8003SHRM: Strategic Human Resource Management Assignment Task
8003SHRM: Strategic Human Resource Management – Case Report – Management Assignment
You will write a case report based on your organisation (or any organisation you are familiar with) to critically evaluate its strategic HRM by examining its policies, practices and procedures against the employee-centred sustainable HRM approaches that have been discussed in the prescribed article below (Richards, 2020).
Demonstrate advanced understanding of strategic human resource management theory and its application in practice. (SLO1).
Critically evaluate, and recommend improvements to existing human resource management strategies. (SLO2).
Identify and evaluate different perspectives and contemporary trends, and their impact on strategic HRM. (SLO3).
Design and effectively communicate an evidence based human resource management initiative with consideration to ethical concerns. (SLO4).
Read the following case study:
Richards, J 2022, ‘Putting employees at the centre of sustainable HRM: A review, map and research agenda’, Employee Relations: The International Journal, vol. 44, no. 3, pp. 533-554, DOI:10.1108/ER-01-2019-0037.
According to Richards (2020), Sustainable HRM is built on the principles of Strategic HRM and focuses on broad organisational goals in a number of areas, and not just “business” goals. Central to this study is the employee-centred approach to sustainable HRM where employee interests are privileged over employer agendas. Based on your reading of this article and your understanding of the HRM theories, concepts and principles that you have learned in this subject, your task is to:
Critically evaluate your organisation’s strategic HRM approach (or any rganisation you are familiar with) by examining its policies, practices and procedures. Focus on the employee-centred sustainable HRM practices as discussed by Richards (2020) that you believe to be the most important and/or relevant for your organisation.
Recommend improvements to existing human resource management strategies. Your recommendation must provide tangible actions that your chosen organisation can adopt to help it achieve its employee-centred sustainable HRM outcomes. You must also explain how your recommendations will help the organisation achieve its strategic goals and objectives.
Please ensure you begin your assignment by providing an introduction to the organisation.
The required word length for the assignment is 3000 words (+ 10%)
This assessment requires you to use a minimum of ten (10) credible academic sources in addition to your textbook.
You must appropriately acknowledge all sources of information in your assessment with the Harvard author-date style of referencing
The title page, table of contents, executive summary, reference list, and appendix are not included in the word count.
This 8003SHRM-Management Assignment
This case report will evaluate the strategic HRM approach of Company ABC, a multinational organization operating in the technology sector. The report will focus on the employee-centered sustainable HRM practices discussed by Richards (2020) and will critically examine the policies, practices, and procedures of Company ABC. The report will provide recommendations for improving the existing HRM strategies of the organization, outlining tangible actions that the organization can adopt to achieve its employee-centered sustainable HRM outcomes. The report will explain how these recommendations will help the organization achieve its strategic goals and objectives.
Critical Evaluation of Company ABC’s Strategic HRM Approach
Company ABC has adopted a strategic HRM approach that aligns its HR practices with its business objectives. The organization’s HR policies, practices, and procedures are designed to support the achievement of organizational goals and objectives. However, the company’s approach does not fully reflect the employee-centered sustainable HRM practices discussed by Richards (2020).
One of the key principles of employee-centered sustainable HRM is the prioritization of employee interests over employer agendas. This principle suggests that HR policies and practices should be designed to support employee well-being and engagement, rather than just meeting the needs of the organization. In the case of Company ABC, the organization’s policies and practices are focused more on meeting the needs of the organization rather than employee well-being and engagement.
For instance, the company’s compensation policies and practices are not aligned with the principles of employee-centered sustainable HRM. The organization’s compensation structure is heavily weighted towards performance-based pay, with little emphasis on other factors that may impact employee well-being and engagement, such as work-life balance, flexibility, and development opportunities. This approach may lead to increased levels of stress and burnout among employees, which can have negative consequences for both the employees and the organization.
Another area where Company ABC’s strategic HRM approach falls short of the principles of employee-centered sustainable HRM is in its performance management practices. The organization’s performance management system is designed to evaluate and reward individual performance, rather than team or organizational performance. This approach may lead to a culture of competition among employees, which can hinder collaboration and team-based problem-solving. Furthermore, the organization’s performance management practices do not prioritize employee development and growth, which can impact employee engagement and retention.
Recommendations for Improving Company ABC’s Strategic HRM Approach
To improve its strategic HRM approach, Company ABC should adopt a more employee-centered sustainable HRM approach. The organization should focus on designing HR policies and practices that prioritize employee well-being and engagement, rather than just meeting the needs of the organization. The following recommendations outline tangible actions that Company ABC can adopt to achieve its employee-centered sustainable HRM outcomes.
Adopt a more balanced compensation structure: Company ABC should review its compensation policies and practices to ensure that they are aligned with the principles of employee-centered sustainable HRM. The organization should consider including a range of factors in its compensation structure, such as work-life balance, flexibility, and development opportunities, in addition to performance-based pay.
Implement a team-based performance management system: Company ABC should consider implementing a team-based performance management system that evaluates and rewards team and organizational performance, in addition to individual performance. This approach can encourage collaboration and team-based problem-solving and can help build a culture of collective success.
Prioritize employee development and growth: Company ABC should prioritize employee development and growth by providing opportunities for training and development, career advancement, and mentoring. This approach can help to increase employee engagement and retention and can support the achievement of organizational goals and objectives.
Foster a culture of employee well-being: Company ABC should focus on fostering a culture of employee well-being by promoting work-life balance, providing flexible working arrangements, and supporting employee mental and physical health. This approach can help to reduce employee stress and burnout