowledge (Reiche et al.
2016). HR policy of a corporation is the handbook of code of ethics which will be understood
and maintained properly by the employees starting from the ground level to the management
level. On this basis the employees will be understanding what exactly is expected by the
company from them and how they will manage to contribute them accordingly. This is a clear
and transparent process to gain employee confidence and trust. The employees get the chance
to question about their payment practice, appraisals, make complaints about any unethical
practices and thus gradually grow trust upon the company policies. the HR policies therefore
includes guidelines which inform the employees about the performance Expectations along
with payment practices that in one hand give the company to express the Expectations to the
human workforce and allow the employees to feel empowered to build a good relationship
with the company. Dissatisfaction and poor employee morale can affect the organisational
culture and behaviour of the company which lead to increased turnover and deteriorate the
operation of the most successful business start-up therefore human resource policies are
essential for successful operation of the company.

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Report-
Management and leadership theories:
The growth of an organisation is highly dependent upon the leadership and
Management styles which determine the culture of the organisation and keep the employees
motivated to contribute their skills for the growth of the company. In the international
companies like Amazon, Tesla and Microsoft the common factor is there exceptional
leadership style and management of the operations. According to the study of organisational
growth and operations they are different types of Management and leadership theories which
guide the companies irrespective of their size and operational areas to grow effectively
(Storey 2016). These theories assist the growing or enthusiast companies to develop proper
organisational strategies so that they can determine the product development process or for
that matter managing the human resource. Based on these theories the organisations of these
days are trying to structure themselves to compete in the global scenario. Among these
theories are behavioural theory, trait theory, situational theory transformational and
transactional leadership theories (Antonakis and Day 2017).
Without proper leader no company can get direction for growth therefore deficiency
of the managers and leaders highly determined the success of the companies. For example the
leadership of Bill Gates has effectively supported this company namely Microsoft to flourish
by eliminating any type of competition in the market. In that case the traits of the leaders like
Bill Gates and his ability to make decisions for assisting the company to follow the path of
success is worthy discussing. Bill Gates possesses the qualities that make scene one of the
greatest leaders of 21th century global business. Gates was introvert, knowledgeable,
charismatic, aggressive, intelligent and visionary. Based on these traits has helped his
company to overcome all the barriers of situations that ultimately late Microsoft to be a

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computer in every home. Along with the trait theory of leadership, the autocratic Theory of
leadership and management of Jeff Bezos can also be discussed. Jeff Bezos is the founder of
The E-Commerce giant namely Amazon. He is accused to follow the autocratic style of
leadership which comes under the behavioural theory. This leader has made decisions as the
dictators without consulting the teams because he is the founder of the company and knows
the best for it. He possess the ultimate power in the organisation therefore considers is
employees as the soldiers who will follow the order. This type of management and leadership
style provides opportunity to have a faster decision making process where the employees are
compelled to work within a tight deadline and the business make decisions quickly.
According to the theory of autocratic leadership style the decision making power is possessed
by the leader and the communication is only one way (Antonakis and Day 2017). This leads
to dependency upon the orders of the leader that minimises issues in the organization.
Management and leadership theories connection to HRM:
Different management and leadership theories have direct connection with the human
resource management of the company because these actually create scope for employee
development (Lee 2016). The more the companies allow the human resource to be
empowered, the more it will flourish. As the human resource of the company is one of the
most important asset based on which the company’s either expand in the other market or
increase production and sales of service and goods. All of these are interconnected with the
success how empowering the employees because the human resource produces, markets,
sales and managers the customers to save the reputation of the company. In this aspect the
effect of Management and leadership styles of the organisations is important to discuss
because these factors actually determine how the culture of the organisation will be. Different
countries have their different National cultures which impact on the organisational culture of
the organisation expanded or introduced in that market. Therefore different organisations

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need different styles of leadership and management according to the needs of its operations.
In most of the cases, better organisational culture leads to the success of the company and
give a scope for sustainable development. According to the behavioural theory of leadership
and Management the employees highly dependent upon the behaviour of the leaders and
managers in their organisation because this defines how effective the organisational culture of
that company will be. Engaging behaviour of the managers create a positive organisational
culture where the human resource contribute their skills effectively. In such cases the
democratic leadership and Laissez faire leadership theory help the human resource managers
keep the employees motivated then the autocratic style of leadership (Amanchukwu, Stanley
and Ololube 2015). On the other hand the situation and theory of leadership focus on the
followers rather than the wider workplace environment that leads to have engaging
employees who will understand the situation and contribute accordingly or the other set who
will leave the company for not getting proper exposure. It can be stated that human resource
of the organisation is directly linked with the effectiveness of the leaders and managers who
keep their employees motivated by any means (Lee 2016).
Leadership and management and HRM:
As mentioned before, the management and leadership strategies of the organisation
has direct connection with the human resource management because the human resource is
one of the most important Assets Company companies possess. The style of leadership and
Management regulate employee relationship with the employers. For example in Tesla there
is a participating leadership method is followed where the employees get the chance to take
part in the decision making process of the organisation. This has enhanced performance and
profitability by transforming employee engagement. The employees have improved
engagement which has improve their performances (Anderson et al. 2017). Along with the
managers the employees does create scope for understanding to find out how they can meet

22HUMAN RESOURCE
the needs of the customers. The company has strong engagement strategy which allow the
employees to have a work life balance that leads to employee satisfaction. This type of
participative leadership style allow collaboration with the group members where the
employees are allowed to provide their opinions about product development and marketing.
This makes the employees empowered which do not what need the managers to be strict and
more focused on the productivity targets for achievement of the objectives. In addition to this
to Offermann, and Coats (2018), when the management and leadership styles support the
human resource management implementation of the changes become easier because the
employees feel attached with their workplace.
The human resource get the assurance from the management that they play important
role for the growth of the organisation which ultimately leads them to contribute all their
skills for the growth of the organisation (Crosby and Bryson 2018). On the other hand the
companies like Amazon that does not allow the human resource to get scope for participating
in the knowledge management for collaboration, fails to adhere the needs of the employees
hence the employee retention becomes Complex in such organisation (Ehrhart 2015).
Therefore it can be stated that leadership style and management process of the organisation
determine the organisational culture which help the human resource to sustain effectively.
The negative culture deteriorate the situation and operation of the company where does the
positive culture can support for growth.
Leadership strategy for UrPhone4Everything:
UrPhone4Everything is a small and growing company for which a particular
leadership strategy is very important. In that case 5 steps are needed. These include target,
strategy, concept, execution and monitoring. The target process will define the path and target
the leadership styles which will be followed by the CEO of the company. In the case of

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UrPhone4Everything, democratic style of leadership and transformational leadership Theory
must be followed because the employees who are already existing and taken this company to
the Pinnacle of success within this few months have proper knowledge of their fields.
Therefore they will be able to manage their team’s properly in one hand and give feedback to
the CEO properly. The second step will be the strategy making for successful leadership and
their implementation of proper understanding of concept of leadership must be understood by
the leader so that he can only focus on his actions rather than managing the departments like
finance or marketing. The fourth step is the execution where the leadership strategy will be
communicated delivered and properly executed so that the relationship among the employers
and employee can be built. Finally the monitoring process through Optimisation, evaluation
and measurement of the success of this strategies will be understood.
HR strategy for UrPhone4Everything:
In order to develop the human resource strategy the organisation need to have a
different knowledge as well as understanding of the business goals. The company needs to
have a business model that can identify the opportunities and threats in the quantity as well as
quality of the human resource needed for the organisation. The human resource manager need
to have a Virtuous cycle of providing that the organisation needs to succeed. In Masters are
high level of expertise that will help them to align the major human resource interventions as
well as relevance to the performance of the business. It needs expert human resource thinking
and identification of the requisite interventions. This will be fit together for leveraging
performance of the organisation. Organisation need to develop management capability which
will be aligned by the compensation strategy of the human resource management for
reinforcing the objective. In addition to this should be also understood that the organisational
structure defining the accountability is clearly understood at every level of the organisation
whom the team of human resource is selecting and developing the strategies of Human

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Resource also include proper understanding of the importance of national culture affecting
the culture of the organisation therefore special focus on maintaining positive organisational
culture has to be there in the strategy Human Resource Management.
Monitor and evaluate the leadership strategy:
The HR of the organization must be able to monitor and measure the success of the
human resource strategy so that this can be evaluated and changed according to the
requirement of the strategy there are four steps for monitoring human resource strategy which
include confirmation of objectives and the key actions which are prioritised, creation of
checkpoints for ensuring accountability, assessment of the departments whether there are
meeting their goals individually and finally, diagnosing the potential problems for adjusting
the course of action.
 Monitoring practice of the HR has multifaceted difficulties for quantifying the
leadership development. Therefore the HR needs to divide the problems to
manageable size and state them clearly as well as comprehensively for achievement.
For any kind of success the vision for the future and goals need to be develop
therefore the human resource manager must summarise specific actions needed by the
company and initiate to build up the leadership pipeline. The manager can monitor
and evaluate the leadership strategy growth through prioritising the factors so that he
or she can turn the attention to the information needed for measuring performance of
the organisation. On the basis of these collected information the human resource
manager must understand whether the organisational leadership is complying with the
development plan already set. The progress against the leadership goals and efficiency
of the actions to meet the requirement of the operations of the organisation which help
to evaluate the progress.

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 Secondly the manager must create the checkpoints for ensuring accountability and
understand who is responsible for what role. In that case the contribution of the board
members, the senior team including the CEO of the company and the line managers
are to be checked.
 In the third step the human resource manager need to assess whether the company is
meeting the goal and particularly following the mission vision and objectives set by
the leadership properly the manager needs to take the approach of checking the
development of the most promising leadership candidates for which more focused
investigation is needed.
 Finally diagnosis of the potential problems will help the human resource manager to
you understand barriers of leadership development process. This method will help the
manager to gain power full information weather the leadership development system is
maturing with time. Thus the HR manger can monitor and evaluate the progress.

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