Unit 21 Strategic Human Resource Management Assignment Sample – BTEC-HND-LEVEL 4

The unit aims to explore how HR management contributes to the emergence and sustainability of business strategies. It allows the students to appreciate and assess the contemporary and seminal models, concepts, and principles that permit HR to contribute towards sustainable growth and organizational changes from the HR perspective.

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Management assignment requires students to analyze aspects of the HRM model proposed by David Guest.

The Management unit describes adaptability at the workplace and the best practices of flexibility that allow employees to maintain a balance between work and personal lives. This unit focuses on the role of the Human Resource Manager in managing diversity and complying with laws of equal rights.

Students will be able to analyze business practices using case history and relevant approaches. The knowledge, understanding, and skill set that students will gain on completing this unit will enhance their career opportunities.

It helps them to determine whether to set up their own business or being employed by an organization. On completing the assignment, students will have the confidence to contribute to effective decision-making in a broad context. It relies on strong hypothetical and applied principles that add value to the functionalities of an HR manager.

Assignment solutions of Unit 21 Strategic Human Resource Management

In the modern era, strategic HR management is the most crucial task in any company. With time, competition between institutions became so intensified that it’s no longer easy to gain a competitive advantage in the market.

Moreover, challenges like employee dissatisfaction, and high turnover rates create hindrances to the long-term success and growth of a business.

To stay in the competition, companies need to focus on areas like training and development of staff members. Companies started implementing strategic HR management, as it allows them to make the most of employees working in a company.

This study analyses the Guest HRM model that was proposed by David Guest in 1987. It emphasizes the integration of soft and hard approaches of HRM.

This section includes the current trends and developments that impact HR strategy.

It focuses on tasks that lack adequate employees and eliminates individuals that do not fit into your organization chart. Once management figures out the redundancies and bottleneck issues, it can take proper measures to resolve them.

  • Budget

Budget is a crucial factor to consider when assessing the staffing requirements of an organization. Departments like customer service, production, and warehousing require skilled, proficient employees. Management obtains the essential resources to employ people from increased revenues. Positions that add value to the company require managers to acquire resources for recruiting employees.

Management can lower the base pay to extend the staffing budget. Voluntary benefits wouldn’t cost much but can reduce payroll expenses, and offer low-key benefits to the employees to pay for their health insurance or funds.

  • Workplace productivity Trends

Workplace productivity forms a trend, and management figures out whether the productivity is rising or falling in the company. It is essential to create an optimal, positive work environment to get the most out of the existing employees. A position workplace includes a training, and wellness program, job descriptions and annual audits, employee newsletters.

  • Globalization

Organizations aren’t limited to operating in the homeland. They are going global and expanding their business across the borders. The rise of expansion in the multinational territory requires effective HR management.

Globalization removes barriers to trade beyond the national boundaries. It fosters interdependence, integrity, and interconnectivity of capital assets and the manufacturing process. It eases resource, cash flow, import and export of goods across multiple countries, expanding economic growth and multinational trade in a complex manner.

  • Comply with regulations and legislations

Business proprietors consult security and employment experts, insurance companies, and fire departments, ensuring that they cover all the legal prerequisites that apply to the employees. It requires management to follow the federal and state law laws, create a safe workplace, enforce company policies, and tax payments.

  • Honing Employee Skill Sets

As the company grows, proprietors discover operational and administrative needs that won’t be fulfilled by existing employees. They can include training and employee education programs, send employees to seminars and conferences instead of hiring new staff.

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P2: Explain how internal and external factors influence HRM principles and strategies

External factors that affect HRM strategies

The personnel manager cannot perform his activities alone. Several factors affect the day-to-day operations of HRM management strategy.

External factors of primary importance influence labor markets, economic Conditions, Labor unions, laws, and regulations. HR managers need to adapt to these factors and work following the change of legislation or corporate policies.

External factors that influence hrm decision-making include socio-economic, legal, and socio-cultural. A well-developed strategy should consider external and internal factors that influence the HR department.

Economic factors

Economic factors give shape and form to the Development of economic activities. Factors like policies, economic conditions, and various other elements of production including human resources. It affects the human resource, and the ability to hire new employees for avoiding financial slowdown and keeping the company secured in the long run.

Factors that have a direct influence on Human Resource Management include workforce market conditions. It likewise incorporates task forces and communities, and Inflationary pressures.

  • National income

National income (aka income per capita) affects the salary structure at the macro level. Employers need to align the wage or salary structure with that of the Macro level. It is the factor that brings about changes in salary structure in developing countries and economically advanced Nations.

  • Socio-economic factors

Socio-economic factors affect different aspects of organizational operations. From the perspectives of human resource management, expectation, beliefs, Desires, Social customs at a given Moment are of utmost importance. These factors determine the following

  • Expectations of the society from business organizations.
  • Perceptions towards the achievement of goals
  • Workforce dynamics
  • The role played by the community in managing the human resources.

From the viewpoint of social-economic factors, organizations can perform better if they human resource management practices based on the needs of these factors.

  • Career development: To reduce employee turnover, Companies need to adopt Strategies for employee career development.
  • Employee Relations: Internal strategies and policies help the HR department to manage and monitor employee potentials to meet the business goals. HRs should indulge in collective bargaining with the workforces, and focus on the company’s culture to maintain a healthy relationship with the laborers. It helps to ensure a progressive workplace and curb negative influences on the environment.
  • Government Regulations: With the introduction of new workplace compliance standards, human resource management is under constant pressure to follow guidelines. Regulations affect HRM processes including termination, hiring, compensation training, and more. If the organization doesn’t abide by the legislation, it will get penalized. In the worst case, it might cause the organization to shut down.
  • Technological Innovations: As new technologies get introduced, HR starts looking for ways to downsize and save money. A job role that needs two to four people, can cut down to one managed by an individual. Technological changes and improvements help HR strategies to make the work more simple and sophisticated. For instance, the rapid expansion of networking can modify the way businesses communicate with customers and employees.

Technological advancements are revolutionizing the way we are doing business. It not only from the consumer perspectives but also from internal cost-savings.

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M2: How theories relate to HR practice in an organizational context

HRM plays an important role in managing and training the workforce. Manpower planning is one of the important responsibilities of the HR department within an organization. HR Managers follow several strategies for training and selecting the right people in the company.

HR design job descriptions suited for the job roles in the company. After hiring the employees, management plans for orientation of the employees with training and development for them.

HRM keeps people motivated for their work. It starts with defining the job role of employees. An effective Feedback system helps the employees to improve their skills. It helps to align the organizational goals with personal goals.

Researchers attempted to design names for HRM theories that support policies and HR practices in an organization.

  • Organizational Behavior Theory
  • Motivation Theory
  • AMO Theory
  • Contingency Theory
  • Transactional Theory

HRM theories help HRs and managers to increase the productivity and commitment of the task force by motivating them, rewarding them for performing well. Organizational theory helps the managers to understand the behavior of employees, and explain how employee perspective impacts performance. Motivation Theory helps to create commitment and dedication to addressing the company’s requirements.

AMO Theory helps the managers to implement approaches that lead to increased employee motivation through HR strategies and policies. Human Capital Theory states that employee training and education help to foster productivity. Agency Theory finds its application mitigating conflicts between agents and principal.

Contingency theory states that HRM functions should match the financial and environmental aspects to accomplish the institution’s goals.

P3: Apply theories and concepts about the growth of strategic HR Management in an organizational context

When task forces work towards similar objectives, odds of achieving business goals get increased. Strategic HR management plays an important role in evaluating employee achievements and determining measures needed to improve employee’s productivity.

With HRM models, it becomes easy to explain the role of the HR manager in a company. This section explores the 5 most popular HR models that explain the role of a human resource manager. Values added by HR and how he influences people working for the organization.

  • Casual HRM Model

The casual HRM model is one of the most popular HR principles, and it depicts a chain that originates with business strategies and ends through HR processes with increased financial performance.

This model states that HR activities should align with the business strategy to improve the productivity of the organization.

As per the Casual HRM model, HR strategy becomes effective when it aligns with business processes. Thus, the Casual HR model is derived from the best-fit HRM strategy. HR strategy complies with HRM practices, and HR practices like training, performance appraisal, and compensation associate with quality production and employee retention.

  • The 8-box model

Paul Boselie proposed an 8-box model that explains the external and internal factors that affect HR effectiveness.

Apart from the HRM models and principles, some theories support HR strategies in an association. Theories of Motivation and Organizational Behavior revolve around management strategies that include structure, and guidelines applied to modern organization’s contexts.

Motivation theory assesses the conduct of an individual concerning the association.

The study of organizational behavior applies to HRM and related topics help one to understand how the workforce behaves, responds, does, and feels. If the worker’s conduct or performance is appreciable, he could maintain good relations with the colleagues. This behavioral theory judges individual behavior and discriminates between negative or positive behavior.

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P4: Explain how the change in management models support HR strategy in an organizational context

The McKinsey 7S Management model is one of the change management models and consists of seven strategies that businesses should consider when executing structural changes.

  • Strategy: It is one of the change management plans that incorporate a stepwise procedure for implementing changes.
  • Structure: This factor relies on the framework in which the organization gets segmented or the strategy that it follows.
  • Shared Values: It refers to the main values based on which an enterprise operates or runs.
  • Staff: It pertains to the employees working in an industry, and their capacities.
  • Skills: It implies the expertise, capacities, or abilities possessed by an enterprise’s workforce.
  • Systems: It pertains to the infrastructure or mechanisms used by employers, and employees to accomplish day-to-day tasks.
  • Style: Style refers to how management adapts to the change in structure or culture of an institution.

In this section, we explained the individual components of the McKinsey 7S model; let’s apply them to the practical Covid-19 pandemic scenario.

  • Taskforce management strategy that coordinates with your company’s vision

Change management and communication strategy ought to reflect the actual vision of the organizational changes. Moreover, it should have a clear vision that makes it easy for the employees to work considering the impact of changes. Establishing a clear vision is the best way to align employee performance with business goals.

For instance, your change management policy might focus on ensuring how employees return to work safely.

  • Keep things in a constant flow

When implementing business changes, you should support your workers to resolve workplace conflicts and overcome the bottlenecks.

Perhaps there is no better way to support the task force than allowing them to share feedback using a two-way communication channel.

Encourage workers to participate in group discussions, raise concerns, or make questions. Rather than forwarding mass emails, you should communicate with them in person.

  • Add short-term goals to your change management strategy

You shouldn’t set a final goal for the management plan, instead set small, measurable goals that will keep your task force motivated throughout the process. For instance, if you’re planning to continue with the remote work settings, you can transmit the objectives of the work-from-home plan in chunks. Provide them with an easy way to meet goals and celebrate successes.

Use an inter-office communication channel to share news of successful journeys to motivate the rest of the team members.

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