Strategic HRM: Technology Consultants Case Study Analysis

This case study analyzes Technology Consultants, a computer and technology provider, facing high employee turnover due to inadequate HR practices. The assignment examines the company's recruitment, compensation, performance management, and training and development strategies. It recommends changes such as implementing technical rounds in interviews, offering performance-based salary increases, and establishing comprehensive training programs to improve employee satisfaction and retention. The study emphasizes the importance of strategic human resource management in aligning HR practices to improve organizational performance, reduce employee turnover, and achieve long-term business success. The analysis focuses on how effective HRM can strengthen employee skills, improve motivation, and contribute to the overall strategic goals of the organization.

Running head: TECHNOLOGY CONSULTANTS CASE STUDY
Technology Consultants Case Study
Name of the student
Name of the university
Author note

2TECHNOLOGY CONSULTANTS CASE STUDY
Introduction:
Appropriate management of human resources plays a major role in terms of
improving organisational productivity and performance level (Noe et al., 2017). This is the
key of attaining long term success from business. This paper will put forth the discussion on
how the decisions related to strategic human resources management helps in improving
organisational strategy.
Main discussion on the role of strategic human resource decision I advancing
organisational strategy:
Human Resource Management is defined as the process of hiring, selecting and
inducing the most proficient employees as well as arranging training and development
program for them in order to improve their performance level. Strategic human resource
management also focuses on building and maintaining appropriate relationship in between
employees and management (Bailey et al., 2018). According to the case study, Technology
Consultants, one of the famous computer and technology provider to the local companies are
facing some the major issues in the way of retaining staffs. This is the reason, for which the
company’s employee turnover rate is extremely high. From the vase study, it is evident that
the company doesn’t offer any kind of training and development opportunity to the staffs. In
addition, it has also been observed that the company does not follow effective compensation
strategy, which acts as a greatest motivational factor for the staffs.
As employee turnover is one of the major issues to attain long term success from
business, it is recommended for Technology Consultants to implement aggressive strategy.
Effective recruitment and selection strategy plays a pivotal role in hiring proficiency staffs,
who have the capability to provide effective customer service (Boon et al., 2018). Therefore,
it is suggested for Technology Consultants to conduct a technical round in the interview

3TECHNOLOGY CONSULTANTS CASE STUDY
process to measure the technical skills of the staffs. In addition, technological consultants
should also focus on salary hike on the basis of performance and seniority. This can help the
company to lower the rate of employee turnover by keeping staffs satisfied.
Appropriate human resource practices plays a major role in terms of accelerating
organisational productivity. The practice of recruiting proficient employee leads to greater
organisational performance. In addition, aggressive salary and other compensation structure
plays a critical role in terms of keeping the staffs, which eventually leads to better
performance. Training and development program is one of the major parts of performance
management. Thus, the companies should focus on arranging training and development
program that can help in improving performance level of the staffs, which eventually paves
the way for the companies to accomplish organisational goals (Amberg & McGaughey,
2019). Compensation is one of the greatest ways of keeping the staffs satisfied. Therefore, the
aspiring company should standardise pay practices on the basis of performance level. Pay-
for-Performance Program is one of the greatest compensation strategy by managing
performance level of the staffs. This is the process of increasing salary structure for the staffs
on the basis of performance level.
Conclusion:
To conclude, it can be said that effective human resource management is one of the
most significant factors of improving organisational performance level by strengthening the
skills and competencies. It focuses on employee motivation, which helps in reducing
employee turnover rate.

4TECHNOLOGY CONSULTANTS CASE STUDY
References:
Amberg, J. J., & McGaughey, S. L. (2019). Strategic human resource management and
inertia in the corporate entrepreneurship of a multinational enterprise. The
International Journal of Human Resource Management, 30(5), 759-793.
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource
management. Oxford University Press.
Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating strategic human capital
and strategic human resource management. The International Journal of Human
Resource Management, 29(1), 34-67.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.