Table of Contents
Part 1. 5
1.1 How business strategies are related to human resource strategies.
1.2 Explanation of vertical alignment and horizontal integration across the organization.
Matching Model of developing HRM policies.
Harvard Model of developing HR policies.
Guest Model of HRM and its importance in HRM strategy development
1.3 Critically evaluate, compare, and contrast, the theoretical basis, and models of SHRM.
1.3.2 Best Practice/Universalist
The best practice strategy.
1.3.3 Resource-Based View, (RBV).
1.4 Critically evaluates the specific HR practices of Performance Management and Reward.
2.1 Explain and critically discuss the nature and theoretical perspectives of employment relations
2.1.2 Pluralist perspective.
2.1.3 Marxist perspective.
2.2 Identify and critically evaluate the roles of the actors within the employment relationship.
2.3 Analysis of the changing nature of employment relations.
2.4 Recommendations of how mechanisms of employee participation and employee voice can contribute to improved employment relations within an organizational context.
In this assignment study; Human resource management is focused on studying literature, evaluating models, analyzing theories, and identifying practices on HRM in the business organization. This study paper also is mentioned the recommendation to develop the HRM activities in the business organization. This study represents that one person is not similar to another person due to differences in concepts, ideas, and values. This study is focused on the Unitarian and Pluralism as well as Marxism factors. These factors are helped to identify the differences in concepts, ideas, and values of people that are different from one another. This study recommends that the Pluralist perspective is considered as the most useful factor in UK business organizations.
This perspective is helpful to maintain a better and strong relationship with the staff or employees of the UK business organization. According to the Pluralist perspective, a firm has a group, and then the group has a leader; after that, the leader runs the activities to fulfill the predetermined goals of the firm. This study also stated that the stakeholders of the business organization including individual employees and labor unions, as well as employers. This assignment paper mentioned that the business organization requires maintaining a profitable relationship with the above parties to motivate them and accomplish the objectives of the business organization.
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It is a very important issue that the business organization has faced strong competition in the market. Every organization is required to control its employees by applying a strategic way to improve the overall performance of the human resource. Therefore; every business organization has launched a department named strategic human resource management (SHRM). According to Kathy Monks and John McMackin (2012), the key roles and responsibilities of SHRM are including the betterment of the employees and the betterment of the firm. The relationship level of the employees depends on the performance of the SHRM department.
This department sets the goals of the firm, the standard performance level of the employees, and the culture & structure of the firm for accomplishing the targeted goals. The main functions of SHRM are recruiting, selecting, training, and monitoring the performance of the subordinates (Bowen, 2011). The goals of strategic human resource management are a long period basis. The scope of the SHRM is more than the HR managers because it is considered as the strategic problem solving of the organization. Therefore; the productivity of the employees, as well as the productivity of the business firm, is the main concentration of strategic human resource management.
1.1 How business strategies are related to human resource strategies
According to Stone (2015), there is a positive relationship strategy of HR and the strategy of the business. Both strategies help to meet the organizational needs and achieve the sustainable growth of the firm. Better business strategies help to enhance the inspiration of the human resources of the firm (Wright and McMahan, 2012). The HR strategies are very helpful for taking appropriate decisions on the human assets of the firm. Employees are regarded as the human assets of the firm and SHRM has ensured the better implementation of recruiting, selecting, training, and monitoring functions regarding employees of the firm. The combination strategy of HR and strategy of business helps to set up strategic goals of the business organization and implement the strategic plans for achieving the strategic goals of the business organization.
1.2 Explanation of vertical alignment and horizontal integration across the organization
SHRM has ensured the better implementation of recruiting, selecting, training, and monitoring functions regarding employees of the firm. Firstly; vertical alignment is required to control the procedures of strategic management. According to this alignment; the procedure starts from the HRM activities (Brewster, 2014). In this alignment; the first task is directing HR that controls that process of vertical alignment. This alignment is prepared on the basis of the contingency approach. For this reason; business organizations require aligning various procedures of management to mitigate the risk of failure and fulfill the objectives of the business organizations. The vertical alignment process is monitoring and controlling to meet the goals & objectives of the business firm.
In addition; this alignment is controlled on the basis of vision as well as the mission of the firm. Every organization has a set of rules and regulations as well as cultures that strictly flowed within the firm. In this circumstance; Vertical alignment is the only way to improve the employees’ skills and performance by following the rules and regulations as well as cultures of the firm (Mathis & Jackson, 2016)………………
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