Strategic Human Resource Management


Strategic human resource is the foundation of every business. It has helpful in maintain and managing the business in terms of acquiring the best results. The report covers various activities and functions which are directly impact on practices of strategic HRM of an organisation. Along with this, it initiates with the discussion of HRM model which are proposed by guest. The major implication of the strategic method of HRM on the line managers and staff members also have been described in this assignment. The report is based on costsaver which is travel and Tourism Company and it is situated in the United Kingdom. The motive of this project is to analyse the current trends and development which that are impact on organisational strategies effectively. Along with this, different theories and concepts that are associating with the growth of strategic HRMis also discussed. The change management model discuss in the report along with organisational relevant examples.


P1Current trends and developments that influence an organisation’s HR strategy 350

It is significant for Cost saver Company is to emphasis on and identifying key trends and development which are directly or indirectly influence their organizational HR strategies. For this, they need to concentrate on such trends and according to this require making proper changes in their recent business operations and functions. The current trends and developments are described as under which influence the HR strategy:
Innovation – It is important for cost saver is to concentrate on innovation which helps them in attainment the responsiveness of a large amount of personsto their travel company services and facilities that they are offered(Voegtlin, et. al., 2016). This is the recent trend is that organizational human resource manager needs to adopt innovative technology and services by which they provide a unique type of facilities to their guests. It is useful in increasing business growth and profitability level as well.
Online booking – this is another trend which should be adopted by costsaver company in which they need to accept online booking which are doing by their potential clients. This will gives experience and enhancing the growth of the travel company. With the help of using the online method, costsaver can easily reach a wide range of people who are interested in traveling and tourism of different places. Online booking enables a travel company to be online for 24 hours and constantly recording inquires and booking requests. But it is making sure by users is to pick the accurate travel software and link that helps them in managing and maintaining the booking for the place where they want to travel.
Smarter recruitment – The HR manager of costsaver require to appoint and hire a skilled and capable employee who can deal with changes that are conducted as per the requirement of customers. Also if they are recruiting the skilled worker so they can easily make innovative and unique services which an organization offer to their desired customers.

P2Analyse how both external and internal factors influence HR strategy and practice 350

The successful HR strategy complements an organization’s major goals and objectives. It is analyzed that there are two factors which are directly impacting the costsaver company HR strategy and practices that play the main role in maintaining growth. These are described as under:
External factors:

Effect of Competition on recruiting – It is stated that the competition in the travel industry affects the company’s abilities to appoint and select a skilled employee. They are focus on finding out such candidate who has required experience. In such a case, there is no requirement to spend expenses on the advertising process as candidates will visit the firm website of their own accord.
Influence of Legislations – The country laws and regulations impact on costsaver HR strategies and practices. For this, they need to analyze the guidelines which are developed by the government for their respective industry. Along with this, they should adopt all the required rules and norms to smoothly run and operate their business operations(Voegtlin, et. al., 2016).
Labour supply and compensation – This element drives the huge amount of compensation where business needs to offer to gain the attention of talented employees. In the oversaturated market situation, the unemployment rate is increased and most of the skilled candidates exist than job opportunities, the amount of compensation which is provided by the company is less than when the shortage of candidates exists.

Internal factors:

Effect of Internal policies – It is also examined that the company’s internal policies and strategies affect HR practices. This is required for costsaver is to develop such policies on which all the employees are mutually agreed otherwise this will create issues within an organization.
Employee relations – This is important for human resource managers is to maintain employees relationship as it helps them in easily properly achieving desired goals and targets. In addition to this, if the company workers do not make relations with each other so this will influence the business practices and automatically impact on HR strategies. So, Human resources majorly responsible for managing staff members in the firm.

M1Critically analyse the influences of the external and contextual developments and discuss how this impacts on the HR strategy of an organisation

As per the view of Voegtlin, et. al., (2016)costsaver HR mainly focus on analyzing and examining the external factors which are influence their practices and strategies. There are various external aspects which are impact on human resource activities that are required for maintaining and arranging the company operations. By which they can easily attract talented and skilled candidates who are capable for deal with major external issues that are arise while running of business functions. External factors involvelegislations and rules, competitions and labour supply and compensation. This is required for Travel Company is to properly evaluate various other developmental influences that are influences on HR approach of the company. This includes innovation, adopt online platforms and latest technologies and smartly recruit competence employee for increasing growth of firm.

D1Critically evaluate the influences of key external and contextual developments, applying relevant theories, models and concepts

According to the view of Stone, et. al., 2015)it is important for costsaver is to analyzing and evaluating the impact of key external factors which are directly affects the human resources strategies within an organisation. For this, they need to use relevant theories and models which help them in easily examine the accurate results and influence of such external aspects that create major issues on the HR practices while they are managing operations effectively. Innovation theory assists in analyzing the external aspects which mainly influence on costsaver HR tactics. In which they are develop research and development process through this they are evaluate their customers’ needs and wants properly.


P3Apply relevant theories and concepts relating to the growth and development of strategic HRM to specific organisational examples

In an organization, HR manager plays an integral part in motivating and encouraging staffs to gain efficient profit. Also, their function is to increase the development of strategic HRM within the company. In below, the contemporary HR theories and practices are described which are linked with growth and formulation of strategic HRM:
Flexible work arrangements – It is that process that is known as flextime which defines as the working environment and schedule which does not have the norm constraints of a traditional job. Such a form of arrangements taken into account person personal requirements and also allows the workers to better link with their working hours along with their roles and accountably. This will enhance growth in the costsaver continuously.
Performance management – This is that theory that helps in setting all the functions and activities that is reached with the company’s goals and targets in an effective way. Such theory generally concentrates on the organizational performance and growth level that assist in increasing goodwill in a large market area(Shamim, et. al., 2016).
E-recruitment – It is such theory and practices which are best suitable for the costsaver. It is the procedure of selecting and hiring desired candidates for the right position with the assistance of using electricassets especially internet and online platforms. These types of activities enhance the growth and development range of an organization along with the increasing reputation of the company.
540 performance appraisal – This is an effective theory that can be used costsaver company in which they are taken reviews and opinions of their employees regarding the HR strategies. Also, discuss with them the current strategic goal which is conducted by the manager to increase growth. This theory helps in identifying the shortcoming and strengths of the target individual and also it can be used as a motivation method(Sparrow, et. al., 2015). The employees of the company communicate with their customers concerned about their services offered and provide feedback. As per this, they improve the quality of the facilities.

M2Explain how human resources theory relates to practice for identifying areas where this will differ in other organisations situation

It is required for the firm is to focus on HR theory that includes strategies, objectives, and tactics that are used by business managers and supervisors to manage relevant policies and processes that are associated with the other areas. Costsaver needs to analyzing and identifying the areas where they will differ from other organizational situations(Kianto, et. al., 2017). Along with this, it is important for the company is to recognize their customers’ needs and wants according to this they require to make proper changes in a better way. For example, if the company concentrates on maintaining the business practices in which they identify such areas where customers need change that is helpful for their growth.

D2Evaluate how human resource theory relates to practice in a specific organisational example, comparing and contrasting this with other possible organisational context

HR manager plays aenergetic part in any business where they are responsible for managing and organizing the activities through which they are achieving effective goals and objectives. For instance, this is the best practice that manages the HR system and it has a great influence on the workers and the organization(Ogunyomi, et. al., 2016). HR transactional activities involve advantages management, new recruitment of new employees, payroll processing, and keep required records and information by the human resource manager.


P4Evaluate how appropriate change management models support HR strategy in application to relevant organisational examples

The change management models are the models which help the organisation in conducting changes in the structural, functional and operational management of the organisation. The CMM also maintain the HR policy of the organisation. The Kotter’s change management model is a kind of change management model which helps organisation in the conduction of any change in the working and operation of functioning. Costsaver Company can use the Kotter’s model to support the HR strategy for the company which follows different kinds of steps. There are eight steps in Kotter’sCMM which are as follows:
Create urgency: This step involves the creation of an environment for the change conduction in the company which helps in the tackling of the problems and support the change that is being conducted. For example: In Costsaver, the HR strategies will be supported by the change management model. For this, urgency for the change needed to be created in a company environment where the changes will be necessary for problem-solving(Iwu, et. al., 2016).
Powerful coalition: The changes in the company cannot be performed alone and requires the support of the other team members and employees. The formation of a powerful coalition will help in the conduction of change in a proper manner. For instance, the Costsaver Company need to form a coalition with others to perform the change process which will support the HR strategies of the company.
Vision for change: All the employees need to understand the vision of change in company for this the vision for change needs to be created. For example: In Costsaver company, the employees need to understand the HR strategies similar to the changes being done in the company.
Communicate the vision: the vision of change needs to be communicated. For instance, the HR strategies change vision need to be communicated with all the employees of Costsaver.
Remove obstacles: The obstacles in the way of change need to be removed. For example, in Costsaver the obstacles in the path of HR strategies need to be removed for betterment in the company.
Short term wins: Small wins need to be created for supporting employees’ morale. For instance, the Costsaver company need to create short term wins to improve support from change management models(Huo, et. al., 2015).
Build on change: the changes need to be built on continuously. For example, the Costsaver need to create changes in HR strategy continuously to survive in the market.
Anchor changes incorporate: The changes in the organisation need to be implemented in the corporate culture. For instance, the Costsaver need to perform HR strategy changes in corporate culture for better support.

M3 Justifications for the application of chosen change management strategies, models and concepts, and demonstrate how they effectively support HR strategy

The Kotter’s change management model helps in effective support of the HR strategy of Costsaver Company of tour and travel in the UK(Cascio, 2015). The Kotter’s change management model CMMcontains of 8 steps which effectively supports the strategically management of the HR strategy in Costsaver Company. The concepts of the Kotter’s change management model describes the strategic and controlled manner for applying a change in the industry which effectively support the new HR strategy made for the Costsaver company of UK which deals in the tours and travel areas.

D3Critique how change management strategies, models and concepts could be implemented together

The Kotter’s change management model, strategies and concepts provide importantassistances and possibledisadvantages for the Costsaver Company. The Kotter’salterationadministration model gives benefit of sequential and strategically application of the changes in the organisation which will help the organisation in different kinds of the environment which can be favourable or unfavourable(Brewster, et. al., 2016). These benefits will help in the development and progress of the administration in such a manner that the market value and share profit of the company will increase. As the coins have two sides, there are also some potential drawbacks of the Kotter’s change management model such as the employees of the company will find difficult to cope with the changes in the organisation and the performance value of some of the employees can decrease. Other than this drawback there is no other negative aspect of Kotter’s change management model.


P5Explain how HR outcomes can be monitored and measured, and apply this to a specific organisational situation

The HR results need to be measured and monitored by organisation for understanding the effectiveness, service delivery and efficiency of the HR. There are different metrics on which the HR service delivery can be measured. The return on investment, training effectiveness, failure of new hires, benefit satisfaction and performance of new hires are some of the metrics for the assessing of HR service delivery in the organisation(Boella, et. al., 2019). In these metrics, the aspects of the HR department with respect to the employees and HR services are being measured for knowing the depth of water.

The effectiveness and efficiency of the HR of the organisation can be measured and monitored by these aspects. The cost per hire, recruitment channel analysis and return per investment are the factors which need to be considered as for knowing the effectiveness and efficiency of the HR performance of the organisation. The HR outcomes are directly dependent on the employee’s satisfaction and the other factors in which the employees are involved.

The Costsaver Company can extent and display the effectiveness and efficiency of the HR outcomes by following metrics for the effectiveness of the HR outcomes. The metrics for the return in investment and other factors which are influenced by the HR outcomes need to be measured for the betterment of the company’s growth and development(Brewster, et. al., 2018). The measuring and monitoring of the changes being applied need to be followed by the employees to perform better and also enhance the performance. The measurement and monitoring in the HR outcomes will influence the employees to perform on higher rates.

P6Discuss and evaluate how effective HR management and development can support sustainable performance and growth to meet organisational objectives

The HR administration and growth are the major factors in maintainablepresentation and growing in conference the administrativeobjects of Costsaver Company. The HR division of the business is directly related to the manpower or the employees of the company or commonly known as staff members. These employees work together for the betterment in the growth and expansion of the corporation(Berman, et. al., 2019). The aims and purposes of the Costsaver Company are being met with hard work and whole contribution of these employees in such a manner that the sustainable performance of the Costsaver company being maintained by the hard work of the employees. The HR management and development are the work done for providing a better environment and atmosphere for the employees.

This atmosphere should be energetic, enthusiastic, motivational and friendly or stress-free in which the employees can work without any worry. This management and development facilities of HR department helps in the performance improvement of the employees which directly benefits the company’s growth and development and sustainable performance. Thus, the HR supervision and development in the sustainable performance and the progresshelps toattain the purposes and goals of Costsaver Company.

M4Make suggestions for HR development techniques applicable in a given organisational

There are different kinds of techniques of HR improvement which can aid the organisation in attaining sustainable presentation and development in the market. The techniques are very helpful in attaining the objectives and purposes of the company. The Costsaver Company can use diversetypes of HR development methods which will help them in the development and growth of the company.

Performance appraisal technique: this technique highly motivates the employees in accomplishing their individual aims which consecutively helps in the achieving of the goals of the business also.

Employee training programs: the employee training program technique is a technique which helps the company in training the employees to improve their performance which will eventually result in the better performance of company and consequence in growing and expansion of the Costsaver Company(Bakker, 2017).

Employee career planning: the employee career planning helps the employees in continuing their career planning along with working in a company. The employees get motivated to perform better in the company as a result of this technique. The Costsaver Company’s growth and development gets better with this technique.

Employee rewards: the employee rewards are also a type of technique to assistance the Costsaver Corporation in attaining their objectives and purposes for developing and growing the company at a higher rate. This technique gives reward to employees for improved performance.

D4Critically reflect on how HR monitoring and evaluating techniques contribute to sustainable performance and growth

The HR observing and HR development practices help in the progress and growth of the Costsaver. There are different kinds of outcomes for the monitoring and development techniques in which most of them have anoptimisticinfluence on performance of the business and the growth and development of the company. The techniques for the HR development help in encouraging, motivating, and increasing the morale of the employees towards hard work for achieving their individual goals and objectives and also the aims and objectives of company(Al Adresi, et. al., 2016). These techniques help in sustainable presentation and also in the development and progress of company. There are also some negative consequences in the techniques and monitoring of HR outcomes in which the employees can become a rebel and can harm the resources of the company which will affect the sustainable performance. Thus there is both affirmative and undesirableinfluence of the monitoring and HR development techniques on the sustainable presentation and progression and development of Costsaver Company.


Based on the above-described report, it has been determined that strategic HRM is an effective procedure that helps in maintaining business functions effectively. In addition to this, current trends help in analyzing the factors through which HR strategies influence. There are some internal and external factors are described in this report which are directly impacting on the organizational human resources tactics which they conducted. This is important for the company is to adopt an online platform through which they can gain the attention of more customers towards their appropriate and unique services. The change management model helps in identifying the changing factors that may generate a negative influence on corporateprocesses.


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