Armstrong (2009) argues that the crossing point among the human resource management with strategic management is called strategic human resource management (Boxall, 1996).
As reported by Mathanas (2011), by using strategic human resource management approach, management can analyze the long term objectives of the business so that they can manage their activities in that ways to develop the performance and culture of the company. In other words, SHRM describes the contribution of people to achieve the organizational targets by implementation of HR strategies, guidelines as well as practices. Thus Strategic human resource management is a part of human resource management and it just changed the hub and style of traditional ways of HR functions. …show more content…
Currently, Tesco is the number one dealer of the UK due to the contribution of its workforce or human capital. Its annual revenue is two billion pounds even in crises; it never went down its track.
‘Every Little Helps’ is a slogan of Tesco’s and also covers the personnel. This is because of the focus of SHRM system on the individual development. Workers feel respected so they make a sense of superiority as well as belonging in the Tesco organization and it reduce the staff turnover rate. SHRM system organized trainings for personnel development and in return they are motivated and do their jobs more efficiently and in turn customer attraction and customer service increased.
HR managers also request for feedback from workers. This feedback also gives innovative plans and help to plan next strategy. By doing this, they can offer better functioning.
1.3 Evaluate the contribution of strategic human resource management to the achievement of an organisation’s …show more content…
Case Study-Tesco
As reported by cw.tandf.co.uk (2015), Tesco has an established contract with Union of Shop, Distributive and Allied Workers since 1998. This contract was based on ‘nine pillars of partnership’.
-Representation
-Training
-Consolation
-Understanding issues
-Communication
-Business focussed
-External influence
-Culture and values
As reported by Mathanas (2011), by using strategic human resource management approach, management can analyze the long term objectives of the business so that they can manage their activities in that ways to develop the performance and culture of the company. In other words, SHRM describes the contribution of people to achieve the organizational targets by implementation of HR strategies, guidelines as well as practices. Thus Strategic human resource management is a part of human resource management and it just changed the hub and style of traditional ways of HR functions. …show more content…
Currently, Tesco is the number one dealer of the UK due to the contribution of its workforce or human capital. Its annual revenue is two billion pounds even in crises; it never went down its track.
‘Every Little Helps’ is a slogan of Tesco’s and also covers the personnel. This is because of the focus of SHRM system on the individual development. Workers feel respected so they make a sense of superiority as well as belonging in the Tesco organization and it reduce the staff turnover rate. SHRM system organized trainings for personnel development and in return they are motivated and do their jobs more efficiently and in turn customer attraction and customer service increased.
HR managers also request for feedback from workers. This feedback also gives innovative plans and help to plan next strategy. By doing this, they can offer better functioning.
1.3 Evaluate the contribution of strategic human resource management to the achievement of an organisation’s …show more content…
Case Study-Tesco
As reported by cw.tandf.co.uk (2015), Tesco has an established contract with Union of Shop, Distributive and Allied Workers since 1998. This contract was based on ‘nine pillars of partnership’.
-Representation
-Training
-Consolation
-Understanding issues
-Communication
-Business focussed
-External influence
-Culture and values