Strategic Human Resource Management Report: Global Context

This report delves into the concept of Strategic Human Resource Management (SHRM), particularly within an international context. It explores how globalization impacts organizations, even those based in the UK, due to international supply chains and foreign competition. The report defines Multi-National Corporations (MNCs) and examines the unique HR challenges they face, including coordinating managers, employees, and policies across diverse national cultures. It investigates how SHRM can align with an organization's strategic direction to develop global people practices that add value across national boundaries. The discussion covers the concept of human resource development, its contribution to organizational objectives, and its role in achieving competitive advantage. It also highlights the importance of training and development, career development, and organizational development within SHRM. The report also includes how business strategies are interlinked with human resource management in order to get desired result.

Running head: Strategic Human Resource Management
Strategic Human Resource Management
Name of the Student:
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ABSTARCT
The current assignment focuses on human resource development concept and the various
approaches taken to effectively practice within the organization. Training and development being
the most important approach in any organization, it helps to harness the talent and knowledge
within the employees and gain competitive advantage. The paper demonstrates the concept of
strategic human resource management and its relevance within the organization. The paper also
high that how business strategies are interlinked with human resource management in order to
get desired result.

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Introduction
In the contemporary business world, the human resource management concept is
evolving with the changing environment. The current assignment focuses of describing the
concept of strategic human resource management and the ways the strategic human resource
management contributes to organizational objectives. The paper discusses how human resource
development can be a cradle of competitive advantage. The rapidly changing environment
fosters competition in the market and therefore human resource development helps the
organization to compete with the current competitive world. The paper reflects wide range of
strategic human resource management practices that aids the organization to accomplish its
strategic goals.
Discussion
The Concept of Human resource development
The strategic human resource management is a wide concept that relatively reflects a
whole new transformation in the domain of human resource management. The strategic human
resource management acts as a means of aligning the strategic goals of the organization and gain
competitive advantage. Organization are continuously trying to adapt strategies in order to
increase the performance of the organization in areas such as financial, productivity and quality.
The human resource is the key asset in the organization and hence plays a vital role in
upbringing the performance of the organization (Das et al., 2019). The human resource
development (HRD) is defined as the approach which endures development of people working
within the organization. The main aim of the HRD concept is to enhance the skills, knowledge,
attitude, competencies and behavior of the employees within the organization. In the competitive
world, the organizations are trying to develop the competencies and skills of the employees so as

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to achieve the strategic goals set by the organization. In the current organizational operations it is
expected from the HRD professional to provide initiatives, activities, interventions and services
that will aid the organization to achieve the strategic goals and gain competitive advantage over
the other organization. When the human resource development strategy is aligned with the
human resource strategy it links the training practices and policies to the organizational goals.
Due to globalization it has become a challenge for the manager to innovate better strategies in
order to gain competitive advantage and to manage the diverse workforce within the
organization. The management also face difficulties in hiring the right talent in the organization.
In order to overcome the biggest challenge of globalizations the human resource development
has expanded its domain into wider concept.
There are three main area which is incorporated within the human resource development
function. These are career development training and development and organizational
development.
Training and development-
Training and development is one of the approach which helps the organization to face the
challenge of having competent and skilled employees in the organization.
The training and development is highly necessary to be effectively implemented in the
organization. The training and development approach helps the employees to improve its skills
and competencies which is necessary to meet the management expectations. Training helps the
employees to accept the challenges in their evolving jobs. The multinational companies are more
concerned on providing effective training to employees by the use of technology and highly
competent supervisors. This would allow the organization to compete with the other organization

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and gain competitive advantage. Today’s training is not only confined with job task but also how
to perform in the organization ethically and with integrity (Chams and García-Blandón, 2019).
Training give employees a diversified approach to work as a team which is another challenge of
globalization.
The training helps to build a common understanding to the organizational goal, it shows the
management’s loyalty and commitment (L'Écuyer et al., 2019). It fosters responsibilities within
the employees and contribute to the organization in possible ways.
The companies are focusing on team empowerment and team work which teaches the right
attitude and shows them that their competency is crucial for the organization to perform better
(Buckley et al., 2019). The various ways of training the employees include e-learning training,
instructor-led classroom training, hand-on training, video training, computer-based training,
mentoring and coaching and interactive methods.
Career Development- The career planning has become core field of attention in managing the
human resource. The regular responsibilities and mere confinements may not satisfy the career
urge of the employees. Thus HRD professional ensures the practice for learning new
technologies through external specialized training and through providing good opportunities for
the improvement of qualification which makes good qualitative performance. Career
development is an approach to give chance to those employees who are eager to gain knowledge,
skills and competencies and encourage them to perform better in the organization.
This is an opportunity to engage the staff in order to bring to their best and so that they can
demonstrate their skills, competencies and abilities in the organization (Stewart and Brown
2019). It develops sustainable performance level, the proactive strategic human resource

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management ensures that the increased level of performance provides sustainability for long-
term.
Organizational Development-
The organizational development incorporates the whole organization, the main aim of
organizational development is to bring about effectiveness within the organization through
strategic human resource management. These indulges some macro and micro level changes, the
macro level changes involve cultural transformation and micro changes includes conflict
resolution and team building. The human resource development does not have to be a catalyst in
exhibiting these changes in organization (Derindag and Canakci, 2019). It mainly aim at
planning and creating process and mechanism within the organization to foster continuous
development of the employees in order to perform better in their job roles. In the dynamic
organization the employees need to enhance their skills for future prospects and thus contributing
to the organizational efficiency. The strategic human resource management practices are
integrated in order to get the desired result and promotes effectiveness and efficiency in the
organization (Kasemsap 2019). The strategic human resource management practices in
interlinked with the organizational objectives. The current recurring trends for strategic human
resource management focuses on the continuing impact of economy, competition for in-demand
of potential candidates, the continuous influence of communication technologies development
and information, the demographic changes, the importance of effective and flexible work

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strategies. The human resource development makes employee competent and hence increases the
organizational performance as well. The human resource development identify the areas of
improvement with regards to each and every level of the employment. It helps to reach the
strategic goals set by the organization, it directly aims at improving and developing the
performance of the human activities in order to make Human resource development agile at the
higher level the employee is subjected to perform good leadership and supervising skills. The
human resource development focuses on collaborating the workplace environment, effective
communication system, building culture and also acting as a catalyst for brining change in the
organization.
In Multi-national Corporation collaboration is the most important element which has to be
performed effectively. It fosters team building and helps the employee to perceive themselves as
to contribute collectively towards the organization excellence. The common understanding of the
team leads to less conflicts within the teams working at different region of the county and create
a greater acceptance of change and provokes productive intercultural workplace.
Business Strategy and Human resource management
It is observed that many organization interlink their organization strategy to their human resource
strategies. The above statement can be demonstrated as follows:
Business Strategy Organization Requirements Human resource management
For defender strategy
Efficiency orientation
Narrow product market
There must be maintenance
of stability
Limited with environment
controlling
The control system must be
centralized
Standardized operating
system is initiated.
Accumulator strategy
Strategies to build maximum
involvement of skilled
employees.
Employee Acquisition
Continuous development of
employee’s skills, knowledge
and competency.
Prospector Strategy
Continuous search for new
Extensive monitoring of
workplace environment
Utilizer Strategy
Employ ready-to-use talent

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market
Market/product innovators
External orientation
Constant change
Rapid resource deployment
Control system has to be
decentralized
Structural formulation is at
low degree
Moving the employees in
order to coincide their
abilities, skills and talent to a
particular task
Analyzer Strategy
Maintaining presence in the
existing market
Pursue new
Comprehensive and intensive
planning
Offering unique products at
low cost
Administrative differentiation
flexibility
Provoking team structure and
accurate placement
self-motivated personnel
Supporting and encouraging
self-development of skills and
abilities through training.
Conclusion
It is inferred from the above study that human resource development plays a vital role in
achieving the strategic goals of the organization. The various prospects of the human resource
development helps the organization to enhance the skills and competencies within the
organization. Career development and training and development plays a significant role in
creating value of the employees in the organization and hence helps the organization to obtain
competitive edge. The organization develop various strategies and use technological advances to
provide effective training to the employees and bring best out of them. It is observed from the
above discussion that the business strategies must be clearly aligned with human resource
management so as to get desired result and enhance performance of the organization.

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