Change Management, Strategic Leadership, and HR at Shell Corporation

This presentation provides a comprehensive analysis of change management and strategic leadership within Shell Corporation. It begins by differentiating between human resource management (HRM) and personnel management, highlighting the modern HRM approach adopted by Shell. The presentation then explores Shell's HRM strategy, emphasizing its objectives of business enhancement and workforce development, including performance measurement through 360-degree appraisals and rating scales. It examines personal management and leadership skills, including planning and decision-making, supported by a SWOT analysis and a personal skill development plan. The impact of operational structure and culture on Shell's performance is also discussed, along with the influence of UK legislation on HR practices. The presentation concludes with a human resources plan, covering recruitment, development, and retention strategies, and a customer fulfillment plan that focuses on maximizing customer demand. Modern information systems like CRM and EPOS are also highlighted. This presentation is a valuable resource for students studying leadership and management, offering insights into real-world applications within a major corporation.

CHANGE MANAGEMENT AND
STRATEGIC LEADERSHIP
Task 4

Introduction
In the modern era, management of changes and strategic
management has become very important for the growth and success of
business such as Shell.
Shell uses the aspects of strategic management to make changes in
its operations, activities and services at frequent intervals.
The aim of this presentation is to highlight the difference which
takes place between human resources management and personnel
management.
Along with this, personal skill development plan is created for the
enhancement of skills and competency level.
Besides this, it will also shed light on business factors that underpin
human resource planning at Shell' are identified.

Difference between Human resource
management and personnel management
Introduction-
It can be stated that Shell was earlier using the traditional
approach of staff management i.e. Personnel
management. At present the brand has adopted human
resource management approach to maintain and manage
workers in organization.
Human resource management – HRM refers to the
approach that is followed by the business firm to manage

Difference between Human
resource management and personnel
management
 Personnel management: Personnel management is the approach in
which is Shell carry out task such as organizing, planning, integration
and maintenance of people for the purpose of achieving organizational
goal.

Human resource management
Functions of HRM

Difference between Human resource
management and personnel management
 Comparing Human resource management and personnel
management
Basis of
comparison
Human resource
management
Personnel management
Approach It is a modern
approach which is
used by shell to
manage people
It is a traditional approach
which was used by shell
Definition HRM is the process of
selecting employees and
managing them in Shell in
a structured manner.
Personnel management is the
organizing, planning, integration
and maintenance of people for the
purpose of achieving
organizational goal.

Difference between Human
resource management and personnel
managementBasis of comparison Human resource
management
Personnel
management
Function Strategic functions
perform in HRM
It performs daily
routine functions.
Decision making All important decision
are taken at a fast
pace.
Decisions are taken
slowly in personnel
management.

CONTD…
Treatment of manpower
 Along with this, personnel management aspect
considers employees as a tool.
 On the other side, human resource management
recognized personnel as main assets of the organization.
Hence, by treating personnel in an effectual way Royal
Dutch can build and maintain highly talented workforce.
 On the basis of this aspect, by employing participative
style of leadership business unit can enhance the
motivational aspect of personnel.
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CONTD..
Communication
 In addition to this, personnel management lays emphasis
on indirect communication between employees and
higher management team.
 Unlikely to this, HRM focuses on direct communication
which in turn helps in building effectual relationship
with the employees.
 Hence, by undertaking the approaches of HRM Royal
Dutch can retain personnel for long term and thereby
would become able to success.
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Shell’s human resource management
strategy and its business objectives
Objectives
The main objective of the Shell corporation
is to enhance its business at rapid pace by
exploring new sources of crude oil.
Introduction –
It can be stated that effective human resource
strategy help company such as Shell to
acquire the best and most talented

CONTD…
• The another main objective of Royal Dutch is to build
highly talented and motivated workforce. Moreover,
motivated employees are highly productive and
encouraged to make their efforts as compared to others.
• By taking into account such objective HR manager has
framed strategy in relation to the performance
evaluation.
• Hence, by making evaluation of performance level of
personnel Royal Dutch can assess the training need of
personnel.
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CONTD…
• On the basis of this aspect, by conducting training
session on periodical basis firm can enhance the
competency level of personnel.
• Besides this, personnel have idea about the manner in
which they need to carry out activities then it may result
into high employee motivation.
• This aspect shows that HRM strategy is highly
associated with the set goals and objectives.
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