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.