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Table of Contents

Introduction - Strategic HR Management

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Strategic Human Resource Management refers to development and implementation of HR strategies which are integrated with business strategies in order to achieve organisational goals and objectives. It helps in making overall development of staff members of organisation in form of maintaining employee-labour relationship, providing health and safety to them and also implement strategies to provide rewards such as incentives which improves the performance of employees (Teece, 2012). The present report is going to discuss organisational needs and role of strategic HRM in development of employees through providing training programs and managing workforce diversity. The Ramsay Health Care in Australia should be taken to prepare this report.

Common Task

Topic 1. Analysis of organisational needs

The objective or goals need to be set by the organisation and perform accordingly in order ot achieve them through organising, planning, leading and controlling resources. An organisation should need to formulate decision and resolve issues to achieve desired target within prescribed time (Mishra and Suar, 2010). There are certain tools through which organisation can achieve their needs and object8ives such as:

Organisational health and well being assessment: The organisation should ensure about the healthy environment they offered to their employees and targeting amount of investment they need to rub the business. This tool helps in understanding of the health and well being challenges specific to individual organisations:

  • Physical and mental well being of employees
  • Physical environment
  • Leadership and management

Employee health and well being assessment: Employees plays an important role in meeting the needs of an organisation therefore the health of employees should be maintained in order to perform task in effective and efficient manner. This tools helps in identifying key issues which affects employee's health and well being and take actions in order to resolve such issues. The company should ensure that their employees should understand the roles and responsibilities they need to perform in order to achieve organisational goals and objectives.

Stress Profiling: The organisation should need to identify those activities which bring stress to the performance of organisation. It helps in identifying those individuals whose performance will restrict the organisation to achieve their needs and need to implement suitable actions to eliminate those risks.

Environmental or building evaluation: This tools help the business to identify problems and barrier through which the organisation find difficulties to achieve their needs and objectives and suggest appropriate solution in order to restrict the barriers and perform effectively and efficiently (Mendenhall, 2012).

Topic 2. Relationship of the organisation's strategic human resource plan with education needs

Strategic human resource management means involvement of HR functions in the formulation and implementation of company's strategies through HR activities such as recruitment, selection, training and rewarding personnel. The HR manager should need to conduct training sessions and development programs in order to improve the skills and knowledge of their employees so that they can work effectively and efficiently. Mostly employees do not know about the policies, procedures of an organisation therefore guidance and direction should need to provided to them which help to sharp their skills and knowledge. The employees should know about the advances technology the company used and certain strategies that are formulated to achieve desired goals and objectives and company should also need to provide their support by providing training classes and programs in order to help them in learning about certain organisation plans and procedures. The organisation should also need to conduct various programmes such as games, role playing and occasionally through lecture by which employees get to know about the objectives of company and perform accordingly. Employees having proper knowledge about the aims and mission of company that need to be achieved by company in future, then employees should need to have knowledge about using technology that are used by company for achieving desired goals and targets. Therefore humans resource management management plays an important role in educating the employees of an organisation relating to utilisation of available resources which company have, so that their staff members can contribute maximum to achieve organisation goals and objectives (Mellahi and Collings, 2010).

Topic 3. Performance management

It is a system through which the management of Ramsay health care measures the performance of their workers which allow business to planned goals, assess and monitor performance along the objectives. Evaluation of employees performance helps an organisation to achieve organisational goals and objectives within limited period of time. Through performance management, the workers and manager need to get together to share their ideas, opinions and combined their effort to achieve their own as well as organisation objectives. The management of organisation need to provide direction and guidance to their workers which help them to perform well towards specific goals. There are different process through which management can evaluate and appraise the performance of their workers. Such process includes:

  • Planning: In order to achieve goals the company should need to first make effective plan. Planning involves setting up the process to achieve objectives and then provide roles and responsibility to their workers so that their employees can understand what need to do, why they need to do and how well they should do that. The task of employees should be flexible so that they can perform easily.
  • Monitoring: Monitoring the activities which are performed by employees to achieve desired objectives. The company should need to observe each and every activity of employees so that they can remove unacceptable hurdles which may come in the process of activities and identify useful contents as well as provide useful guidance and direction to their employees.
  • Developing: Every organisation need to conduct training sessions and development programs in order to encourage them to work effectively and efficiently (Marchington and et. al., 2016). Giving useful instructions and guidance to the workers help the company to achieve their desired targets in limited time period.
  • Rating: Rating should be provided by the company to their employees on the basis of their performance. If the worker completed his allotted task in more effective and efficient manner within time period then he must get high rating comparing to other workers. This will help in providing motivation to workers to perform well in order to get high rating.
  • Rewarding: Rewarding means befits given to the employees on the basis of their performance. It can be in the form of compensation, incentives, bonus etc. which encourages them to contribute maximum to achieve organisational goals and objectives.
  • Literature review: It involves quantitative and qualitative methods to measure the employee's performance. Performance management helps in achieving organisational targets by defining business aim and implements useful decision relating to utilisation of available resources which helps in overall development of company.

Topic 4. Development and continuing education.

There are many methods which the company need to adopt in order to enhance efficiency and performance of employees so that they contribute maximum to the organisation. Such methods include training, learning, education, talent development, staff development and many others (Jiang, K. and et. al., 2012). The main motive of this is to ensure that company have sufficient skilled and knowledgeable employees who knows about current polices, procedures and the technology within organisation in order to achieve desired targets and objectives. The essential component of employee training programs are as follows:

  • New Hire Training: This training is provide to the new recruited employees which help them in improving the practical as well as technical skills required to perform organisational activities. The manager should need to identify the knowledge of new employees and provide skill training accordingly.
  • On the job training: This training is provided to existing employees during work time. In order to sharp their skills and talent so that they can give maximum result to achieve organisational goals and objectives (Hitt and et. al, 2011). This training is conducted within working environment and may occur within workplace such as training rooms, training workstations etc.
  • Continuing education in employee training: During training sessions, he new employees get only 40per cent of the information about the company's polices and procedures therefore is required for the company to educate and remind them all information to new and existing employees relating to the strategies, policies and concept that to be followed by an organisation. It helps in enhancing the skills their skills and knowledge so that they can contribute more than befor3e toward organisation performance.
  • Blending technical training with personal development: If it is founded that employees have less technical knowledge which stop them to perform better so it is the responsibility of the company to identify their weakness and implement specific training programs in order to convert their weakness into strength which makes a positive impact on the company's performance as well as employee's performance.

Topic 5. Recruitment and Retention of staff.

The two human resources functions which requires the company named Ramsay Health Care to formulate certain strategies through and planning

(CHUANG and Liao, 2010). The organisation can only be developed if they have skilled and qualified staff members to achieve their business targets and objectives. Therefore an organisation should need to focus on recruiting skilled and qualified employees and retain their existing talented employees so as to achieve organisation goals and objectives.

Recruiting Qualified applicants: In order to achieve desired goals and objectives an organisation should need to recruit skilled and qualified candidate therefore they need to conduct seminars, interview sessions, job fairs etc. which help in attracting large number of skilled and qualified job seekers. The company need to provide all details about jobs they offered so that the qualified applicant who has the technical skills required for job in company has easily attracted towards the organisational recruitment programs.

Retention of staff: In order to achieve growth and success of an organisation then it is required for the company to retain their loyal skilled employees who know their working environment very well. The company should need to formulate various strategies which fulfil the requirement of their existing employees in order to maximise level of satisfaction which also helps in motivating them in workplace (Buller and McEvoy, 2012). Retention of existing employees helps the company to reduce the turnover rate of the employees and achieve competitive advantage in the corporate world. Therefore if the company want to retain their existing skilled and experiences employees then they need to implement various strategies such as:

  • Compensation and rewards: The employee can be easily motivated through getting reward and compensation on their performance from the company. Compensation and reward plays an important role in retaining loyal employees to work within organisation for long time (Boella and Goss-Turner, 2013).
  • Job security: Job security helps in providing employees psychological and socio-economic stability which helps them to stay in company for long period. It make positive impact on the employees as they assured about their job stability which helps them to work freely without any fear.
  • Training and development: The company should need to conduct training sessions and development programs in order to improve the skills and abilities of their employees which helps in creating self confidence and motivation in their workers through which they can perof4rm they work more effectively and efficiently. If the employees feels motivated within workplace then they can contribute maximum to achieve desired targets and goals within limited period of time.
  • Transparent communication: The company should need to create a platform through which their employees can easily communicate to their top authority without following any process therefore Communication between the management and workers of an organisation must be transparent so that if any conflict or issue arises in workplace between the management and employees then it can be solved through providing effective solutions as early as possible which helps in behavioural change of an employee (Bloom and Van Reenen, 2011).
  • Reduction of workload: Workload force the employees to leave the company therefore the company should need to reduce the workload which helps the employees to get more motivated the organisation and therefore also helps in decreasing the turnover rate of employee.

Topic 6. Managing workforce diversity:

In order to achieve growth and success the organisation should need to manage workforce diversity in effective and efficient manner. There are five steps through which which Ramsay Health Care can manage diversity effectively:

Emphasize communication: The company should ensure that their employees have knowledge about their polices, procedures, safety rules and other important information in order to achieve desired goals and objectives (Aswathappa, 2013). The company should need to communicate and coordinate with their employees and helps them in understanding the role and responsibilities with the help of which they can attain positive results.

View employees as individuals: The company should need to evaluate the employees according to their individual performance. The company should need to direct the employers to judge employees on their individual performance rather than on personal factors. The HR manager should need to avoid discrimination polices and treat each employees equal which help in bringing motivation to them to achieve growth.

Encourage employees to work in diverse groups: An organisation have different skilled employees who perform to achieve their desired targets and if their skilled employees works as a team group then the outcome will be maximum therefore in order to recognize the strength of the combined efforts and talents of the existing employees the company should need to form a group who works together to achieve desired goals. Diverse work teams helps in knowing the employees about their capabilities and efficiency of one another.

Base decision on objective criteria: AN organisation should expect from all employees to meet their require standard in order to perform as per their efficiency (Anderson, 2013). The manager should need to identify the reasons of failure and need to take corrective measures to overcome these. The employees can be judged on their performance only and it is required of the company to focus on issue and problems related to the employees job and need to avoid personal issues.

Be open-minded: The company should need to share their polices and procedures clearly to their employees so that their employees feels satisfied while performing work to achieve organisational gaols and objectives. The company should need to give value to each culture, background of employees and should not to do discrimination.


From the given report it has been concluded that Human Resource Management plays an important role in growth and development of staff members. The company should need to conduct training sessions and development programs in order to improve skills and knowledge of their employees. It is also required for the company to monitor and evaluate the performance of staff member and identify the problems and issue that reduces the performance of employees and need to take corrective measures to eliminate risk and issue that will directly help in performance of employees and thus contribute more in improving performance of an organisation.


Books and Journals

  • Anderson, V., 2013.Research methods in human resource management: investigating a business issue. Kogan Page Publishers.
  • Aswathappa, K., 2013.Human resource management: Text and cases. Tata McGraw-Hill Education.
  • Berman, E. M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012.Human resource management in public service: Paradoxes, processes, and problems. Sage.
  • Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity.Handbook of labor economics. 4. pp.1697-1767.
  • Boella, M and Goss-Turner, S., 2013.Human resource management in the hospitality industry: A guide to best practice. Routledge.
  • Buller, P. F and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
  • CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service context: Taking care of business by taking care of employees and customers.Personnel psychology. 63(1). pp.153-196.
  • Hitt, M. A., and et. al, 2011. Strategic entrepreneurship: creating value for individuals, organizations, and society.The Academy of Management Perspectives. 25(2). pp.57-75.
  • Jiang, K., Lepak, D. P., Hu, J. and Baer, J. C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal. 55(6). pp.1264-1294.
  • Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016.Human resource management at work. Kogan Page Publishers.
  • Mellahi, K. and Collings, D. G., 2010. The barriers to effective global talent management: The example of corporate elites in MNEs.Journal of World Business. 45(2). pp.143-149.
  • Mendenhall, M. E. ed., 2012.Global leadership: Research, practice, and development. Routledge.
  • Mishra, S. and Suar, D., 2010. Does corporate social responsibility influence firm performance of Indian companies?. Journal of business ethics. 95(4). pp.571-601.
  • Moutinho, L. ed., 2011.Strategic management in tourism. Cabi.
  • Teece, D.J., 2012. Dynamic capabilities: Routines versus entrepreneurial action.Journal of Management Studies. 49(8). pp.1395-1401.
  • Westley, F. and Antadze, N., 2010. Making a difference: Strategies for scaling social innovation for greater impact. Innovation Journal. 15(2).
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