Strategic Human Resource Management Report: Unit 10 Analysis

This report provides a comprehensive analysis of strategic human resource management (SHRM), focusing on its key elements and practical application within organizations, particularly Emirates Airline. It begins by introducing SHRM and its importance in the current business environment, highlighting the significance of globalization and workforce diversity. The report then delves into the introduction of Emirates, examining its mission and vision statements, global operations, and diverse workforce. It explores the elements of the SHRM process, including recruitment, retention, and performance management, illustrating how Emirates implements these practices. The report evaluates the contribution of SHRM to the organization, emphasizing employee engagement, workplace flexibility, and performance evaluation. The report further discusses the intensity of competition, the development and critical evaluation of a human resource plan, and the impact of regulatory requirements and organizational culture on HRM. Finally, it examines the impact of organizational structure on HRM, monitoring of HRM, and provides references for further study.

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
Strategic human resource management
Name of the student
Name of the university
Author note

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Table of Contents
Assessment task 1............................................................................................................................2
Introduction of strategic human resource management...................................................................2
Introduction of Emirates..................................................................................................................3
Elements of strategic human resource management process...........................................................4
Evaluation of the contribution of SHRM in the organization..........................................................7
Assessment task: 2...........................................................................................................................8
Intensity of competition..............................................................................................................10
Developing a Human resource plan...............................................................................................12
Critical evaluation of the human resource plan.............................................................................13
Purpose of the human resource management................................................................................13
Impact of the regulatory requirements...........................................................................................14
Impact of the organizational culture..............................................................................................14
Steps to improve effectiveness of the human resource management............................................15
Assessment: 3................................................................................................................................16
Impact of organizational structure on the human resource management of Syngenta..................16
Monitoring of the human resource management...........................................................................17
Reference.......................................................................................................................................19

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Assessment task 1
Introduction of strategic human resource management
In the current business state of affairs, managing the human resources is one of the key
factors to be considered. This is due to the reason that current business environment is much
globalized in nature with diverse determining factors are relevant. Moreover, due to the
emergence of the globalization, workforce in the contemporary business entities is diverse with
employees coming from different social and cultural backgrounds. In this case, the role of
strategic human resource management is very much important. With the help of the strategic
human resource management process, each of the employees can be utilized according to the
organizational objectives and enhancement of the employee productivity and satisfaction (Noe et
al. 2017). However, on the other hand, it should be noted that there are different factors should
be considered in designing the human resource management plan. Steps such as recruitment,
selection, and retention and employee management should be properly designed and
implemented in order to have the maximum utility from the side of the workplace management.
With the help of the strategic human resource management, the organizational objectives can be
fulfilled in the best possible manner (Jackson, Schuler and Jiang 2014).
Strategic human resource management is important for the business organizations
because it helps in better coordinating between the different elements of the human resource plan
and gains the maximum return from the market. It also helps in aligning the internal
competencies of the firm with that of the external threat and opportunities. Thus, the human
resource process for the organization will get enhanced and will meet the external challenges.
The more effective will be the approach of the strategic human resource management, the more

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will be the efficiency of the internal management (Kramar 2014). For example, Emirates Airline
is operating in different market situations and thus their human resource management process
should be according to that. The current process and practices in relation to the employee
management of Emirates are effective in meeting their external challenges. They are maintaining
local employees in different regions to meet the different taste and preference pattern of the
customers in different regions.
Introduction of Emirates
In the GCC region, Emirates are the leading airline among the top three with other two
being the Ethihad and Qatar airways. However, it is reported that Emirates airline is the largest
airline from the Middle Eastern region. As of now, they are of operating more than 3500 flights
across the world and to more than 80 countries. This denotes the extensive business operations
them and also denotes their global presence. In view to their global presence, it is identified that
workforce of Emirates is also diverse and from different regions across the world. The mission
statement of Emirates states about providing the services of highest quality standards to the
customers and create the maximum value for all the involved stakeholders. This refers to the fact
that the mission statement of Emirates airline is holistic in nature and involved all the
stakeholders in the business (Marler and Fisher 2013). In addition, the customer orientation of
their business is also identified from this mission statement. On the other hand, according to the
vision statement of Emirates airline, they aim to be the largest airliner in the world in terms of
both operating areas and passenger traffic. Currently, they are considered as the fourth largest
airliner in the world. However, with the global operation and diverse workforce, it is important
for them to evaluate and review their approach of strategic human resource management. In
terms of the human resource management process, it is identified that Emirates are following

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certain steps and standards (Taylor, Doherty and McGraw 2015). This is mainly due to the
reason that uniformity is maintained across their global employee management process.
Centralized management is followed in their workplace process, which also involves the human
resource management. Each of the steps and process of the human resources management
followed by Emirates airline is in centralized manner and adapted according to different external
factors in different regions of their operation.
Elements of strategic human resource management process
There are different elements of strategic human resource management that are being
followed by Emirates Airlines in their business. The first step is recruitment, where the new
employees are selected and on boarded in the organization. It is identified that geocentric staffing
process is being followed by Emirates airline in terms of their recruitment process. This helps in
selecting the new employees from both host and home countries. Thus, the diversity of the
workforce is getting maintained for Emirates (Sikora and Ferris 2014). Initiation of the
geocentric staffing is also ensuring the fact that each of the areas of operation of them is having
more market responsiveness as well as service standardization. In terms of strategic human
resource management, it is identified that Emirates airline is following similar standards of
recruitment across their global operations. This is ensuring that all the employees of them from
different locations and social backgrounds are having same level of skills and expertise
(Lengnick-Hall, Lengnick-Hall and Rigsbee 2013).
The employee retention process of Emirate airline is also in line of their current business
situations. This is due to the reason that the strategies being initiated for retaining the employees
are evolving and they are different in different regions of their operations. For example, the

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employee retention programs of Emirates airline in the Asian region are different to that of the
Middle Eastern region. This is in line to the fact that employees from these two different regions
are having different motivations of engagement in the workplace. One of the major activities in
relation to the employee retention being followed by Emirates Airlines is the training program.
This refers to the process of up-skilling the expertise of the employees in dealing with the
business and organizational challenges. The skill sets of the employees and their retention in the
workplace are directly related because the more skilled will be the employees, the more they will
be effective towards dealing with the newer challenges in the workplace and will be satisfied in
the workplace (Aryanto, Fontana and Afiff 2015). This should be noted that Emirates Airlines
are operating in highly competitive and dynamic business environment and business trends are
changing in rapid manner and the employees are exposed towards newer challenges. In this case,
a large chunk of the employees leave their workplace for the increasing pressure. Thus, an
effective process of training and development activities is followed in the workplace. The
employees got the required skills and they are made equipped to deal with the ever changing
business environment. This is further ensuring the higher retention rate of the employees in
Emirates Airlines (Loshali and Krishnan 2013).
Financial remuneration is another way of retaining the employees in the workplace due to
the reason that core objective of the employees in their workplace is to gain financial stability.
Thus, the employee retention activity of Emirates Airlines includes the industry best
remuneration for the employees. This is motivating the employees to stay in their workplace and
not willing to opt for other opportunities. With the offerings of the industry best remuneration by
Emirates Airlines, the risks of employee turnover due to better opportunities in the competing
firm are low (Konrad, Yang and Maurer 2016). Another method being used by Emirates Airlines

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to retain their employees is the career growth opportunities. This refers to the fact that each of
the employees is given the opportunities to grow in the workplace both in terms of responsibility
and designation. For example, the vacancies in the workplace are first posted internally where
only the internal stakeholders will be able to apply for them. Hence, the internal stakeholders are
having the first access to the promotions and growth in the organizations. It should be noted that
employees are always looking for growth in their career and will leave for better opportunities
when they will find it hard in the existing workplace (Paille et al. 2014). Thus, Emirates Airlines
are offering great career growth opportunities for their employees and ensuring that they are not
getting demoralized in the workplace. Moreover, with the increase in the learning opportunities
and responsibilities with the growth opportunities, employees are more motivated to stay with
the same organization. In this case, the performance management process of Emirates Airlines is
also playing an important role. This is due to the reason that effective process of performance
management process is ensuring that each of the employees is getting evaluated on the basis of
their performance and the appraisal is getting calculated accordingly (Sekiguchi 2013).
Hence, it can be concluded that the strategic human resource management plan of
Emirates Airlines involves a number of activities and each of them is having specific purposes in
the organization. For example, the key purpose of recruitment process in Emirates Airlines is to
have the right person with the right skill at the right place. Hence, the productivity and
effectiveness of the employees across different job profiles is at the desired level along with low
probability of issues from their side (Zehir et al. 2016). The purpose of employee retention
activities in Emirates Airlines is to regulate the cost of employee management in terms of new
employee selection. In addition, the purpose of the recruitment activities is also to ensure the
maximum effectiveness from the side of the internal stakeholders.

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Evaluation of the contribution of SHRM in the organization
One of the major contributions of the strategic human resource management for Emirates
Airlines is the engaged and motivated employees. This is due to the reason that the competitive
advantage of Emirates Airlines is based on the productivity and effectiveness of the employees.
The service delivery process of Emirates Airlines is unique and distinctive because of the skill
sets and expertise of the employees. With the help of the strategic human resource management
plan, the requirements and expectations of the employees are getting fulfilled and hence, their
level of satisfaction in the workplace is also being maintained (Akingbola 2013). This should be
noted that without the role of the strategic human resource management plan, the diverse and
different needs of the employees across the global operation of Emirates Airlines will not get
detected and fulfilled.
Another contribution of the strategic human resource management plan is managing the
workplace elements flexible and agile to cope up with the changes in the business environment.
As discussed in the earlier section, Emirates Airlines are operating in a dynamic and competitive
business environment and business environmental factors are getting changed rapidly. In this
case, it is the utility of the strategic human resource management plan to make the workplace
process and practices flexible. In the current time, service and business approaches of Emirates
Airlines are well aligned with that of the external business trends and pattern, which is due to the
flexibility of the workplace process of them in coping up with the changes. Performance
evaluation of the employees is also getting benefited with the help of the strategic human
resource management and it is further contributing in the employee management of Emirates
Airlines (Sánchez, Marín and Morales 2015). This is due to the reason that the performance of
the employees of Emirates Airlines is getting evaluated on the basis of 360 degree perspectives

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and hence, each of the perspectives is considered in the process. This is ensuring that the
appraisal of the employees of Emirates Airlines is accurate and employees’ satisfaction is also
ensured. This is another contribution of the strategic human resource management process of
Emirates Airlines.
Lastly, the contribution of the strategic human resource management process of Emirates
Airlines also involves the recruitment of the most eligible employees in the different job profiles.
They are having their operation across the world and thus different job profiles are relevant in
their operation. In this case, it is important for the human resource managers of Emirates Airlines
to review the candidates from different backgrounds and recruiting them according to the
requirements (Purce 2014). With the help of the strategic human resource management process
in place, this recruitment process of Emirates Airlines is well defined and covers different
dimensions.
Assessment task: 2
Determining factors in strategic human resource management
Strategic human resource management plan is highly influenced by the different external
factors. This is due to the reason that different entities are having different business situations
and the approach of the strategic human resource management should be in line to that. As
discussed in the earlier section, Emirates Airlines are operating in the highly competitive and
ever changing business sector and hence their strategic human resource management plan is
exposed to different external business factors. For instance, business growth strategies of
Emirates Airlines or the emergence of the global economic recession will have impacts on the
human resource management process (Collings, Wood and Szamosi 2018). This is the due to the

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reason that the objectives of the strategic human resource plan will depend on the external
factors. In the case of Emirates Airlines, they are planning for further business expansion and
hence the business factors in relation to the business expansion will have influence on the
strategic human resource management plan of Emirates Airlines.
Political factors
Political factors are having influence on the strategic human resource management
activities of Emirates Airlines in their business expansion process. This is due to the reason that
business expansion involves the entry in the foreign markets with different political scenario and
state of affairs. For example, there are number of western countries, where Emirates Airlines are
currently not having their presence. These countries will have different political scenario and the
approach of the strategic human resource management should be in line to these political
differences (Wright, Coff and Moliterno 2014). In terms of the employee retention, different
political scenarios will lead to different legislations for the employee management. Facilities and
strategies in relation to the employee retention initiated by Emirates Airlines should be in line to
the respective employee legislations in the new country.
Legal factors
Different factors in relation to the legal environment will also have the influences on the
strategic human resource management process of Emirates Airlines. This is due to the reason that
different countries are having different rules and regulations in relation to the recruitment,
retention and training of the employees. For example, if Emirates Airlines are willing to enter in
a new country, then the local rules and regulations in relation to the employee recruitment should
be followed. There are countries where direct termination of the employees due to low

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performance is not allowed and in these cases, Emirates Airlines should have different approach
to the strategic human resource management. In addition, regulations in relation to the
recruitment of certain number of local employees from the host country will also affect the
standardized approach to the strategic human resource management of Emirates Airlines
(Renwick, Redman and Maguire 2013). This is due to the reason that it will be mandatory for
Emirates Airlines to select the certain numbers of local employees from the host country in spite
of the fact that they are not eligible or there are no requirements. Thus, it can be concluded that
legal factors can also affect the strategic human resource management approach of Emirates
Airlines in their business expansion process.
Intensity of competition
Intensity of competition will also affect the approach of the strategic human resource
management for Emirates Airlines. This is due to the reason that the more will be the intensity of
competition, the more will be the output orientation of the human resource management plan.
For instance, the new country where Emirates Airlines are willing to have their business
expansion might have higher intensity of competition. In this case, the objective of the strategic
human resource management process of Emirates Airlines will be to recruit more candidates and
maximize the output of the employees to the highest in order to deal with the competition. On the
other hand, if the host market is having lower competition for Emirates Airlines, then the
approach of the strategic human resource management will be more employees oriented. With
the higher competition in the global airline industry, it is highly probable Emirates Airlines will
face the same intensity in their host market as well (Sablok et al. 2013). In this case, the
recruitment process of them will be more extensive to gain the access to maximum number of
new employees and each of the employees will be evaluated on the basis of their performance.

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Technological factors
Technological factors are highly influential for Emirates Airlines in terms of their human
resource management due to the reason that latest technologies such as automation are changing
the existing trends and pattern of the strategic human resource management process. With the
expansion of the business in the new regions, requirements of the new technologies will be more
for Emirates Airlines and will change the entire process. For instance, the recruitment will be
done on the basis of online technologies, which can be effective in gaining the access to the
global numbers (Messersmith and Wales 2013). On the other hand, technologies such as
employee relationship management and performance management system will be used to
identify the areas of improvement for the employees and accordingly the development activities
for them can be designed. This can be concluded that the above discussed factors are the key
determinants for Emirates Airlines in terms of their impacts on the strategic human resource
management process.
Determination of the human resource requirements
In terms of the situation where Emirates Airlines are willing to further expand their
business, one of the major human resource requirements will be the change in the organizational
structure. This is due to the reason that with the increase in the global operation of Emirates
Airlines, the organizational structure should also be more extensive in terms of vertical as well as
horizontal ways. In terms of the vertical structure, more hierarchy should be added with specific
responsibilities in the new business areas. This should be centralized with the upper level
management (Alfes et al. 2013). On the other hand, in terms of the horizontal expansion, more
functions based profiles should be added in line to the increase in the business operation of

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Emirates Airlines. It is also required that the revised organizational structure should be in line to
the human resource factors in the organization as well as in the new market region. For example,
the communication of the information from the lower level in the new regions should be proper
to the upper level management and the organizational structure should be designed accordingly.
It is also required that the recruitment process of Emirates Airlines should also be revised
in comparison to their existing process. This is due to the reason that human resource
requirements from the new market areas will be different to that of their existing requirements
and thus the process should be revised accordingly. The eligible candidates to be chosen for the
new business operation of Emirates Airlines should be effective to stay productive in the new
market regions. Technology is another requirement for Emirates Airlines, which should be
changed according to the new market conditions.
Developing a Human resource plan
The new human resource plan for Emirates Airlines will include a few steps and the first
step will be the determination of the organizational objectives. This is due to the reason that in
the business expansion in the new areas, Emirates Airlines should design their objectives from
the new market region and accordingly the elements in the human resource plan should be
designed. The objective of Emirates Airlines in this case will be the maximization of profits and
accordingly the following steps will be designed. The next step will involve the current resources
available with Emirates Airlines (Jamali, El Dirani and Harwood 2015). This will help to
understand the current position where Emirates Airlines are standing and the resources required
to be sourced. In the next step, the recruitment process should be designed in line to the
requirement identified in the last step. The last step will involve the training plan for the

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recruited new employees. It is expected that the new human resource plan will be beneficial for
Emirates Airlines in their long term business expansion plan.
Critical evaluation of the human resource plan
In developing the human resource plan, it should be noted that the alignment should be
done with the overall organizational objectives. This is due to the reason that if the
organizational objectives and the human resource objectives cannot be aligned, then business
profits cannot be ensured. Moreover, it should also be noted that the new human resource plan
should be compatible with the technologies because in the current business scenario,
technologies are extensively leveraged in the human resource management process. The more
will be the compatibility of the human resource plan with the latest technologies, the more will
be the effectiveness in meeting the objectives (Jabbour and de Sousa Jabbour 2016). Lastly, the
new human resource plan should also be agile and flexible in coping up with the changes in the
business scenario. The competitive environments where Emirates Airlines are operating are
rapidly changing and the human resource plan should be flexible enough to cope up with these
changes.
Purpose of the human resource management
The purpose of the human resource management policies of Emirates Airlines is to
ensure the effective fulfillment of the objectives and maximization of the production of the
employees. The purpose of the recruitment policy of Emirates Airlines is to have a certain and
specific regulations and standards for the recruitment and selection of the new employees. On the
basis of these stated standards, the recruitment process will be continued and the neutrality and
unbiased approach will be ensured. The purpose of the retention policy of Emirates Airlines will

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be to design a certain principles by which the employees will be retained or terminated (Albrecht
et al. 2015). Thus, each of the internal stakeholders will have the clear understanding about the
terms and conditions of getting retained in the workplace. Training and development policy of
Emirates Airlines is having the purpose of stating the process of training of different employees
according to their job profiles and ensuring their maximum productivity.
Impact of the regulatory requirements
Regulatory standards will also have impacts on the human resource plan of Emirates
Airlines due to the reason that each of the elements of this plan should be aligned and adhered to
the regulatory standards. For example, in operating in the United Arab Emirates, Emirates
Airlines should follow of the UAE labor Law. They will face larger challenges because of their
expansion strategy. Different countries are having different sets of laws that should be followed
by Emirates Airlines in their global operations. This is a major challenge for them in maintaining
their standardized approach of their human resource plan.
Impact of the organizational culture
There are different organizational cultures relevant in the global business process of
Emirates Airlines and each of them is effective for different functional areas. It is identified that
clan culture is followed in the workplace. This refers to the flexible approach among the internal
stakeholders including lower hierarchy levels. Thus, the power distance is low between the upper
and lower level employees. This is having positive impacts on the team work because due to the
reason of lower hierarchy levels, power distance is low and team work can be done in more
coordinated manner (Ugheoke, Isa and Noor 2015). Another culture followed in Emirates
Airlines is market culture, which refers to the cultural elements designed according to the market

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trends and behavior. This is helping in the adaptability of the brand with the current market
trends. Lastly, it is also identified that Emirates Airlines are following adhocracy culture in order
to have the creative thinking among the employees. This is helping in employee engagement in
the workplace. This is due to the reason that the extent to which the employees will be contained
for creative and innovative thinking, the more they will enjoy their autonomy and will have
higher sets of engagements.
Steps to improve effectiveness of the human resource management
 It is recommended that the human resource management process of Emirates Airlines
should be made centralized as well as standardized. This is due to the reason that job
profiles and responsibilities across all the levels of Emirates Airlines in their global
business are same and thus the management process should also be same and similar.
Initiation of the centralized human resource management will be beneficial for neutral
evaluation of the employees.
 It is also recommended that the human resource managers of Emirates Airlines should be
included in the board of directors. This is due to the reason that inclusion of the human
resource managers in the upper level management will help to have the better alignment
between the human resource objectives and the organizational objectives (Khalil Darwish
and Singh 2013).
 Learning workplace process should also be initiated by the managers of Emirates Airlines
because it will help them in enhancing the coordination and cooperation among the
employees and other internal stakeholders. The more will be the coordination and
cooperation among the internal stakeholders, the more will be the promotion of the clan
culture.

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Assessment: 3
Impact of organizational structure on the human resource management of Syngenta
Design of the organizational structure will have impacts on the human resource
management of Syngenta due to the reason that it will determine the flow of the information
between the internal stakeholders. For instance, it is identified that Syngenta is currently
following the matrix organizational structure and it will help in the better relationship between
the employees. One of the objectives of the human resource management is to have the better
communication and networking between the internal employees. Thus, Syngenta is gaining from
this advantage of matrix type of organizational culture (Winnubst 2017). Another impact of the
organizational culture on the human resource management of Syngenta is the leadership
qualities. This refers to the fact that effectiveness of the leadership will determine the extent to
which the human resource management plan is productive in motivating and engaging the
employees. In the case of Syngenta, initiation of the matrix type organizational structure will be
beneficial in reducing the distance between the leaders and the lower level employees due to lack
of intermediaries. Hence, the leaders at Syngenta are having the access to motivate and engage
the lower level employees in more effective manner.
The career opportunities for the employees get increased due to the initiation of the
matrix organizational structure. This is due to the reason that in the case of matrix organizational
structure, cross skills of the employees get exposed in working with different job profiles. Thus,
with the gaining of different and diverse skills due to the presence of matrix organizational
structure, the career development program included in the human resource management of
Syngenta will get enhanced (Fan, Wong and Zhang 2013). This will further increase the

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effectiveness of the career development plan for the employees and higher instance of
engagement from their side. Lastly, organizational culture also determines the alignment of the
strategic objectives with that of the employee management objectives. This is due to the reason
that organizational structure will determine power, authority and influence of the upper level
managers over their subordinates. Hence, it will determine the extent to which the upper level
managers are having the influence on meeting the strategic objectives through the human
resource management plan.
The flexibility of the human resource management also determines their effectiveness
and organizational structure helps in the maintaining this flexibility. This is due to the reason that
the more vertical will be the organizational structure, the more will be the hierarchy level and
lower will be the flexibility and agility or vice versa. Thus, in the case of Syngenta, they are
following matrix type organizational structure and this is helping them in reducing the number of
intermediaries from the hierarchy level (Van der Voet 2014). Hence, the entire process of the
human resource management of Syngenta is getting more flexible and agile.
Monitoring of the human resource management
Human resource management process of Syngenta can be monitored by different ways
and one of the most effective ways is on the basis of the metrics. There are different key
performance indicators can be used in monitoring and evaluating the performance and
effectiveness of the recommended human resource plan. For example, feedbacks of the
employees can a key performance indicator on the basis of the qualitative data. If the feedback of
the employees is positive, then the recommended human resource plan is effective or vice versa.
Another key performance metric can be the determination of the performance level of the

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employees (Kaganski et al. 2017). This refers to the fact that the increase in the performance
level of the employees will denote the effectiveness of the human resource plan or vice versa.
However, apart from the metrics based monitoring system, employee meeting can also be
used as the monitoring system for human resource management plan. This refers to the process
of meeting and engaging with the employees at personal level and gaining their insights and
opinions. Thus, if the human resource plan is effective enough, then the insights of the
employees will be positive or vice versa. One of the key advantages of initiating employee
meeting process is the access to gain the deeper insights, which are not possible in other cases.
There are number of different reasons might be relevant for the employees regarding their poor
or good performance, which might also not be related with the objectives of the implemented
human resource plan. Lastly, benchmarking can be another effective way of monitoring the
performance and effectiveness of the human resource management plan. This is due to the reason
that with the help of the benchmarking process, the best performing group or organization in the
same sector will be selected and the performance of the particular organization will be compared
with it. The gap areas will be identified and these gap areas should be mitigated. Hence, this is
another way of monitoring the performance of the recommended human resource management
plan.

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