Table of Contents
Task 1: The roles of SHRM.
1.1 What is SHRM?.
1.2 Role of Strategic HR management with respect to organizational performance.
Compensation and Incentive Schemes.
Recruitment and Selection.
1.3 HR Strategies and their differences.
1.4 How HR strategies can be aligned with competitive business strategies.
Task 2: Planning of addressing HR functions to create a high-performance work system (HPWS).
2.1 Job Analysis and Design.
2.2 Job Description.
2.3 Job Specifications.
2.4 Recruitment and Selection.
2.4.1 Advertising the position.
2.4.2 Creating a selection group.
2.4.3 Making a shortlist
2.4.4 Interview with the applicant
2.4.5 Looking for reference reports.
2.4.6 Selecting the successful applicant
2.4.7 Feedback to unsuccessful applicants.
2.4.8 Offer an employment
2.4. 9 Induction.
2.5 Staff retention.
2.6 Performance Management
2.7 Training and Development
2.9 Legal Requirements.
2.10 Employee relations.
Task 3: Challenges and opportunities for issues related to HRM.
3.3 Managing HR internationally.
Task 4: Importance of legal issues related to HRM and organizational performance.
4.1 Employment legislations and standards.
4.2 Health and Safety policy.
4.3 Equality and Diversity Policy.
4.4 Policies on leaves of absence.
4.5 Policies on human rights.
Human resource management (HRM) in an organization is significant to manage its employees for achieving business goals and objectives (Storey, 1995). This means HRM focuses on the organizational management actions and decisions, as well as the relationship between a company and its staff. As Bacon and Blyton (2003) note, HRM emphasizes organizational activities that are associated with people, work, and workplaces.
This study conducts a report on Strategic Human Resource Management (SHRM) based on a particular organization namely Greggs Plc. Greggs Plc is the leading bakery retailer in the UK, which employs more than 20,000 thousand staff in its about 2,200 stores serving millions of customers every week (Greggs Annual Report, 2013).
The report first focuses on the roles of SHRM. Then, the study finds out the HR strategies and their differences. Next, the study concentrates on how the identified strategies align with the business strategies. After that, the report emphasizes legal issues HRM. Finally, the study describes the opportunities and challenges of different HR issues.
Task 1: The roles of SHRM
1.1 What is SHRM?
According to Boxall (1996), SHRM is the combination of strategic management and human resource management (HRM) of a business organization. As Pearce and Robinson (1988) note, it refers to the decisions and actions of implementing HR strategies to meet organizational goals and objectives. Bratton and Gold (2012) state that, strategic HR management enables an organization to align resources to corporate strategies. It provides information on how the HR functions will support the goals and strategies of the organizations. It also identifies how the gaps between the future as well as the present capability to be outlined.
Our Recommended Resources:
1.2 Role of Strategic HR management with respect to organizational performance
According to Bratton and Gold (2012), SHRM is responsible for a safe workplace with risk management and mitigating potential losses from job fatalities and injuries. For example, workers’ compensation insurance may introduce to help lower company expense for insurance coverage. Accidents can be reduced with proper training employees of using machinery and equipment.
Compensation and Incentive Schemes
Torrington et al. (2008) say the compensation and benefits structure of an organization promotes its reputation and goodwill. It also impacts employee satisfaction and the ability of an organization to employ talented people. According to Bratton and Gold (2012) notes, SHRM considers labor market conditions, job evaluation, budget constraints, and labor shortage when it makes pay and benefits schemes. As Gallagher et al. (1999) discuss, SHRM strategies include employer’s choices between satisfying its workforce and pleasing the company’s stakeholders.
SHRM is responsible for employees’ training and development for future positions within the organizations with succession planning, promotion policies, performance evaluation to motivate employees and improve employee retention (Torrington et al. 2008).
Recruitment and Selection
As Torrington et al. (2008), SHRM has to combine employee relations into employers’ recruitment and selection strategy. Bratton and Gold (2012) say employee recognition programs may also be integrated to motivate employees which combines employee relations as well as recruitment and selection areas of human resources.
According to Torrington et al. (2008), Employee relations are very significant in every discipline of the organization and its HR strategies including benefits, salaries, safety, training, and development. The employee relations program mainly should include two components: workplace investigation process and enforcement of fair employment practice. Bratton and Gold (2012) suggest that the SHRM should determine how to identify and resolve workplace issues, and how best to attract diverse applicants with effective recruitment and selection processes……..