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 adv...Read More

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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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
importance of trade of between employer, employees and other group of
interests.
As per the framework of this model, significant stakeholders in an
organization are employees who have their own concerns and need. Four
policies of are outlined by the framework of Harvard model and this involves
human resource flows, employee influence, work system and reward
systems. Employees get influenced due to enhanced power, responsibility
and delegated authority levels. Human resource flows involve selection,
recruitment, appraisal, termination and promotion. Motivation and pay
system are included in reward system. Alignment of people and work designs
are included in work systems.
Harvard model is employed by organization on belief that human
resource provides them with competitive advantage and employees should
be treated as assets rather than cost. While employment of guest model helps in
maintaining strategic fit between business strategy and HR strategy. As per Harvard
model, creation of human resource strategies requires incorporation of interest of
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
various groups of stakeholders that will help in formulation of business strategies.
Guest models illustrates that effectiveness of organization incorporates crucial
components such as strategic integration, high commitment, flexibility and quality
(Campbell 2014). Former model imbibes hard soft approach to human resource
management while latter involves both hard and soft approach to management of
human resources.
Task 4:
4.1 The factors to be considered when preparing human
resource management strategies.
The formation of strategies of human resource is a complex process
and the strategy is highly influenced by business strategies and a set of
factors influence them.
Human resource practices pursued by employers at organizational
level is dependent on number of factors such as production and their own
business strategies, cooperative labor relations and support for HR practices.
A contingent approach is required to be adopted by multinational
organization in formulation of appropriate strategic choices. Critical needs of
business should be identified, and strategy formulation should incorporate
collective and experience judgment about the requirements of organization
(Al Adresi and Darun 2016).
4.1.1 Organizational culture- Culture of organization has a
considerable influence on the way human resources strategies are planned
and executed. It is required by operating enterprise to have sufficient
assessment of cultural factors as the attainment of goals is supported y
cultural background of organization.
4.1.2 Technological advancement- Technology plays a very
important role in formulation of human resource strategies as organization is
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
entering into new generation and they are required to hire employees in
different ways in growing competitive environment.
4.1.3 Internal and external factors- Strategies of human resource
in an organization is significantly affected by internal factors such as
availability of skills of workforce and profiles of workforce. Some external
factors involve competition in labor market, forecasting, outsourcing and gap
analysis.
4.1.4 Government policies and legislations- Legislations and
policies framed by government have a considerable impact on the formation
of strategies of human resources. Strategies of organization should be well
aligned with the policies of government.
4.1.5 Workforce demographics- The current workforce
demographic requires management of human resource requires more than
just hiring and terminating. For attracting and retaining younger talent,
organization is requiring having different types of compensation packages
and rewarding system.
4.1.6 Implementation factor- Implementation problems should also
be considered while developing strategies. Operations of organization should
not be disrupted with the human resource strategies formulation
(Schippmann 2013). To continue the operations of business seamlessly,
strategy development requires employees to train in appropriate way.
4.2 The key elements of a human resource management
strategy.
Some of the key elements of human resource management strategies are as
follows:
4.2.1 Training- Training can be defined as the process that enables a
systematic and planned modification in behavior of employees through
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
programmers, learning events and instruction provided. It helps employees
to carrying out their duties efficiently by achieving particular levels of
competence, skills and knowledge required.
4.2.2 Learning- Learning is a process that leads to permanent change
in behavior of employees resulting from their daily practices and experiences
gained. One of the major processes of human adaption is process of learning
that helps in formulating the strategies of human resource management.
4.2.3 Education- In all aspects of life, it is required by individual to
carry out development of values, knowledge and understanding. For carrying
out developed and enhanced level of activity, employees are required to
have full understanding of knowledgeable facts.
4.2.4 Development- Development is the realization or growth in the
ability of individual employees that is achieved through the provision of
educational and learning experiences.
4.2.5 Talent management- It is one of the strategy for engraining
employees and it is linked to transition and promotion of employees into new
roles. Employees are engaged to provide organization with better ideas for
helping making customers feel and provide them with better experience.
4.2.6 Performance management- Sainsbury employs a mix method
of performance management that involves improvement and continuous
management. Employees are rewarded and recognized using different
method of performance evaluations. Performance of employees is tracked by
employment of process of performance management.
4.2.7 Recruitment and selection- Sainsbury employs two process of
recruiting people that is accessing application to make decisions and short
listing candidates. Organization employees’ retention program for increasing
employee retention and providing employees with every possible
opportunities (Fratričová and Rudy 2015).
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
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Extension activities:
4.3 How internal and external factors impact on the
elements of human resources management strategies.
Elements of management of human resource strategies are impacted
by internal as well as external factors. Internal factors are related to the
factors within the organizational and external factors are the factors outside
the organization that might be related to eternal environment of
organization.
4.3.1 External Factors: Some of the external factors are as follows-
4.3.1.1 Technological change- An organization can have improved human
resources such as selection, training, performance appraisal, wages and
salaries determination, recruitment and training with the help of
implementation of latest technology. Practice of human resources would be
able to done in a more effective way (Ugheokeet al. 2015).
The recruitment programs at Sainsbury has been changed and
advanced due to incorporation of technology in the process. Development
and training strategy of organization have been improved due to
incorporation of technology and enabling them to improve their knowledge
and skills that enable them to effectively perform their duties.
4.3.1.2 Change in culture of nation- Strategies of human resources is
affected by changing the way in which management responses to local
sensitivities. National characteristic influence the strategies of organization
that is related with behavioral attitude of managers.
4.3.1.3 Change in international economy- The strategies of human
resource of multinational company is changed in affirmative way due to
change in international economy. EasiClean would be provided with the
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Student: Samer Ellaham /ID:19488
scope of enlarging their manufacturing activities resulting from increased
employment proportion if there is n positive change in economy (Jannatian
2016).
4.3.2 Internal Factors: Some of the internal factors are as follows-
4.3.2.1 Structure of organization- Effectiveness of strategies of human
resources is dependent upon the structure of organization. The ways policies
are framed and adopted are related with organizational structure.
Formulation of strategy at Sainsbury is done according to their structure and
there is a fundamental reassessment of positions and structures.
4.3.2.2 Skill level of employees- An increase in skill level of current
employees of organization also forms the basis of framing and modification
of strategies of human resources.
4.3.2.3 Compliance- An organization is required to frame its elements of
human resources by adhering to the standards and legislations of country in
which they are operating so that they are fulfilling all legal requirements.
4.4 Evaluate the model used by an organization in the
development of its HR strategy.
For answering this particular question, an organization named
Sainsbury has been employing Harvard model for encouraging the
commitment of its employees through human resource flow, employee
influence, and work and reward system. It is recommended by Harvard
model that it is ensured by managers that reward system is consistent with
the goals of organization. Rewards are given to employees by way of
monetary and non-monetary benefits. One of the parts of this model is the
system of human resources and formulation of strategies is done by taking
into consideration interest of stakeholders, long-term impacts of decisions
and outcomes of human resources (Khalil Darwish et al. 2013).
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Sainsbury also employs Guest HRM model for gaining knowledge and
learning in the flied of strategic management of human resources. This helps
in empowering and motivating employees working within organization in
terms of professional growth and decision making. Selection of workers is
done only if they are incumbent and are aligned with goals of organization.
Employment of this model helps employees to be a part of decision making
process and enhancement of performance.
Task 5:
5.1 Developing a strategic human resource management
strategy for Walco Plc.
The strategic human resource management strategy is developed by
Walco Plc that is a large chain of super market for improving performance of
organization. An organization is able to achieve its objective if it incorporates
strategic concept in the development of HR strategies.
Some of the strategic aspects that will be included for the development
involve setting up a corporate plan, initiatives, key relations and speed of
decision. Planning of organization is done in such a way that there is
alignment between organizational competencies and goals for setting HR
strategy. For ensuring that business strategies are achieved, managers of
organization need to appoint right people in right place. Policies of Walco
should be integrated with business policies for providing a supporting
platform to all personnel’s. Strategically, managing the human resource
department of organization takes into consideration facts such as human
resource system, their organizational structure and organizational objectives
and goals (Ugheokeet al. 2015). Strategies of human resource management
employ development of following strategies:
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
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Recruitment and job analysis- HRM at Walco plc has the responsibility
of recruiting employee for filling up several positions in organization. Analysis
of industry trends, job applications and future employment anticipation are done by
the management for determining experience and skills in adequately filling the
positions.
Utilization and maintenance- The workforce of company is maintained
by organization. Organizational framework is designed in such a way that
maximum usage of human resources are done. Management of worker relations is
involved in maintenance task of human resource. It also involves development of
communication system and grievance handling relating to employees.
Performance management- Under this particular strategy, assessment
of performance of employees is done along with providing feedback to
management regarding both negative and positive performance of
employees. Promotion and increment of salary of employees are done by the
method of performance appraisals (Lengnick et al. 2013).
Employee development and training- Identification of training need for
employees is the responsibility of human resource department of Walco plc.
Training programs by organization ranges from employment of ambitious education
programs for making then acquainted with say new software system to orientation
program for acclimating new hire of company.
Reward system- Reward system is an important part of management
of human resources at Walco plc. This particular strategy provides organization
with a mechanism for managing rewards of employees for their performance and
providing them incentives.
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
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5.2 How the proposed human resources management
strategy will support achievement of the business
objectives for Walco plc.
The business objective of Walco plc is to have a clear focus in
developing new opportunities and running core business operations.
Achievement of this strategic business objective requires integration with
strategic human resource development. Employees are required to be
encouraged for achieving the set objective of organization. Development of
human resource should have set performance objectives where strategies
are developed for enabling staffs to increase their productivities and meeting
the set goals (Belcourt and McBey 2016). Achievement of objectives would
be done by pool of developed resources available to managers.
For ensuring efficient running of business of Walco Plc, the proposed
business strategies will help in achievements of business objectives. Teams
and employees of organization will be able to gain an in depth understanding
of organization with the help of effective performance management. Walco
capability leading o higher performance in their operational areas requires
integration of system of performance management that will lead to
achievement of objectives.
Training and development of employees focuses on activities for
employees development and helps in creating learning organization and
ensures effective performance of employees through value addition and will
enable them to effectively perform jobs and helps organization in gaining
competitive advantage. Training employees will help in addressing weakness
of employees, increasing productivity and ensuring satisfaction of workers.
The optimal fulfillment of efficient carrying out business operations can
be promoted by reward program. It also helps in alignment of business
objectives of Walco and successful performance of job. Set goals of
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
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organization can be met with encouraging employees and rewarding them
and ultimately helps in achieving business objectives.
Extension activities:
5.3 The potential barriers to the implementation of a
human resource management strategy.
The successful implementation of strategies of human resources can
be impacted by several factors and some of the barriers are listed below:
5.3.1 Inadequate assessment of cultural and environmental factors that
would have effect strategies content and failure on part of management to
understand business strategic needs. One of the challenges to the
implementation of human resource management strategy is diversity in culture.
Organization such as Walco Plc for implementing strategies requires modification
of control management style so that they fit into local cultures.
5.3.2 In large organization such as Walco Plc, there is tendency on part of
employees to misunderstand some complex initiates take by
management that might create obstacle in strategy
implementation. Employees are reluctant to adopt to new business
practices and in this regard, it is required by organization to
customize the established protocols for effective communication
and overall acceptance.
5.3.3 Existence of inconsistencies between values and corporate
strategies and bureaucratic culture of organization.
5.3.4 Resistance to change- An organization can face barrier regarding
the prospered new model due to resistance on part of employees to
change. Global growth of company like Walco Plc requires
integration of human resource into workforce. The complexities of
bringing workforce in an organization are required to be assessed
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ATHE - Unit F/615/2700: Strategic Human Resource Management- Assignment Answer-
Student: Samer Ellaham /ID:19488
by organization by bringing together employees from different
corporate and societal culture.
5.3.5 Availability of skills- It is certainly possible in organization that there
might not be enough skills for adopting the new advanced model.
They might not have sufficient knowledge and require updating and
training on same. This might act as barrier to implementation of
prospered human resource strategy. Organization such as Sainsbury
might face employees that are not updated and knowledge about
skills required to handle new technological facets. Assessment of
skills are required to be done through creation of training program
that will assist in filling gaps after hiring of employees and
development of skills across divergent talent that has been sourced.
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6 References:
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Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource
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Management Education, 12(3), pp.223-234.
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Student: Samer Ellaham /ID:19488
Fratričová, J. and Rudy, J., 2015. Get Strategic Human Resource Management
Really Strategic: Strategic HRM in Practice. International Journal of
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Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for
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Kramar, R., 2014. Beyond strategic human resource management: is
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Press Southern Africa.
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Student: Samer Ellaham /ID:19488
Riley, M., 2014. Human resource management in the hospitality and tourism
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Schippmann, J.S., 2013. Strategic job modeling: Working at the core of
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Education.
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