Human Resource Management Report

This report provides a detailed analysis of strategic human resource management (SHRM), focusing on its importance, frameworks, processes, and roles within an organization. It uses Kind Consumer, a rapidly growing organization developing inhalation technologies, as a case study. The report defines SHRM, highlighting its significance in achieving organizational objectives through effective workforce management. It examines the Harvard model, analyzing situational factors, stakeholder interests, and HR policy choices. The report details the HR management process, including planning, recruitment, selection, training, remuneration, performance management, and employee relations. It explores the roles of SHRM in various organizational levels, from stakeholders to top management and line managers. The report further discusses the development and implementation of HR strategies, emphasizing strategic review, planning, communication, goal setting, and means of achieving goals. Finally, it identifies specific HR strategies for Kind Consumer, including talent strategy, continuous improvement, knowledge management, leadership strategy, and employee relations, and analyzes their implications for the organization's success.

HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Activity 1.........................................................................................................................................1
(a) Strategic Human resources management..........................................................................1
(b) Importance of human resources' management..................................................................2
(c)Analysis of framework of strategic human .......................................................................4
(d)Human resources Management process.............................................................................5
(e) Role of Strategic human resources' management ............................................................6
(f) Development and Implementations of Human resources strategies..................................7
Activity 2 ........................................................................................................................................9
Activity 3.........................................................................................................................................9
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
The strategic human resource is an integral part of every organisation. It involves management
of human relations in a company. It is important in an organisation for execution of operations
effectively. Strategic human resources' management is important for decisions, process and
choices that affect performances of an organization. The main aim of SHRM is to provide
efficient workforces to the company that give better work to business (Armstrong and Taylor,
2014). It provides guidelines to managers of a company how an effective use of human capital in
decisions making process. From fresh hiring to a selection of top executive in a firm is part of
strategic human resources' management. The business environment is always dynamics in nature
to gain competitive advantages effective HR management is necessary for a small business as
well. Kind Consumer is rapidly growing organisation which focusses of developing novel
inhalation technologies to reduce tobacco harm.
The present report focuses on strategic human resource management and explains its important
in choose organisation (Snow and Snell, 2011). It also describes the strategic framework of HR
management and their roles in and their implications as well. It also addresses main problems for
applying HR strategies infirm. This report also explains the best HR strategies for Kind
Consumer and their implications on organisation
Activity 1
(a) Definition of strategic human resource management
Strategic human resources' management is a method or approaches used by an organization for
managing their human resources (CHUANG and Liao, 2010). It can also be describes as the
involvements of HR components such as hiring, discipline and payroll and considered all
employees in collaborative manner to boost retention of their workers.
It includes human resources elements such as hiring, payroll and managing companies other
activities such as quality improve, works experience and maintains long-term relations between
an institution and their employees.
The main aim of strategic human resources' management is to provide the efficient workforce to
the company that can increase performance of an organisation. They how to make use of human
capital in the company efficiently and manage their functions (Guest, 2011). The role of strategic
human resources' management is managed leverage upon the capabilities of the people and
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ensure that employees of a company are not treated only as resources of the company but as an
asset for the organization. From hiring to the selection of leaders process done by strategic
human resources' management. It also ensures that business allows their employee's in decisions
are making process. There is also various types of models which can be used organisation for
understanding the frame work of SHRM. Harvard model of human resource management
provide a correct roadmap to organization for human resource. As per this model, entity need to
considered their employees as the resources. This model is consisted six basic components
situational factors, stakeholder interests HRM policy choices, HR outcomes and Long-term
consequences.
(b) The importance of human resources' management.
Human resource management plays an important role in every organisation. HR management 's
primary purpose is to help the business firm to accomplish their objectives (Brewster,
Mayrhofer and Morley, 2016). An organisation can not reach its goal without good Human
resource. The key area of human resources' management is hiring people, training and
development and motivating employees. HR management practices are also provided services in
small business as well. The importance of human resources' management is as follows. Recruiting: It is major responsibilities of human resources' management. HR managers
design plan and strategies for hiring right persons for the right job. They design criteria
for selection of employees (Buller and McEvoy, 2012). Recruiting process includes
formulating obligations for employees and prepared employees contract with a company.
By developing HR practices in business Kind consumer can hire better employees for
their growing business. Training and development: It includes provide training to new hiring employees in an
organization. This is important step to develop for the development of employer-
employees relation in a company (Jackson, and et. al., 2011). Training provides to
employees according to requirements of an organization. Employees get opportunities to
enhance their skills and give better work to the company. By providing training to their
employee's Kind consumer can also increasing its productivity. Strategy: HR strategy includes to the utilization of human resources in an effective
manner. Leaders with professional employees in organisation participate in corporate
decision-making that includes current staffing assessments and fulfils the future demand
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of workforce (Snell, and Bohlander, 2010). With the help of HR management, the health
company can also improve its bottom line by putting effective utilisation of their
employees. Maintaining workplace ethics: By maintaining workplace ethics and friendly
environment in the organization can give more job satisfaction to their employees. A
good organisation culture provides better-working condition to their employees because
the performance of individual is highly affected by company's atmosphere (Mondy and
Martocchio, 2016). By providing good working conditions to employees, an organisation
can benefit to employees as well as business firm. Developing public relations: To develop good public relation is lies with HRM. They
assist company’s management to conduct the meeting, seminars and other gatherings for
buildings, their relationships with other business firm (Dickman, 2010). HR department
plays crucial in business to preparing plans. It also aids to the company for developing
their marketing strategy. Performance appraisals: HRM encourages people to improve their work performance in
the company and develop their potential as well as suggest to them for further
improvements. HR communicate with staff and give necessary information to employees
time to time. By these methods' company's employees get aware about performance and
enable to provide much better services to an organization (Guchait and Cho, 2010). The
kind consumer can also use it and encourages to their employees to better work. Provide compensations: HR is responsible for managing employees’ wages and salary
structure. Its duty of HR to pay the reasonable amount to their employees and maintain
the financial status of the company in line (Werner, and DeSimone, 2011). They also
conduct wages and salary surveys in similar industry and analysis other companies’
wages structures as well as their employees’ skills. Managing disputes: In as organisation there are several types of conflicts take place. In
that case, HR act as mediator tries to sort out those problems and provide the suitable
solution for the company. They hear employees’ problems and consult with them in an
effective manner. In-kind Consumer, they can also allow such HR practices for more
effective business management and also help to maintain good employer -employee
relationships in the company.
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 Job and workplace design: The HR of the company is responsible for the design of job
for their employees. Designing of the job include specification of contents, methods and
relationships of job that are related to the company (Jackson, Schuler, and Jiang, 2014).
It also includes satisfying the requirement of the company as well as job satisfaction
among employees. In Kind Consumer Company HR of company improve job satisfaction
and reduce employees’ problems.
(c)Analysis of framework of strategic human
Framework of strategic human resources' management identify those factors that affect
The business of organisation (Strategic Human Resource Management, 2016.). The framework
of strategic human management analysis the internal and external factors that have impacts on
company performance and develop strategies to overcome those deficiencies.
 Stakeholders interests: stakeholders includes employees, staff members, suppliers and
work culture of the company. The stakeholders and their experience and skills can effect
has the great impact on the performance of business. Managing stakeholders in
organisation and use of their skills and creates job satisfaction and ensures long term
growth of entity. Kind Consumer needs to focus on stakeholders of the company, so the
performance of the firm is not affected by internal them. Company cultures are also
promoted innovation in its environment. Situational factors: it consists internal and external factor of the entity. Internal factors
includes employees, suppliers, management and its cultural. On the other hand external
factor includes political, economy, social, technological factors that any business from
externally. The company need to assess these factors carefully. The political factors
include tax policy as imposed by the government on business high tax policy imposed by
the government can affect the revenue of organisation (Kusluvan, and et.al., 2010). The
company also need to assess economic conditions of the country in which their
operations are operating. Kind consumer was working as the small business still it can
effect by external environment. Internal factors is also creates huge impact of entity as
employees of company remains to be satisfy so they can promote better work. Cultural of
Kind Consumer is also effects its business operations. So HR needs to make adopt
strategy as per situational factors and allow enough flexibility in their strategies. The
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impact of external and internal factors effects the entire industry but company HR need to
make the strategy to overcome with those impacts.
 HR polices choices: Polices of company need to adopt as according to the business
environment of an organization. The selection of human resources polices should
indicate those business factor which can effects to their activities. The polices of human
resources for hiring and selecting employees is best on find correct persons for the job
(Boxall, and Purcell, 2011). After hiring company provides training to their employees to
enhance their skills and development of their knowledge. The strategies also indicate to
provide the task to their employees and maintain team effectiveness among them.
The frame work of the human resource management can be explains through Harvard model. It
defines business criteria and its objectives. The framework of Harvard model management
defines that entity need to considered as employees as resources. (Ng, Schweitzer and Lyons,
2010). This model is provided clear roadmap to HR and how HR polices effects employees
and their needs. The HR model is outlines four policy areas.
Human resource flow: it includes recruiting, selection, placement, promotion, appraisal and
assessment of employee's.
 Reward systems: It includes pay systems and motivation. The company need to provide
reward to their workers so they keep motived and presents better work.
 Employees influences: Workers of entity is also influences by delegated level of
authority.
 Work Systems: HR of company need to design of their work so they can easily alignment
of people.
(d)Human Resources Management process
Human resource process includes HR planning, employee remunerations performance
management and employees relations (Kraaijenbrink, Spender, and Groen, 2010). The effective
designing of these process depend on their effective implications. The following are the process
of human resource management.
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 Human resources planning: Human resources planning involves several stages.
Planning includes not only hiring people in the organization, but it also includes
evaluation, promotion and Layoff. The following steps consider under planning stages.
Recruitment: It focuses on find right person for right job. It aims to attract more talent
people in an organization that can meet the requirement of a job (Guchait, and Cho 2010). HR of
company recruit employees for a different level in the company based on their skills and
experience.
Selection: In this stage, company shortlisted candidates by qualification, expertise and
had potential to for a job. HR of the company make the selection of employees who have soft
skills, interpersonal skills along with their knowledge. These skills help in a candidate help to
the company to maintain long term relations with their employees.
Hiring: It means to select the final candidate for the job as according to company's
vacancy and their requirements (Kehoe and Wright, 2013). Hiring ensures the correct persons for
the job who meet the criteria of job and can perform activities of the organization.
Training and development: This process institution work on to develop of employees’
skills and abilities up gradation. Through correct providing training to employees, they increase
their efficiency. It also assists to the organization to develop their performance and business
activity in the better way. It also provides employees to perform tasks and meet company
objectives. Employee remuneration: Financial incentives is the best motivator for every employee.
This process includes deciding worker salary, incentives and perquisites (Baumgartner
and Ebner, 2010). By providing good salary and wages to employees, they can retain
their workers for the long term in the organization. For every employer to get good pay
is prime motive so by paying the good amount to their employees they motivate to them
for better work. Performance management: In this stages company train and motivated to their
employees so they can meet organisation goals with effectively. This process is not only
for the workers but can also be for the whole department or product (Tang and Tang,
2012). The kind consumer can also use Automated performance management systems
that assist to a company for adding all information that evaluates performance of
employees and also provides them training as according to their needs.
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 Employee relations: To maintain employee relations is an important factor for every
company. Employee relation includes labour relations, working environment, employees
health and safety. All these are critical factors for retention of employees in an
organization. It is also very important for establishments to maintain good relation with
their employees especially in the industry that is highly competitive.
(e) Role of Strategic human resources' management
Maintain employees - employers relations is part of strategic human resources' management.
The strategic role of HR in the company is to provide manpower that can perform organisation
activities and increase the productivity of the company. The following are the roles of strategic
human resources' management. Role of stakeholders: The strategic human-resource management is helps to stakeholders
to performing their tasks in better way. Stakeholders includes staff members, suppliers,
shareholders etc. The human resource management of entity is assign the tasks of
workers (Kehoe and Wright, 2013). It also ensures that workers can achieve their tasks in
particular period. Role of strategic human resource is stakeholder is to provide sufficient
training and developments programs to its stakeholders so they can improve their skills.
It also develops strategics for them so they gain maximum benefits from that.
 Top management: The Role of strategic human-resources management in top
management is to introducing leadership programs in company. With the help of
leadership programs quality in their workers is improved. (Snow and Snell, 2011).
SHRM identified potential workers in their company and analysed their skills and
capabilities. The top management is integrated with HR performance management
systems which help to the company to develop business strategy and leadership
objectives. With the help of strategic human-resource management top management
divide their workforce between potential workers and average workers. They give higher
roles and responsibilities potential workers who are marked for fast track career
progression based on performance management systems.
 Role of directors: SHRM is helps to company's directors is to define their responsible
and helps to them for developing effective polices for them. HR is assists to directors for
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Implementation of their polices within entity and also evaluate effectiveness of this polices
regarding effects of workers. HR sets to the responsibilities for the board and evaluate polices
which might effects on its business and ways to maximize profits.
 Line manager: the responsibilities of line manager is to decide the performance and
behaviours of employees. Role of strategic human-resource management for line
managers to receive the feedback of worker's performance (Brewster, Mayrhofer, and
Morley, 2016).. After assessing, performances of workers they HR department helps to
line managers to improving workforces performance so they can presents better work.
(f) Development and Implementations of Human Resources strategies
Development of HR strategies is needed when numbers of clients are has increased. HR
strategies are depended on organisation size and structures and cost of the resources that are
essential for delivering effective HR strategy. The following process includes the development
and implementation of HR strategics.
Conduct strategic review
For developing and implementing of strategics it is important to make review of
strategics. For conducting strategic review Kind Consume need to understand its current
situation and also identify deficiency that is decreasing efficiencies of institution employees
(Buller and McEvoy, 2012). By identifying those deficiencies the health care company provide a
framework and timeline for their employees. The development of HR strategy also includes
assessing new technologies and virtual workspaces for improving productivity. This review helps
to them for understanding the current polices and how they effect employees performances. It
also helps to them for implementation of effective polices within organization.
Setting and making strategic HR plan
For setting and making a strategic HR plan it is important to understand the objective of
the organization. The objective of Kind Consumer is developed a vision. With the a vision,
company can decide how to achieve their goals. By sharing that visions with company's HR help
to find correct methods that can assist in HR strategy (Brewster, Mayrhofer, and Morley, 2016).
By dividing company goals into long term and short term HRM aid to the organization to
achieve their goals. Another way to making s tragic HR plan is receive feedback from their
workers and make analysis of external environment. So they can make necessary changes as per
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the requirements of their employees. The external environment of the company always affects its
strategies before developing any strategy organisation need to consider future elements and their
risk factors. It helps to business firm for maintaining enough flexibility in their strategies.
Implementation of strategic human resources management
Development of strategy is not sufficient it proper execution is also very important. A strategy
which provides desired results in a company. The key elements for implementing strategic
human resource management are as follows. Communication: It means make aware to everyone in the organization about their
strategy. With the help of effective communication employees of the organization can
engage with company's motive and aligns properly with strategy. This also helps to the
company to solve conflicts which may occur during executive strategies. Determine goals: while implementing company goals, it is very important to determine
company's goals. These goal help to HR to implementing their goals. The strategy is
planned according to company's goals (Snell and Bohlander, 2010). Kind Consumer has
goals to developing novel inhalation technologies to reduce the harm of tobacco then
their strategy focuses on that person who want to alternative solutions of tobacco.
 Decide means of achieving goals: The best strategy execution is only possible if it fits
with the external and internal environment. Implementing to any strategy in business
firms need to focus on the external environment as well. There are flexibility and
consistency in implementing business strategy. HR goals should be relevant to external
environment by considering the degree of flexibility.
Activity 2
Covered in attached PPT file.
Activity 3
Identification of HR strategy:
HR strategies are set according to organisation goals. HR policies and practices are
integrated with business goals. The purpose of HR strategies is to the development organisation.
They provide a means of communication which has concerned intentions about management of
human resources (Mondy and Martocchio, 2016). A good HR strategy helps to company to
satisfy all area of management in the company. This strategy is suitable for the company because
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it makes people value. It helps to the organization to make their people knowledge. It shows
employees of the organization how to fit adopt the strategy and their implementations in
effective manner. For example, in M&S sets their strategics as their goals. The goal of entity is
provided the best service in clothing industry so they set their strategics as per the requirements
of their consumers.
Specific HR strategy is followed by Kind Consumer. The specific HR strategy is focused
on different aspects of management and related to their strategy. It matches with overall areas of
functions in business. Talent strategy: Human capital is very important factors for every organisation
(Dickman, 2010). The HR of the company is responsible for hiring employees and
forecasting employee’s needs in the company. Continuous improvement: It includes the development of skills and abilities of workers.
It focuses on providing training and development programs for company workers. The
health care company with the help of HR can create high-performance work cultures to
motivate their employees (Human Resources Advice, 2016). Knowledge management: It involved creating and enhancing employees’ knowledge
about their work experiences. The knowledge of employees can be increasing by sharing
information with their leaders or their managers. These approaches include on job
discussions, professional training and mentoring programs. Leadership strategy: Top executives in company play the important role and can affect
company performance (Kind consumer, 2017). HR plays the important role into the
selection of executives in the company. The quality of decisions is making can affects
company performance.
 Employees’ Relations: To maintain employee’s relation with company HR is playing as
the mediator in the business firm. They develop equal opportunities for their employees
and provide training to their employees (Jackson, Schuler and Jiang, 2014). Employee
relations can be improved by providing the good and healthy environment to employees.
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