Strategic Human Resource Management Assignment - ATHE Unit F/615/2700

This report, prepared by Samer Ellaham for ATHE Unit F/615/2700, delves into the core aspects of Strategic Human Resource Management (SHRM). It examines the influence of organizational structure and culture on HRM strategies, emphasizing how cultural traits contribute to competitive advantage and how financial resources are crucial for strategy development, including compensation and resource allocation. The report further explores factors affecting HRM within a named organization, EasiClean plc, highlighting the impact of government legislation, international business strategies, and administrative heritage. Additionally, it analyzes the effects of government legislation on HRM practices, covering employment laws, privacy policies, and equal opportunity acts. The assignment concludes by discussing various models of SHRM, particularly the Guest HRM model and its implications for employee commitment and organizational performance, with Sainsbury as a case study.

ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
Document Information
Unit Description ATHE Assignment Answers/ Year:2017
Unit Subject Strategic Human Resource Management
Unit Reference Unit F/615/2700
ATHE Learner Name Samer Ellaham
ATHE Learner ID 19488
Task1:
1.1 The effect of the structure and culture of organizations
on human resource management strategies
The concept of human resource management is based on the
philosophy of business and management oriented and formulation of
strategies of human resources is related with the culture of organization.
Culture of organization has great impact on human resource development
program as they intend to provide a broad structure and opportunities for
the development of technical and behavioral skills of human resources in
organization. An organization embedding ethical values in its culture would
be able to guide the conduct of its employees. One of the sources of
competitive advantage of organization is cultural traits that cause variations
in organizational excellence and human resource strategies. If an
organization has flatter structure, then more number of employees are
incorporated in decision making process and in case of taller structure,
decision making is done by higher authority and decisions are cascaded
faster. Employees of organization can be acclimatized towards objective of
organization by organizational means (Bahramiet al. 2013). Organizational
culture is associated with beliefs and values that are shared by personnel
and employees. Culture of organization influences the strategy of methods of
human resource development such as training, selection and recruitment. If
the organization has decentralized structure, then it emphasizes on
empowerment and power of employees. Strategies in such culture are
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
developed in a way that leads to increased responsiveness to flexibility and
market forces. In some organizations, decisions taken tend to be centralized
that is people in upper level of management are entitled to take decisions.
Some other organization might place importance on goal setting, career
development with the objective of maximizing customer services and
performance of employees (Jackson et al. 2014). When an organization has
centralized organizational structure, implementation of strategy is done
consistently, and policies related to human resource is easier. Management
is able to control and govern their employees in easier way. However, it is
certainly possible that the culture of proposed human resource management
will have conflict with the traditional managerial attitude and behavior and
the established corporate culture.
1.2 The importance of financial resources in the creation
of a human resource management strategy.
The effectiveness of strategies of human resources is dependent upon
financial performances of organization. Human resources of organization are
intimately tied to the success of human resource strategy of any
organization. Need of financial resources for the development of strategy of
human resources is dealt with ensuring wellbeing of employees, profitability
and long-term financial stability of organization. Managing financial
resources is one of the key internal functions of any organization and it
assists them in shaping the strategies of dealing with human resources
(Marler and Fisher 2013). Financial resources helps in the implementation of
sustainable and substantial cost containment strategies that leads to a
considerable increase in optimum utilization and development of human
resources along with human resources planning. There are several factors
that impacts formation of human resource strategies such as minimum
wages, remuneration packages and nature of contracts.
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
Nature of contracts with workforce helps in shaping the strategy and
employees working on contract are regarded as temporary employees who
will be provided with separate policies as compared to primary policies. It is
said that management and productivity are not separable, and motivation
helps in enhancing productivity. Climate of enhanced productivity can be
transformed by management to long lasting culture if they are able to
improve areas of decision making, clarity and development of human
resource. Realistic compensation structure can be developed with the help of
available financial resources as it helps in development of budget for
assisting organization in maintaining worker tracks and retaining them.
Financial resources help in purchasing of various inputs essential for human
resource development and management of human resources. Such
resources help in the development of designs and policies of human
resources that helps in defining the relationship between internal business
process, growth and learning growth and performance management system
(Kramar 2014).
Extension activities:
1.3 The factors affecting human resource management in
a named organization
Several numbers of factors affect human resource management of
EasiClean plc that is a manufacturing organization. Some of the most
important factors inflecting the development of human resource
management include international business strategies, nature of subsidiary
and administrative heritage.
 Government legislation- An organization is required to align their
human resource strategies with that of government strategies. The
way companies conduct staffing is regulated by regulations at state,
federal and local levels. These are regarded as sensitive areas of legal
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
concerns that need to be taken into account while framing human
resource policies. An organization is required to comply with
regulations framed by government in order to perform seamlessly.
Adherence to regulations enables them to acquire human resources in
competitive way and gaining access to talented people for the
organization as a whole.
 Current situation of organization- The human resource strategies
of the organization is influenced by the ongoing scenario. Analyzing
the current situation of organization and taking into accounts its
several aspects such as people, system and processes will help in
strategy formulation that aligns with the current system. The different
subsidiaries and divisions of Al Marai is maintained and handled by
effective divisions of workers. Such personnel have extensive
experience in human resources and administration. Organization has
been able to successfully manage the bottom line despite of difficult
operating conditions of company. Some of strategic issues of
organization such as need of human resources and financial
environment in which it operates are required to be taken into
consideration while framing human resource strategies.
 Administrative heritage- The policies of HRM is strongly shaped by
the administrative heritage that is not visible. Several factors help in
shaping the heritage of multinational manufacturing organization such
as internationalization history and culture of organization. Policies of
HRM are influenced largely by competence of organization over others
(Riley 2014). The administrative heritage of company involves chief
executive officer, assistant to chief executive officer, executive for
handling environmental corporate strategy, general manger handling
bakery department, general manager handling corporate affairs,
farming, general manager of support services and corporate human
resources, corporate marketing executives, dairy, bakery and juice,
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
general manager handling manufacturing and sustainability, general
manager of poultry and new businesses. There should appropriate
corporate hierarchical structure and management hierarchy enables
proper functioning of business.
Task 2:
2.1 The impact of government legislation on human
resource management strategies.
The practices of human resources management in an organization is
impacted largely by the legislation of government of country in which they
are carrying out their operations. Management of human resources
department of any organization needs to comply with various policies, laws
and regulations of governing entities. There are differing employment law
regulations for different countries or state that affects topics on management
of human resources such as labor relations, Employee retention, checking
records of employee criminals and sexual harassment of employees and
their exploitation. Department of human resource of any organization is
constantly pressurized to adhere with the government regulations leading to
new workplace compliance standards (Walsh 2015).
Such types of regulations influence every process of organization’s
human resource department and this includes hiring, selection, training,
recruiting, compensation and termination. An organization might be
penalized extensively if they do not adhere to government regulations for
formulation human resource strategies. In context of competitiveness,
employers and employees influence the industrial relation system. Trade
unions of organization are also impacted by regulations of government.
Government decisions might enforce transformational change in any
organization. Employment laws of any organization are impacted largely by
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
the regulations of government. Privacy policies such as data protection laws,
terms and conditions of employment, trade unions and laws on employee
discrimination are dependent upon regulations imposed by government.
Laws of human and labor in organization is related with the practices
imposed by government agencies (Coetzer and Sitlington 2014).
The ground work for creating an inclusive workplace and supporting a
creating diversity at workplace is done by organization by aligning itself to
legislation of organization. Improved job opportunities within organization
are supported by adhering to some employment acts initiated by
government. Organization adhering to laws ensures that there is appropriate
classification of employees to their job duties. It enables HR professionals
within organization to become well verse in changing area of law of
employment for minimizing liability of organization in all aspects of
operations of human resource management (Snell et al. 2015).
The way a multinational manufacturing organization conducts staffing
of its human resources is regulated by practices and laws at state, federal
and local levels. Some of the practices that are required to be incorporated
in the formulation of strategies of human resource management of an
organization so that employees are equally treated and with due respect.
Practices of providing equal opportunities to employees, sexual harassment
and affirmative action is included in the strategies formulation. Some other
laws and regulations that impacts the strategies of human resources
management involves national labor regulations act, occupation and safety
act, age discrimination employment act, mandatory retirement act, family
and medical leave act and worker adjustment and retraining notification act.
Privacy policies suggested by regulations provide organization with legal
rights for accessing to information about performance of job and employees
in certain jurisdictions. All the instances of the laws and regulation of
government influence every aspect of employees ranging from their privacy
to performance.
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
Equal employment opportunity actor employment equity Act-
This particular act helps in improving job opportunities for employees in
specific groups such as aboriginal people, women, people with disabilities
and visible minority’s members. This particular legislation helps Sainsbury in
ensuring strict prohibition and discouraging of several discriminations at
workplace. Moreover, it is required by organization to follow the guidelines for
mandating equal treatment of employees.
Vocational rehabilitation Act- It is the federal law that enables
authorization of supporting employment, vocational rehabilitation programs,
client assistance and independent living.
Human rights Act- This act provides employees within organization
with equal opportunities without regard to ethnic or national origin, without
regard to race or religion, family, sex and marital status.
The medical leave and federal family Act- As per this act, eligible
employees are provided with the ability to take unpaid leave for variety of
circumstances such as serious conditions of spouse, senior employees and
qualification of exigency concerning active military services.
It is of utmost important on part of manufacturing and multinational
companies to make efforts to stay abreast of regulatory and legislative
developments in the area of human resource management. Organizations
are required to keep track of development at state and federal level
concerning regulations on human resources.
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
Task 3:
3.1 The different models of strategic human resource
management.
Some of the models of strategic human resource management are as
follows:
3.1.1Guest HRM model- Under this model, one of the vital outcomes of
human resource management is employee commitment that is basically
concerned with obtaining behavior consequence in terms of cooperation,
increased efforts and involvement of employees that is regarded as
organizational citizenship. As per the model, an organization can experience
increased performance outcome and improved behavior when three
outcome of human resource management are met. These outcomes
comprise of commitment, quality and flexibility. It is argued by guest that an
organization can achieve related outcome and higher productivity as per
standard of industry, when a coherent strategy is adopted that integrates
with business strategy and are sponsored by line management. Performance
outcome is measured in terms of greater productivity, innovation, quality,
reduced absenteeism, and reduced conflict lower labor turnover. Relation
between strategy of organization and practices of HRM is provided by
implementation of this model (Marler and Fisher 2013). Sainsbury Company
operating in UK employs guest HRM model for maintaining commitment of
employees for goal seeking through strategic management. This helps in
improving productivity and overall performance of organization.
3.1.2 Contingency model or best fit model- The strategy adopted by
organization concerning human resources becomes more efficient when it is
tailored according to environment and context of business. Internal and
external elements are two fit that are linked to strategy of human resource.
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
3.1.3 Best practice- This model is based on universalism and makes the
assumption that set of practice is aimed at delivering high performance that
will provide benefits to organization in all aspects. Organization under this
model seeks to employ best practices that will help in compounding the
performance of employees. Some of the elements of best practices include
team working, sophisticated selection, employment security, communication
and empowerment of employees (Stredwick 2013).
3.1.4 HRM and personnel management- Human resource management
is regarded as superior to personnel management as it provides strategic in
two senses. Strategies of human resources are closely related with overall
corporate and business strategies. The function of human resources is
conceived in strategic ways rather than reactive ways.
3.1.5 Patterson model- The factors that determine high and good
performance is depicted in the Patterson model. An organization can
improve their performance by implementing this model by adoption of
several practices. These practices involve increasing abilities and skills of
employees, enhancing motivation and positive attitude promotion and
enabling employees to make full utilization of their abilities and skills by
giving them with expanded responsibilities (Schippmann 2013).
3.2 How human resource management contributes to the
achievement of the organization’s strategic plans.
Strategy of organization is supported by various activities of Human
resources management. Strategic human capital function operating within
the complex and dynamic environment is reflected in the human resource
department. Some of the activities that enable strategic planning of
organization are listed below:
Human resources leverage all the areas of organization and it is
required to be ensured that strategy determination is aligned effectively with
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
human resources. A new perspective of human resource development is
required to capitalize on leverage. Human resource management helps in
creating alignment between strategic planning and human resources
activities. An organization is able to succeed when performance of
organization is strategically linked to human resource department. For the
enlargement of human capital within organization, it is required to develop
every element of human resource management such as selection, training,
compensation and hiring. The strategic plans of organization can be
achieved through alignment of strategic human resource management plans
and organizational strategy. Human capital understanding enables
employees to work towards organizational goals. Strategies of business can
be altered according to changing circumstances such as reduction in
business, increasing use of technology for enhancing production (Bamberger
et al. 2014). Some of planning models that can be used for achieving
strategic plans of organization are people maturity model, 5P model and
human capital strategy.
People maturity model- This model provides a maturity framework that
focuses on continuously and improving the management of human assets or
any information system within organization. There is involuntary
improvement in the path from performance practice that are not consistent.
Five levels of maturity are incorporated in the model for improving the
practice of people management. Key process levels are involved in the
maturity levels. Organization has an improvement program when they
achieve each maturity levels.
5 P model- The 5 model of strategic human resource management
incorporates five different activities of human resources. This involves
philosophies, policies, program, processes and practices. Philosophy defines
culture and values of business and provides strategy of managing people.
Policies are guidelines and shared values for taking action concerning HR
programs and HR related business issues and helps in facilitation of change.
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
Processes define how activities are defined for its implementation and
formulation. Practice intends to motivate needs role behaviors such as
operational role and leadership managerial for managing human resources
(Nel et al. 2014).
Relationship between strategic plans and HRM:
The plan of each resource within organization is ensured by
management when it intends to develop strategic plans. Issues of personnel
are required to be incorporated within formulation of strategic planning.
Management of human resources entails organization to strategically apply
the policies and formulates them accordingly and it should addressed needs
of employees.
The implementation of strategic planning within organization is
supported by expansion of administrative function of human resources
department (Fratričová and Rudy 2015). Credibility of department can be
increased by increasing the competencies of personnel of Human resources
and integrating it into their strategic plan. The bottom line of business is
impacted by having a clear understanding of how the human resource
management affects the strategic plan. Business seeking growth and
harnessing of its potential and values make use of human resource activities
such as training and selection. Employees are able to contribute to
organizational development in accordance with strategies of business by way
of strategic training and development (Min 2015). Therefore, it can be said
that human resources department plays an important role in strategically
planning of organization.
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
Extension activities:
3.3 Evaluation of the different models of preparing
strategic human resource management plans for an
organization such as EasiClean.
EasiClean is a multinational manufacturing company that needs to
have proper human resource management plan to handle their personnel’s
and employees. The preparation of strategic human resource management
of organization can be developed by evaluating several models that are
discussed below:
Guest HRM model- According to this model, it is difficult to establish
relationship between high performance and commitment. A flow approach is
employed under this model that leads to underpinning of strategic practices
and creating desired outcomes. This model involves six dimensions of
analysis that can be incorporated by EasiClean plc such as outcome,
practices, strategy of human resource management. Financial, behavioral
and financial outcomes are also considered under this model (Khalil et al.
2013).
Harvard model- Implementation of Harvard model by EasiClean
requires line managers to accept responsibility for aligning personnel policies
and competitive strategies. Human resources policies are set for making the
activities of personnel mutually reinforcing. The context of human resource
management would be widened by including employee influence and
associated question of supervisory style. Model would give emphasis on the
adoption of strategic choices that is not driven by environmental and
situational determinism. Choice of management of human resource
strategies is impacted by broad range of contextual influences and the
model makes the acknowledgement of such influencing factors (Kramar
2014). It helps in achieving the objectives of business by recognizing
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