Strategic Human Resource Management

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Table of Contents

Introduction

The discussion is about the human resource which focus on following and applying to the different strategic goals and mechanics. The system is for the strategic management where the organization tends to follow the better practices with the effective management of employee and the performances measured. The greater opportunity is for the interactions to the interdepartmental sections with understanding about the external organization. It tends to have the benefit for the proper information to mix up the competitive situations. The considered approach is for the organizational success.

The report allows to focus on the effectiveness of strategic human resource management with the different tools and techniques. The process includes the emphasis on the internal and external factors that are defined for the greater impact on the process of development of HR. The selected strategy is about not being the same with the standard technique that might be like others. It comes with the comparison that is for the greater measurement method and then there are organizations working on the present business contexts as well.

The better management process is about the application of the human psychology with the strategy management. This is the best tool for understanding the travel and tourism sector. It can be the best example about the applied approaches and processes. UK based tourist companies are for the better management of human resources like COSMOS holidays. It was found in UK with the offering of packages holiday for the British tourist who are mainly in Switzerland, Italy and Spain or the other countries with the major focus on the vehicle with the transport medium standards.

LO1: External and Contextual Development

The strategic human resource management is the process that includes the forms that are related to the development of human resource. It comes for organization to minimize on the lack of knowledge with better process of development. The recruitment for the employee comes with the generation of value and then there are roadmaps as well. The traditional HRM is about the difference from strategic HRM that are traditionally to maintain the internal relations. It affects the shorter period time with the strategic approach to maintain the external and the quality of employer for the achievement of organizational goals.

Current trends and development for helping influence for the HR strategy

The roadmap is about the influencing and maintaining the fast-paced standards with the growth of market. There are ways for the development where the influence is on the strategy of HR. It comes with the discussion below where:

The competitive market is for the process of recruitment: The current marketplace is about handling the complex approaches for the large scale. The employment issues are related to the handling of the challenges with the sorting of the eligible worker which is different from the market in competition. The development is relied on the successful steps which are related to the process of recruitment (Zhykharieva et al., 2020).

Impact of globalization: The globalization techniques are for the human resources for the global business sector. The engagement is for the worldwide workforce and techniques to maintain the regulations through the strict standards. There are standards to handle the development of the process for HRM.

Diversity: It comes with the different platform with the worldwide approach and increase cultural boding which is a major motive that needs to be followed as well.

Impact of the technology and cloud technology: As per the analysis, the technology adoption is for the development of process. The cloud technology is for the advancement of process with providing the storage of information without any direct management that is available for the interest users as well.

Private-public relationship: The relationship is about the worldwide standards where the stakeholders are related to the third parties with the government strengthening on the interaction and bond.

Shared accountability and the changing policy and skills requirements: It comes with the shared values with the accountability that is for the process of development. The different policies and finding out of skills are related to the achievement to indicate the process of development (Stewart et al., 2019).

Key Current trends

Proper utilization is for the increased information technology with the different techniques and the policies that are for the better improvement process.

Coping up to the different situations with the adoption for the virtual practices.

The captures are for the competitive conditions of the market with handling the survival in the situation.

The consideration is for the global affairs with the different changes that are defined with the diversification. Cosmo Holidays are involved with the major focus on how the business can work on different country cultures along with the geographical investments. They are changeable as well (Khan et al., 2018).

The following of the best opportunity is about the investment with the focus on different changes that are defined through diversification. The influential approach is for the geographical environment which is changeable as well.

The best opportunity for the investment is defined with the handling of impactful policies of leadership which are helpful for improve practices of HR.

Influencing the external and internal strategy of HR and policies

The approach is about the internal standards which are responsible for the maintenance on the expertise of internal factors with enriching towards the bonds and the cross-connection activities. There is external working with the major effectiveness to work on the measurement of growth and the HR Practices.

The internal factors are:

Corporate objectives: The objectives of business and HR objectives which is same. The business thinks on the overall issues with the objectives that are defined with the rich and flexible workforce that are for HR that are influenced greatly. It comes with the different activities of business period, where the ultimate corporate management and the objective which is a guideline on the HR strategies and practices.

Operational strategies: It comes with the different departments with the focus on allotment on different operations. The operations are defined on worker performance along with the pressure at work that are defined for better nature of work. The approach is how the strategies are differentiated with the organization size and the other operations which are adopting to the different techniques for the HR and to practice on the different standards.

Marketing and financial strategies: The market analysis is different market analysis with the fixing of HR strategy with the practices that are in the situation. It comes with the change nature of strategies where the investment processes are defined through working on the financial allocation and then planning about the different activities or strategies with HR and practices on it (Macke et al., 2019).

 

External Factors:

Market change: The focus is on the market which is variable with the competitive standards with the passing of time. The matching comes with the market situation with the HR policies that are varied and then there are different practice methods too.

Technology change: The technology is the game changer with the strategy to not only work on the HR to impact. The technology involves the policies with the changing of face as well.

Social Change: The development is about the policies to shape and then work on the strategy of HR. The nature, culture and demography are for different aspects which are for the influencing of HR process.

Political and legal changes: The laws and regulations are related to the political situations of country with the organization on the impact with HR strategy and practice. The internal conflict has been frequenting on the changes with the stronger effect on different policies and practices (Godil et al., 2019).

Critical Impact on external and contextual development for HR strategy

The strategic human resource management is about the handling of HR department with the focus on strategic policies application. The HR department is about the human resources with ensuring on the different standards of organizational success. It comes by running the human resource section.

The external and contextual development is through solutions for the impactful concept:

They are for the HR strategies and the sustainable or reasonable approach.

Development leads to competitive standards of strategy with more flexible approach.

Strategic human resource management that is not fixed term with the lifetime for the better process of development to handle the adjustable situation.

LO 2: Theoretical and practical knowledge for HR system

HRM is about the understanding on initial period with paying major concern on the same. The context is about Guest and Story with the employers to consider on more impactful than the traditional approach.

Theories and concepts for growth and development on strategic HRM

The different schools are for holding perspectives with the strategic theory. It is about David Guest that is for the strategic HRM that includes different term for the different strategic theories, HR, and the behavioral outcome. It is interrelated to the performance of organization. The descriptive theories are defined with working on impact of HRM and normative theory (Godil et al., 2021).

The ancient model is about Fombrun, Tichy and the Devanna which is related to matching theory:

Harvard analytical theory

The model is large scale which is for the six steps that are involved with the parties that includes different policies and the outcomes with better management for HRM system factors and organization too.

Matching Model Theory

The model is about the 5-step with the development process that is a major process of cyclical standards.

Selection: The process of recruitment is for workers which is a major pump on initiating of HRM process. Selecting the proper tools and methods with the selection of processes.

Performance: The output is for the engagement of employee with output level that is produced at performance stage.

Performance management: The measurements of output and minimized gaps are defined with the gaps in expected and actual output for the performance management.

Rewards: The incentives are for workers to work on making sure about the better intrinsic engagement with the incentives to handle the monetary and motivational approach that are provided with organizational achievement.

Development: The improvement is for the present condition with training and supportive activities of workers that ensures the goal achievement too (Saeeed et al., 2019).

Universalistic Theory

The high-performance theory is about the organizational performance and the human resource practices which comes with each other.

The measurement methods are defined with the organization success to ensure about the achievement with the performance of finance that the value is also generated externally.

The practices are universal with the applicable organization standards.

Story Model

The Hard approach is for the traditional forms of HRM with the focus on the need control and then following the hierarchy of structure. It comes with not committing to the workers with the strict rules and ultimate performance that is a major objective.

The soft approach is for the workers to ensure on the modern forms and the self-guided workers. It comes with the workers who are not being treated as machine. The opportunity is to participate with the decision-making process. The teamwork is followed with flexible approach.

The contingency approach is about the consideration on the theories with practices. One is not enough with making proper decision to cope up on the competitor. The different standards are for different motives with the integration that are fruitful for the new and better version (Hayat et al., 2021).

Human Resource theory application in Cosmos Holiday and differentiation

Cosmos is for the matching of model theory with the managing of the theory. The cyclical process is for the tourism and the consideration is on the level of profit. It includes difference which is:

The Hilton Group runs on the hospitality business in UK with Harvard model theory that includes the standards for structural size matters. The facility of accommodation includes the worldwide consumer with adapting the policy of larger scale.

Verdant Leisure is about the focus on the different family holiday park which is in North England. It tends to serve the affordable and comfortable accommodation for the tourists. The major attraction is to the natural beauty with the customer recreation. David Guest theory and soft approach are also not to arrange the tours like Cosmos but also serving in a proper manner.

LO3: Evaluation oof Change management

The change management is not about organization better performance with better opportunities. The adoption of change brings on success and comforting the tourists as well.

Change management model which supports HR strategy and other organizational context

8 steps of Kotter

Creating urgency: There is no change with search problem and solutions

Forming Powerful condition: Focusing on overall change with effective conditions for skills and experiences.

Creating visionary changes: working without proper vision and long-term effectiveness.

Communicating vision: Not creating vison and interacting to organizational system

Empowering action: The necessary steps for removing barriers from happening the change.

Creating the quick wins: Making it easy to reach and achieve in short period.

Do not let up: The selected change is for no giving away.

Making it stick: Selected change to stick to position

Lewin 3 step change model

Unfreeze: The indication is for the need for change with emphasis on current state to change as needed. The accumulation of support is for searching effective ways for different strategy development and integration on organizational system to minimize uncertainties with discovery of opportunity.

Change: The creation is about responsibility with expressing benefits and the change process awareness. The leaders are bound to be supportive for the employers working on the communication standards. It is also for the making of possible engagement of workers with changed process.

Refreeze: The establishing of changed process is for the affordable and performed operations with making strategies and alternative approaches. The sustained change is for getting arrangement with the proper support to the creation of positive environment with proper success recognition.

Valid justification on change management application and support HR strategy

The HR strategy is not fixed with change management supporting HR system to provide instructions.

Going the clear instructions or the distribution of the roles and responsibilities

The enhancement of prospects of change with the actual place of change and effectiveness.

The proper implementation to the changes is interdepartmental section to the external behavior.

The introduction is about the support systems and programs of development with change adoption.

LO4: Contribution for HR management on sustainable development process

The monitoring process is for the observing and examining on the ongoing techniques with assessment of processes. It is a regular work achievement with finding mismanagement and providing solutions to tackle situations (Michael, 2019).

Process for monitoring HR outcomes and applications in Cosmos Holiday

The outcome for the HR is to monitor the steps:

Employee Net Promoter Score: The process is to measure the loyalty of employer with HRM working on different stronger influence activities and behavior. The worker recommends others and the power to spread for a positive attitude.

Satisfaction employer index: The level for the employee and customer is monitoring as it is for assessing on the outcomes of HR.

The absent rate and the productivity: It are about the understanding of the workplace and the absence from the work that are for ensuring the major tools for production by the employers. It is about the HR system effectiveness as well.

Work Duration: The satisfied workers and impactful system tend to ensure the long-term bond with attachment for work.

Cosmos Holiday is for the HR systems that is continuous monitoring process with assessment on outcomes with adopting on the monitoring tool.

Effective HR management and development help support sustainable performance and growth

The effective approach is about focusing on the sustainable long-term postilion which is defined through meeting the sustainable growth and the recognition is for the management and process of development.

The management and development are for creating the standard vision on organization that helps on growth and achievement of objectives.

Making competitive survival and the match to the change situations.

Effective systems and development produce workplace flexibility and the new technological situation that turns to the sustainable system.

Minimizing the complexity with enriching to the structural bonding with the virtual approaches that are for the improved standards to handle the making of growth and objectives.

Effective suggestions and applications of HR development techniques for sustainable performance

The development is needed for the system of ongoing process which relates to growth activities. Some of them are:

The maintaining of trends and traditions.

Gathering knowledge for the market and globalization approach

Strategic system for the human resource to understand users too.

Cosmos Holiday is careful about the international forces with maximized effectiveness for employers.

Long term achievement with the gradual development with Cosmos holding the development with the scope of self-judgement (Prasad, 2020).

Conclusion

The strategic human resource management is for the effective management with creating value for organization. It is about the Cosmos holiday which is not the range of theory. The HRM is about different dimensions on the several models that are for the diversity of HR which is for the entire system. The organization is influenced through internal and external factors with HRM not different from this.

References

Godil, D.I., Quddoos, M.U. and Ali, L., 2019. Assessment of Human Resource Management Model in Islamic Banking of Pakistan With Moderating Role of Islamic Principles. Journal of Accounting and Finance in Emerging Economies, 5(1), pp.23-32.

Godil, D.I., Usman, M. and Siddiqui, N.N., 2021. Do Islamic Principles moderate the Interaction between Human Resource Practices and Islamic Banking Performance in Pakistan?. Journal of Management Sciences, 8(1), pp.22-35.

Hayat, A. and Rabia, S., 2021. Islamic Principles of Human Resource Development and Their Relevance to Oraganizational Performance. ĪQĀN, 4(01), pp.47-63.

Khan, M.T. and Khan, N.A., 2018. INFLUENCE OF’ISLAMIC PRINCIPLES’ON’HUMAN RESOURCE MANAGEMENT. International Journal of Information, Business and Management, 10(3), pp.42-57.

Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource management. Journal of cleaner production, 208, pp.806-815.

Michael, A., 2019. A handbook of human resource management practice. bookboon. com.

Prasad, L.M., 2020. Principles and practice of management. Sultan Chand & Sons.

Saeed, B.B., Afsar, B., Hafeez, S., Khan, I., Tahir, M. and Afridi, M.A., 2019. Promoting employee’s proenvironmental behavior through green human resource management practices. Corporate Social Responsibility and Environmental Management, 26(2), pp.424-438.

Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.

Zhykharieva, V., Vlasenko, O. and Sokolova, M., 2020. The Principles of Innovative Human Resource Management. Modern Economics, 21(2020), pp.89-94.