Strategic Human Resource Management Report: Module Reflection Analysis

This report delves into the critical aspects of Strategic Human Resource Management (SHRM), emphasizing its significance in modern business operations. The report begins by highlighting the importance of SHRM in ensuring smooth organizational functioning and adapting to the increasing competitive landscape. It discusses core concepts such as staffing, employee attrition, and the development of effective HR policies, including reward systems and the management of organizational change. The report also explores the role of HR managers in bridging the gap between management and employees, facilitating communication, and implementing strategic plans. Furthermore, it covers essential principles like Resource-Based View (RBV), strategic human resource planning, and the importance of flexibility in labor practices. The report analyzes various aspects of SHRM, including the management of employment relationships, the impact of SHRM on organizational change, and the challenges of SHRM in an international context, such as cultural factors. It concludes by emphasizing the need for a strong SHRM department to provide strategic guidance and support organizational success.

Running head: STRATEGIC HUMAN RESOURCE
Strategic Human Resource
Name of the Student:
Name of the University:
Author’s Note:

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Strategic Human Resource Management

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ABSTRACT
A sound human resources management is needed for the smooth functioning of any business
organization. As the competition is increasing rapidly day by day there is a huge demand for a
sound SHRM team. This will ensure that the team is being able to develop a good link between
the strategies being taken by them and also the objectives of the organization. This responsibility
of HR managers to ensure that they are being able to act as the connecting bridge between the
managers and the employees so that all the business decision and the change decisions are
effectively taken to the employees.

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Introduction
Human resource management is one of the strongest aspects that is needed for the sound
functioning of any business organization. HRM or the human resource management department
has all the important job responsibilities like staffing that is hiring the best person for the job
vacancies. The different SHRM concepts that have been taught in the different modules have
been very helpful.
Discussion
The Concept of Strategic HRM
HRM is the platform for the sound functioning of any business organization. This module has
been really helpful for teaching about the important concept of HRM and also the importance of
the mission and vision statement of the organization. There can be different issues in any
organization that reacted to staff retention. One of the major issues that companies often face is
employee attrition (Wright Nyberg and Ployhart 2018). However, these issues can be solved if
there is proper SHRM available in the company. I was doing an internship in one of the well
known MNCs when I saw that the company was suffering from employee attribution. Many of
the employees were looking for better alternatives and as they were not satisfied. I was working
as an HR associate in the company and used the model learning content. Applying the model
contents helped me to focus on the chief responsibilities of an HR manager. I order to stop these
issues strategic planning was needed. Therefore I suggested for a group meeting and revised the
HR policies. It was seen that for many years there has not been any such inclusion in the
compensation and benefits schemes (Ogunde et al. 2017). Dedicated employees were leaving as

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they got no rewards for their hard work (Holston and Kleiner 2017). Therefore I made some
suggestions like providing monetary benefits, loyalty bonuses and others which would help the
company in solving this issue. It was seen that after starting these policies, the company could
check the employee attrition rate. This module has been helpful in professional life and will be
used in the future.
Principles Underpinning SHRM
Organizational change is an unavoidable aspect that is needed for the proper working of any
organization. There are two types of changes planned and emergent (Luiking et al. 2016).
Planned change is needed to ensure that there is a long term robust plan. However, it depends on
the ongoing situation of the organization. HR managers have to analyze the situation and
understand whether they need a planned change or any emergent change (Karell and Widlund
2019). An ideal HR manager has to play an important role in bringing about change in the
organization. RBV is also an essential concept that helps in understanding the resources that
must be procured by HRM officials for improving the performance of the organization (Farndale
and Paauwe 2018). The resources procured must be unique and also not substitutable.
Strategic Human Resource Planning
SHRP has to be developed so that the organization can recruit, train and also retain the best
employee. Career development through the training and development process is essential
because it helps in understanding the skill gaps of the employees and also how employees can be
trained to overcome their skill gaps. A proper horizontal communication system must be
developed so that employees can reach out to the managers without any kind of hesitation (Misra
et al. 2016).

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Flexibility of Labor
HRM officials have to ensure that the employees or labor are given a flexible schedule of work
and also they must be allowed to use the zero-hour contract (Ahammad et al. 2017). This is
useful for those organizations that do not have labor requirements regularly. Therefore HR
managers have to look after the actual work nature of the organization and their overall budget as
well. This will help them to hire employees on the zero hour contract basis.
The Pursuit of Quality
Strategic reward management must be developed so that individual or personal performance of
employees is getting a boost. A strategic reward system must be developed so that they can boost
up moral strength of employees and therefore the employee attrition level will be checked. The
strategic reward system is to be developed so that the reward system is linked along with the
organizational goals and objectives. The objectives of a strategic reward system are; attract and
retain employees, motivate performance, promote skill development, encourage corporate culture
and determine pay costs. Rewards can be either intrinsic or extrinsic.
Managing the employment relationship
HRM officials have to act as a bridge between the employers and the employees. This module
has been very useful as it taught about connecting the employees with employers and developing
a transparent communication system among all.
SHRM and the Management of Change

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A successful organizational change can be carried on if HR managers take care of the welfare
interest of the employees. HR officials will have to set up the right plans and programs to ensure
that employee can get total support and motivation so that they can understand the need for
change and also participate properly. CIPD professional map must be developed so that
employees can connect emotionally with the actual need for the change.
SHRM in an International Context
Organizations have to overcome many challenges while working in a global context. The SHRM
department must ensure that they can find some measures of solving the same. Cultural factors
are one of the major issues (Donnelly 2019). As organizations have to work with employees
from different countries and different social-religious backgrounds, there will be issues like the
difference of opinion and cultural clashes. Therefore they must arrange for the cross-cultural
training sessions for overcoming these issues.
Conclusion
Therefore it can be concluded that SHRM is one of the most important management aspects that
must be studied by all. To survive in this tough competitive era, all the organizations must have a
strong SHRM department so that they get the best advice in terms of their strategic planning.
This will also be helpful for them to retain employees and formulate the best strategies for the
survival of their company.

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