Level 7 Strategic HRM Report: UrPhone4Everything Analysis

This report analyzes the importance of Strategic Human Resource Management (SHRM) for UrPhone4Everything, a company aiming to achieve its objectives. It emphasizes how SHRM allows for effective strategy implementation, coordination, and employee management. The report outlines the role of HR managers, including right-sizing, fostering a learning culture, and implementing reward schemes. It also discusses key factors influencing HR planning, such as organizational type, environmental uncertainties, and the labor market. Preliminary HR requirements, including organizational culture and employee files, are addressed. The report utilizes references to support its findings, providing a comprehensive overview of SHRM principles and their application within the context of the company.

UrPhone4Everything
Human resource management

Importance of Strategic Human
Resource Management
 Strategic Human Resource Management is important for
UrPhone4Everything because this allows-
 preliminary objectives of the organisation can be achieved through a
proper way of execution.
 helps to implement the strategies formulated so that the process of
evaluation and control the activities
 This gives an objective perspective of the management problems and
represent the Framework for an improved coordination among the
departments and control the activities of the employees properly

Importance of Strategic Human
Resource Management
 This requires few resources and
less time to correct the erroneous
decisions.
 integrate attitude and behaviour of
the personals into total effort.
 provides an integrated, enthusiastic
and cooperative approach that can
help the institution to handle the
problems and opportunities
simultaneously.
 Strategic HRM therefore is necessary
for this company to be implemented
because this gives a degree of
formality and discipline to the
management which is the need of

Role of HR
 The role of the human resource manager in the company
will be the following:
 Right sizing of Human Resource
 developing learning culture in the workplace for
guaranteeing innovation
 a web based customer relationship
 reward scheme for employees
 regular training method and special programs to keep
employees motivated.

Factors of HR planning
 There are different factors which manipulate the
effectiveness of the planning and creative idea for
implementation of plan in function
 This six main factors are -
 type of organisation
 organisational growth cycles
 uncertainties of the environment
 time Horizon
 quality and type of forecasting information
 the labour market (Crosby and Bryson 2018).

Preliminary HR requirements
 The company needs to handle the new contracts properly hence
manage the new employees properly so that there is no
misunderstanding of any regulations or policies from the
organisational part (Nankervis et al. 2016).
 The preliminary HR requirements are-
 culture of the organisation
 the employee files
 Healthcare benefits
 creation of hand books

References
 Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R.,
2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
 Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human
resource management: strategy and practice. Cengage AU.
 Crosby, B.C. and Bryson, J.M., 2018. Why leadership of public
leadership research matters: and what to do about it. Public
Management Review, 20(9), pp.1265-1286.