MASTER OF BUSINESS ADMINISTRATION FROM UNIVERSITY OF NORTHAMPTON - UK Unit No/Title Unit 10/Strategic Human Resource Management Assignment No 1 / 1 Assignment Title A comprehensive analysis of Strategic Human Resource Management aspects of an organization Grading Opportunities Available Outcomes/ Grade DescriptorsLO 1 Research paper for students

MASTER OF BUSINESS ADMINISTRATION FROM UNIVERSITY OF NORTHAMPTON – UK Unit No/Title Unit 10/Strategic Human Resource Management Assignment No 1 / 1 Assignment Title A comprehensive analysis of Strategic Human Resource Management aspects of an organization Grading Opportunities Available Outcomes/ Grade DescriptorsLO 1

MASTER OF BUSINESS ADMINISTRATION FROM UNIVERSITY OF NORTHAMPTON – UK Unit No/Title Unit 10/Strategic Human Resource Management Assignment No 1 / 1 Assignment Title A comprehensive analysis of Strategic Human Resource Management aspects of an organization Grading Opportunities Available Outcomes/ Grade DescriptorsLO 1.1LO 1.2LO 1.3LO 2.1LO 2.2LO 2.3LO 2.4LO 3.1LO 3.2(((((((((Outcomes/ Grade DescriptorsLO 4.1LO 4.2LO 4.3LO 4.4(((( Date Set 05th August 2018 Due Date 23rd September 2018 Student ID / Name _______________ Signature ___________ Contact No __________ Submission Status Please ( Date of Submission _________________ Received by __________ 1st SubmissionRedo SubmissionLate Submission (One Month)Late Submission (Three Months)Receipt No Outcomes/Grade Descriptors Achieved (Please Tick) Outcomes/ Grade DescriptorsLO 1.1LO 1.2LO 1.3LO 2.1LO 2.2LO 2.3LO 2.4LO 3.1LO 3.2Outcomes/ Grade DescriptorsLO 4.1LO 4.2LO 4.3LO 4.4 Comments from Assessor Assessor (Name) Signature ____________________ Date __/__/__ Internal Verifier (IV) Comments IV (Name) Signature ____________________ Date __/__/__ Unit No/Title Unit 10/ Strategic Human Resource Management Assignment No 1 / 1 Assignment Title A comprehensive analysis of strategic human resources management aspects of an organization Statement of Authenticity I certify that this is my own work. The work has not, in whole or in part, been presented or published elsewhere. Where material has been used from other sources it has been properly acknowledged. If this statement is untrue I accept that I have committed an assessment offence. .. Registration Number/ Student Name . Signature Assignment Use your own workplace as a base for this assessment. However, if you do not have the access to your own organisation, you may select an organisation you are familiar with. Assessment Assume that you are a newly appointed Human Resources Manager in your Organisation. You will be required to write a report by covering following areas Explain the importance of Strategic Human Resource Management and the need for adopting both a medium- and long-term perspective in respect of human resource management. ( AC1.1) Assess the purpose of Strategic Human Resources Management and evaluate how it contributes to organisational objectives. The link between corporate strategy and human resource management strategy needs to be made clear to show their interrelationship and how the human resource management strategy supports and contributes to organisational purposes.( AC 1.2 and 1.3) Use your own workplace as a base for this assessment. However, if you do not have the access to your own organisation, you may select an organisation you are familiar with. Analyse the business factors that dictate the need to plan human resources by looking internally at the organisations requirements, as well as considering the influence of external environmental factors. ( AC2.1) Assess the human resource requirements of your selected organisation (AC 2.2) and develop a human resources plan building on the results of the work completed for AC2.2. Your plan needs to be SMART (specific, achievable, measurable, realistic, and time-based) targets and show how it can contribute to the achievement of organisational objectives. (AC 2.3 and 2.4) AC 3.1 and 3.2, explain the purpose of Human Resource Management policies in an organisation, show how they comply with legal and regulatory requirements. Organisational policies should be accessible and the implications and impact of the policies on managing the human resource need to discuss through analysis. You are the Human Resources Consultant who has been asked to review human resource management in an organisation. The organisation has embarked on a project to improve its human resource management. Write a report to the Head of the Human Resources Department by addressing Definitions of organisational structure and culture. Analyse the impact of organisational structure and culture on human resource management. (AC 4.1 , 4.2) Examine the monitoring of HRM in relation to contributing to organisational goals. Identify performance indicators that might be used and how the effectiveness of human resource management can be judged against these indicators. (AC4.3) Recommend improvements to human resource management, supported with justifications based on an analysis of a specific organisation in a specific situation. (AC 4.1, 4.2, 4.3 and 4.4) (review of the impact of structure and culture on human resource management, an examination of the effectiveness of human resource management and recommendations for improvement to be addressed in your report) Assessment criteriaFeedbackExplain the importance of strategic human resource management in organisationsAssess the purpose of strategic human resource management activities in an organizationEvaluate the contribution of strategic human resource management to the achievement of an organisations objectivesAnalyse the business factors that underpin human resource planning in an organisationAssess the human resource requirements in a given situationDevelop a human resources plan for an organizationCritically evaluate how a human resources plan can contribute to meeting an organisations objectivesExplain the purpose of human resource management policies in organisationsAnalyse the impact of regulatory requirements on human resource policies in an organizationAnalyse the impact of an organisational structure on the management of human resourcesAnalyse the impact of an organisational culture on the management of human resourcesExamine how the effectiveness of human resources management is monitored in an organizationMake justified recommendations to improve the effectiveness of human resources management in an organization Master of Business Administration from University of Northampton, UK (A comprehensive analysis of Strategic Human Resource Management aspects of an organization) on (Strategic Human Resource Management) by (18/NUMBA/0043 / L.L.C.H. Liyanarachchi) Human Resources Management Institute, Colombo Sri Lanka Submitted on (23.09.2018) Content Content 1.0 Introduction .. 1.1 Definition of Human Resource Management.. 1.2 Definition of Strategic Human Resource Management. 1.3 About Hayleys Fabrics PLC 2.0 Contribution of Strategic Human Resource Management…. 2.1 The importance of Strategic Human Resource Management.. 2.2 The need to adopt Long-term and Medium-term perspectives in respect of Human Resources Management 2.3 The purpose of Strategic Human Resources Management and the way it contributes to organizational objectives 2.4 Conclusion………… Developing a Human Resource Plan……. 3.1 Introduction 3.2 Analyzing the Internal Environment……… 3.3 Analyzing the External Environment…….. 3.4 Assessment of the human resource requirements of Hayleys Fabrics PLC.. 3.5 Developing a Human Resource Plan for Hayleys Fabrics PLC 3.6The way in which the above human resource plan will contribute to achieve the organizational objectives of Hayleys Fabrics PLC. 3.7 Conclusion Human Resource Management Policies.. 4.1 Introduction to Human Resource Management policies 4.2 The purpose of Human Resource Management policies.. 4.3 The way in which the human resource policies comply with legal and regulatory requirements.. 4.4 Conclusion……….. 5.0 Writing a report to as Human Resources Consultant. 5.1 Definition of organizational culture 5.2 Definition of organizational structure 5.3 The impact of organizational culture on human resource management…. 5.4 The impact of organizational structure on human resource management….. 5.5 Monitoring of HRM in relation to contributing to organisational goals and performance indicators that might be used for this purpose.. 5.6 Recommendations to improve Human Resource Mangement at Hayleys Fabrics PLC. 5.7 Conclusion………… References Diagrams and Charts Figure 1.1 The role of internal and external environments in Strategic Human Resources Management process. 09 1.0 Introduction A Human Resource Management department is present in any organization despite of its size or whether it is a public or a private organization. Human resources or the employees of the organization are managed by this department. 1.1 Definition of Human Resource Management Boxall and Purcell (2003) defined Human Resource Management as All those activities associated with the management of work and people in organisations As for the above definition, human resource management includes everything related to managing people and work of the organizations. Therefore, Human resource management is limited only to this particular task. Strategic human resource management, which is relatively a new term, has a broad scope than traditional human resource management. Strategic Human Resource Management is vital for the success of any organization. It enables the organization to be successful in this competitive, fast changing world, which goes ahead with new technological innovations. 1.2 Definition of Strategic Human Resource Management Bratton and Gold (2007) defined Strategic Human Resource Management (SHRM) as the process of linking the human resource functions with the strategic objectives of the organization in order to improve the performance. The above definition explains that the strategic human resources management is where the human resources of the organization are managed and directed to achieve the organizations strategic objectives, which will in turn enhance its overall performance. Unlike traditional Human Resource Management departments, strategic human resource management departments work in collaboration with the other departments of the organization in order to get a better understanding of the overall objectives of the organization. This will enable them to create their strategies in line with the overall objectives of the organization. There are two versions in the concept of strategic human resource management. They are, hard version and soft version. Hard version – It is business-oriented and aims to achieve competitive advantage by stressing the need to manage the people in a manner to obtain added value from them. Soft version – It treats people as valuable assets, who contribute to achieve competitive advantage through their committed and high quality involvement in the business. Although these are two different versions, present strategic human resource management is a mixture of both versions. 1.3 About Hayleys Fabrics PLC Sri Lankas pioneering fabric manufacturing company, Hayleys Fabrics PLC, which was formerly known as Hayleys MGT Knitting Mills PLC, was formed in 1994 as a subsidiary of Sri Lankas oldest conglomerate, Hayleys PLC. It manufactures fabrics under world renowned brands such as NEXT, Victorias Secret, BHS, George to the world market and it has the capacity to produce 2.5 million fabric meters per month. Following is the strategy of Hayleys Fabrics PLC Our ambition is to be an innovative textile manufacturer that creates value, over volume Adopting Strategic Human Resource Management for an organization like this is vital. In this section, the following points will be discussed. The importance of Strategic Human Resource Management and the need for adopting both a medium- and a long- term perspective in respect of human resource management. Assess the purpose of Strategic Human Resources Management and evaluate how it contributes to organizational objectives. Explain the importance of Strategic Human Resource Management and the need for adopting both a medium- and a long- term perspective in respect of human resource management. (AC1.1) 2.0 Contribution of Strategic Human Resource Management 2.1 The importance of Strategic Human Resource Management Strategic Human Resource Management came into prominence mostly since 1980s. It is the most important factor to achieve the strategic goals of an organization. The importance of the Strategic Human Resource Management can be described as follows Hiring and retaining of the best employees suitable for the specific tasks of the organization by matching of employees to the organizations strategic and operational needs is one of the main importance of Strategic Human Resource Management. This can be enhanced by aligning employee value proposition to the company needs, which is very important for the implementation of the companys strategies. The organization can recruit some of the best skilled persons by collaborating with universities and technical colleges as well. In addition, the organization should make sure that the above system should be improved and maintained periodically. Talent management is another important feature of Strategic Human Resource Management. The skills needed to implement the corporate strategy of the business are assessed through talent management. Talent management also includes the planning of the recruitment and managing of critical talents. This feature is very important today since knowledge based work has become more important in this globalized world. Creating a favorable work environment for the employees despite of their level of employment is another important Strategic Human Resource Management practice. This environment includes remunerations such as health and safety, work-life balance, industrial relations, rewarding and recognition. In addition features such as respecting diversity of the workers, guaranteeing that the employees will not lose their job is also included in this favorable environment. Apart from that, the regular meetings can be arranged to maintain dialogue, a proper mechanism can be arranged to handle grievances of the employees and the employees can be encouraged through informal channels such as sports, entertainment and cultural activities. Due to this feature, the happiness of the employees retains and this will encourage people to work more efficiently and energetically. As a result, the organizations overall performance increases due to the increased performance of the employees. As employers are happy and be loyal to the organization, they will not leave the organization. Therefore, the organization can retain its employees as well. Job design feature of Strategic Human Resource Management includes the definition of the job description of the employees and the structure of the job process and how the job is performed as a part of a group. This enable the employees will be able to maintain flexibility and autonomy while they work. Learning and development is the other important feature of Strategic Human Resource Management. The organizations encourage the employees of the organization to undergo trainings and enhance their knowledge on what they work on by promoting discretionary learning by creating a learning culture within the organization. Under this, trainings can be given to the employees who are already working and who are newly recruited for the organization. This will equip the employees with competences and capabilities to be flexible and reliable and successfully face the quick changes which are inherent in an industry like this. As a result, the organization will be able to achieve its strategic objectives. While creating a learning culture within the organization, learning of both the organization and employees are promoted and the flow of knowledge within the organization are managed under the Managing knowledge and intellectual capital feature of Strategic Human Resource management. Increasing engagement of the employees is another Strategic Human Resource Management practice. This persuades the employees to integrate themselves in the business to work towards the achievement of business goals. As a result, cooperation and trust is also built within the organization. Improving employee productivity within the organization is vital for its success. This can be achieved by creating a high performance culture, which is another Strategic Human Resource Management practice. This practice aims at encouraging the employees to show high performances such as, innovating, risk taking, building trust with both managers and subordinates etc. in areas such quality, customer service, productivity, profit, growth etc. which are critical for a business to grow. Strategic Human Resource Management not only encourages employees to do so, but also reward the high performers, according to the contribution they made. As Strategic Human Resource Management goes in line with the overall strategy of the organization, the organization will be able to build a clearer business strategy. It also assists the business to identify organizations threats and opportunities, which is vital for the businesss success. As mentioned above, the adaptation of Strategic Human Resource Management practices for an organization is very important. 2.2 The need to adopt Long-term and Medium-term perspectives in respect of Human Resources Management The main objective of Strategic Human Resource Management is to achieve the overall long-term goals of an organization. But, the organization needs to divide the Strategic Human Resource Management approaches in to two phases namely long-term and medium-term approaches due to organizations structure and environment which needs different time phases. Generally, the long-term goals of the organization which are used to achieve its overall objectives are based on the medium-term goals. Strategic Human Resource Management includes providing overall support to the business or organization through operational activities. This should be done through medium-term plan. The long-term goal of achieving overall strategic objectives could only be attained through proper execution of operational plans in medium term. Therefore, both medium-term and long-term approaches on Strategic Human Resource Management are of utmost importance. Assess the purpose of Strategic Human Resources Management and evaluate how it contributes to organizational objectives. The link between corporate strategy and human resource management strategy needs to be made clear to show their interrelationship and how the human resource management strategy supports and contributes to organisational purposes.( AC 1.2 and 1.3) 2.3 The purpose of Strategic Human Resources Management and the way it contributes to organizational objectives Employees or the people of a company are the most valuable assets of any organization. Managing them coherently and strategically is very important to achieve the overall objectives of the organization. Strategic Human Resource Management is the best approach which can be used to strategically manage employees to achieve organizational objectives. The organizations should consider that, the management of relationships of employees is the main drive that leads to the achievement of organizations growth, innovation and productivity. Our company also should understand that, our employees are the ones who create the identity of the company and grow the company responsibly and sustainably to create value. Strategic Human Resource Management could be used to attract and retain the people with best skills suited for different roles of the company. This will positively impact on improving the overall performance of the organization. The competitive advantage of the organization will also retain, as unique resources and employees are available in the organization than to its competitors. Talent management of the employees helps to improve the effectiveness and the productivity of the organization. Due to this feature, the organization can employ skilled staff who satisfies both present and future needs of the organization. Due to creating a favorable environment for the employees the happiness of the employees retains and this will encourage people to work more efficiently and energetically. As a result, the organizations overall performance increases due to the increased performance of the employees, they retain in the organization and they will give their best to the organization due to the increasing of loyalty towards the organization. Therefore, the time spent for selection and recruitment process of the employees will also be saved. This will enable the organization to meet the organizational objectives successfully. Under the job design feature of Strategic Human Resource Management, employees will get the opportunity of improving their productivity and they will be able to maintain flexibility and autonomy while they work. This will also stimulate their interest of working in the working place, which will in turn enable them to increase their productivity, high performance and job satisfaction. Strategic Human Resource Management maintains a Learning culture within the organization. These learning are assisting in promoting the overall objectives of the organization. This will result in the expansion of the skill base of the organization and the employees will develop the competence required for the workforce of the organization. The acquired competences and capabilities are used by them to be flexible and reliable and successfully face the quick changes which are inherent in an industry like this (Hayleys Fabrics PLC). In addition, managing knowledge and intellectual capital feature of Strategic Human Resource management makes sure that the knowledge acquired is retained and reused within the organization These are positively affecting the achievement of strategic objectives by the organization. Improving employee productivity within the organization which is another important feature of Strategic Human Resource Management reward the high performers, according to the contribution they made. This will empower the rewarded employees as well as the other employees to perform well within the organization. In Strategic Human Resource Management, the human resources managers think ahead and plan to cater the employees needs as well as assisting people to meet companys needs. By doing this, the organization will be able to achieve its goals and objectives in the long term. While focusing on long-term objectives of the organization, Strategic Human Resource Mangement makes sure that the day today activities of the organization are processing efficiently and effectively, which is vital for the alignment of human resources with the overall objectives of the organization. In summary A strong relationship between the corporate or business strategy and the human resource management strategy of an organization can be seen when Strategic Human Resource Management is practicing in an organization. By linking these two strategies the human resource managers expect to gain the maximum use of their human resource to achieve the overall objectives of the organization. Therefore they direct human resource practices and policies towards organizations overall goals. As a result, the way in which the human resource management practices in every division of the organization and how it is spread in every aspect of the organization have a direct impact on the overall objectives of the organization. Recruiting and retaining of best employees, further developing of employees skills by providing training programmes, rewarding of the employees and creating employee friendliness within the organization, which are carried out by Strategic Human Resource Management will contribute to achieve the following objectives of the organization Expand its market in the country as well as in the world. Enable the organization to improve the quality and speed of its products, which is one of the most important organizational objectives of this fast-paced market. Increase in the revenue of the organization will also can be achieved due to reduction of annual turnovers in the company. The company will be able to achieve competitive advantage due to the recruitment of better employees than to its business competitors. 2.4 Conclusion Strategic Human Resource Management is relatively a new concept where the employees of the organization are managed in manner to achieve the overall objectives of the organization. The importance of this concept can be described through its features such as, hiring and retaining of the best employees, creating a favorable work environment for the employees, Talent management, Job design, Learning and development, increasing engagement of the employees, improving employee productivity. Strategic Human Resource Management approaches needs to have both long-term and medium-term approaches, due to organizations structure and environment which needs different time phases in its implementation. By linking corporate and human resource management strategies, the human resource managers expect to gain the maximum use of their human resource to achieve the overall objectives of the organization. As mentioned above, by assessing the purposes of these features, one can come to a conclusion that, the Strategic Human Resource Management is vital to achieve the overall objectives of the organizations. Analyse the business factors that dictate the need to plan human resources by looking internally at the organisations requirements, as well as considering the influence of external environmental factors. (AC2.1) 3.0 Developing a Human Resource Plan 3.1 Introduction Human resource planning is essential for any organization to achieve its goals and objectives by identifying what type of people it should recruit in order to meet its both short-term and long-term goals, which will in turn lead to its success. Analyzing of the environment of the organization is essential in human resource planning. The environment of an organization subjects to constant change and it is characterized by extreme competition. Therefore analyzing of the organizations environment is essential for the organization to face this fast changing and competitive business world. The organizations environment can be divided into two types as internal and external. Since internal environment of an organization is associated with the internal aspects of the organization, the organization have the control over those factors for some extent through its management and the planning procedure. But external environmental factors are different and the organizations do not have any control those factors. However, they can take measures to favorably reacts those changes through planning and reduce the negative impacts they might have on the organization. The following figure shows the role of internal and external environments in Strategic Human Resources Management process. Figure 1.1 The role of internal and external environments in Strategic Human Resources Management process. The above figure shows that the internal and external environments are affecting both the business and overall strategy directly and other strategies of the Strategic Human Resource Management process indirectly. Therefore, analyzing the internal and external environments is very important for the effectiveness of the overall Strategic Human Resource Management process. 3.2 Analyzing the Internal Environment Mission or purpose of an organization Mission of an organization outlines the framework in which the organizations functions should be carried out. Therefore it indirectly decides the human resource policies. As organizations mission is the base for any function of the organization human resource policies also should be go in line with it. Therefore, it is necessary to analyze organizations mission in human resource planning. Strategy of the organization The strategy of an organization consists of ways and means of achieving the organizational objectives. Therefore, the implementation of organizational strategies should be supported by the human resource policies. Hence, strategy of the organization is one of the most important environment factors to be considered in human resource planning. Structure of the organization Structure of the organization can be divided as vertical and horizontal structures. Vertical structures are usually centralized while horizontal structures are centralized. Structure of an organization should be formulated in a way to enable the employees of the organization to work towards the achievement of strategic goals and objectives of the organization. Therefore, it is an important factor to be considered in human resource planning. Culture Each and every organization has a culture inherited to it. This can be considered as the foundation of the internal environment of an organization. Culture refers to as core values, beliefs, habits etc shared by the employees of an organization. Culture plays an important role in driving the organization towards its success. Therefore, analyzing the culture of the organization in human resource planning is of utmost importance. Size of the organization Size of a company or an organization can be measured through number of employees, annual income of the company, annual sum of productions etc. Human resources activities of organizations differ according to the size of the organizations. For instance, number of human resources practices is higher in large organizations than that of small and medium organizations. Therefore, the size of an organization is also should be considered in human resource planning. Past practices and traditions of the organization Past practices of an organization shows the good and bad sides of its practices for the organization. By analyzing the past practices and traditions of the organization, the best practices work for the organization can be identified. Therefore, the analyzing the past practices in human resource planning are of great importance. Growth of the organization Current and projected level of growth of an organization is another internal environmental factor. For instance, if the company is experiencing a rapid expansion or growth, the urge of excess human resources for the organization arises or when if the growth of a company is stagnant, the need of retaining current employees arises. Hence, growth of the organization is necessary to be analyzed in human resource planning. Trade Unions Almost all the organizations regardless of them being private and public organizations have trade unions which have been formed to promote the interests of the employees. When interests of the employees are protected, they work in the workplace happily. This will improve the efficiency of the organization. Hence, the interests of the trade unions should also be taken into consideration in human resource planning. 3.3 Analyzing the External Environment PEST Analysis PEST analysis is one of the ways of analyzing the external environments factors that affect the present and future operations of an organization. PESTEL stands for Political, Economical, Socio-cultural and Technological factors. Political factors Analyzing political factors are critical in Human Resources planning. Even though there is a relatively stable political situation in a country, the policy changes of the government can have serious implications on the operation of the organization. Therefore, considering political factors in human resource planning is very important. Political factors may include Amendments in government laws relating to labor, taxes, health and safety, environmental protection, consumer affairs etc. Introduction of new laws. Regimes changes. Changing of the governments policy. Global political changes, etc. Economic factors It is vital to analyze economic factors in human resource planning. Economic factors influence salary levels, organizations choice of recruiting and selecting of staff etc. significantly. Economic factors which can be analyzed include Inflation rate Tax reforms Cost of living of the targeted market Unemployment rate Exchange rates Gross Domestic Production (GDP) and Gross National Production (GNP) Availability of credit and finance, etc. Social factors Social factors also have a huge impact on the various aspects of human resource management of an organization such as recruitment of staff, adopting of employees to the culture of the organization etc. Hence, considering social factors in recruitment process is important. Social factors include Employment levels Age distribution Rate of population growth Living conditions Changes in the life style etc. Technological factors Today, the organizations are operating in a globalized world which characterized by constant advancement in technology. In order to go forward with the world, the human resources management department as well as the whole organization required to analyze the technological factors and adopt them in their planning. Analyzing technological factors will contribute the human resources planning can in numerous ways. For instance, when advanced technological tools are adopted by an organization, the work which has been done by 3 persons could be done using a single person. As a result, the human resources management department can downsize the number of employees in the organization. Apart from PEST analysis, the following factors can also be considered in external environmental analysis when planning human resources. International economic and political factors Due to the integration of the world economies as a result of globalization, the economic and political changes in the countries around the world has a huge impact on the national economies which will in turn affect the operations of the organizations as well as the human resource planning of an organization. For instance, even though the world economic crisis in 2008 was centered mostly on the United States and European countries, it affected the business organizations of all most all countries of the world, which were economically relying on those countries. This in turn negatively affected the salary levels, number of employees of those organizations. Therefore, it is vital to analyze the world economic and political changes in human resources planning of an organization. Actions of the competitors The competition among the business organizations are increasing day by day. All the organizations in the market are trying to lead their competitors using different tactics. Under such situation, the actions of the competitors have a huge impact on organizations human resource planning as well. For instance, one organization may try to attract the high skilled employees by using different business tactics such as high salaries, better working conditions etc. Therefore, as competitive organizations, the analyzing of the actions of its competitors is of utmost importance. Assess the human resource requirements of your selected organization (AC 2.2) and develop a human resources plan building on the results of the work completed for AC2.2. Your plan needs to be SMART (specific, achievable, measurable, realistic, and time-based) targets and show how it can contribute to the achievement of organizational objectives. (AC 2.3 and 2.4) Assessment of the human resource requirements of Hayleys Fabrics PLC Haleys Fabrics PLC is the pioneering fabric manufacturing company in Sri Lanka with the vision of being the most sought after manufacturer of fabric in South Asia (Hayleys Fabrics PLC, 2017). In order to achieve its strategic goals which are developed from its main vision, the company has to have a motivated as well as a skilled workforce. The human resource requirements of Hayleys Fabrics PLC are as follows Recruit and select the most right person for the right job The recruitment and selection process of our company should be directed at attracting the right person for the right position. By doing so, the overall efficiency and the effectiveness of the company will be enhanced. Building a motivated workforce for the company One of the key human resource requirements of our company is to build a motivated workforce, who is loyal to their company. This workforce required to be a dedicated group of employees who will work towards the improving the performance and quality output of the company by reducing waste. Improving and strengthening the capabilities and talents of the employees through training and development Hayleys Fabrics PLC is working with globally renowned fashion bands and focusing further to expand the business in the global arena. This requires a workforce who is highly innovative, reliable and flexible. In addition, the speed of the employees and quality of the products and services are also required. For this purpose we are required to improve the capabilities and talents of the employees. Aligning the employees with the corporate strategy One of another important human resource requirement is to align the human resource strategy with the corporate strategy. Corporate strategy is the overall strategy of the company which aims at the business success in the long-term. Therefore, human resource strategy, which is a part of the overall strategy, should be aligned with the corporate strategy to achieve the business success at the end. Rewarding the best performers and retaining the best skills Employees of the company are the most important asset of the company. Among them, there are human resources who have performed for the success of the company in an outstanding manner. These employees should be rewarded for the extraordinary work they have done for the company. This will encourage them to perform more as well as this will encourage other employees to perform well in the future. Create a working environment which encourages dignity, health and safety Any employee regardless of their position in the company is happy to work in a place where they secured and where their self-esteem is encouraged. This will help the organization to attract employees as well as to retain them. Non-discrimination in recruiting the workforce Work in our company is manual in nature. Therefore, the majority of our workforce consists of young, male employees. But as a company, we are required to have a gender balance in the workforce. In addition, it is our responsibility to not discriminate the employees on the basis of their social status, race, caste etc. Make the company a favorable place to work The happy employees will improve the productivity of the company. This will help the company to achieve its long-term success. Therefore, we should take necessary steps to keep the employees of our company happy. 3.5 Developing a Human Resource Plan for Hayleys Fabrics PLC As the pioneering fabric manufacturing company in Sri Lanka, Hayleys Fabrics PLC needs to develop a human resource plan to use the most important assets of the company to achieve the organizational objectives in the future. Following is the human resource plan for Hayleys Fabrics PLC. The following plan has used SMART (Specific, Achievable, Measurable, Realistic and Time based) approach. Recruitment and Selection The company needs to recruit new employees annually due to various reasons such as retirement and attrition of employees. The recruitment and selection of the employees can be done as follows In order to attract best talents, we are required to partner with universities and technical institutes of the country. Internship programs can be conducted to prepare individuals for future job requirements. An online application process for the job vacancies can be formulated where applicable. Recruitment and selection of the employees for different positions required to be non-discriminatory. This process is based on the criteria which are designed to attract the best person suited for the vacant position. As mentioned above, due to manual nature of the work at Hayleys Fabrics PLC, the majority of the workforce consists of males. Hence, in order to create a gender balance in the workforce, we are required to recruit more females for the administrative functions of our company. The recruitment and selection process of the company also should not be discriminated based on race, caste, class etc. Selection of the employees for laborers and machine operators can be done through an interview. Selection of other employees should be done through an aptitude test followed by an interview. Candidates who successfully go through the above processes will be recruited for the company. Training and Development The company required to improve and strengthen the capabilities and talents of the employees through training and development. These trainings can be given to both the newly recruited employees as well as for the employees who are already in work for a certain period. Training programs for newly recruited employees First of all, an orientation program which informs the newly recruited employees about the company, its objectives, policies, values and norms should be given. Secondly, a program to give a special introduction to the duties and responsibilities should be given depending on the type of job of each employee. A special training on machine technology should be given to machine operators and supervisors. In addition, the managers of different departments should be informed on how to train the newly recruited employees. Training programs for the employees who are already in the company for a period of time. Trainings on soft skills, leadership development and technical skills should be given for employees who are already in the company based on the requirements. For instance, when there is a technological upgrade in machines, a training program should be given for machine operators and supervisors to inform them about the upgrade. Other programs such as training programs on soft skills and leadership skills can be given on a periodical basis for different sections of the company. Engaging with the employees Employees are the most important assets of our company. Therefore, properly engaging with them is of utmost importance. We should be committed to provide a safer workplace for the employees of our company. This can be achieved through, Formulating a health and safety policy. Conducting awareness programs on health and safety among the employees. Since most of the employees are working with machineries, there is a huge possibility of them being subjected to accidents. Therefore, as mentioned above, special trainings on machine operating should be given to those employees. We are also required to create work/ life balance of the employees. This can be done in the following ways Giving opportunities for employees who are willing to actively take part in professional, religious, voluntary etc. organizations whenever possible. We can also design a flexible hour work model for our employees. 37 of our employees are members in 3 trade unions. Therefore, e should maintain favorable relations with the trade unions by conducting meetings between the management and the trade unions once a month. Formulating mechanisms to handle grievances of the employees, conducting regular staff meetings, conducting entertainment, environmental and sports activities and events for employees etc. can be also be used to make a favorable work place for employees. Our company can work towards creating a strong relationship with the employees family members through programs such as, awarding best performers at Grade scholarship examination and O/L and A/L examinations, organizing annual trips and get together. Our human resource strategy can be aligned with the corporate strategy in following ways The KPI (Key Performance Indicator) of the departments should be linked with the KPIs of the employees. Carrying out an annual performance appraisal for each employee and rewarding the best employees through promotions and salary increments. As a prominent textile manufacturing company, Hayleys Fabrics PLC is providing its employees with attractive, competitive and equitable remuneration. This remuneration should include an insurance coverage, reimbursement for OPD bills of the employees and their family members etc. We should make sure that, the formulation of the remuneration of each and every employee should be done with a huge responsibility and transparency, by taking their performance into consideration. 3.6 The way in which the above human resource plan will contribute to achieve the organizational objectives of Hayleys Fabrics PLC. The Recruitment and selection component of the human resource plan will contribute to achieve the following objectives in the following ways When the recruitment and selection process is based on the criteria mentioned in the business plan, the company will be able to recruit the best person for the particular position. Not discriminating the candidates based on different ethnicities, races, social background, classes etc. will also assist in this regard. In addition, the non discriminating selection criteria will help the organization to attract candidate from diverse orientations, which will give the company an opportunity to have a select from a large number of choices to recruit the best person for the particular job. By using online methods for the application process, where applicable as mentioned in the above plan, the company will be able to save a considerable amount of time spent for recruitment and selection process. As a result, the Hayleys Fabrics PLC will be able to achieve its objective of recruiting and selecting the right person for the right job in a shorter period of time. Training and development component of the human resource plan will assist our company to achieve our objectives in the following way As mentioned in the plan, by conducting training programs for newly recruited employees, they will be able to perform their duties well with a proper understanding of the scope of their duties as well as to perform their duties with minimum mistakes. This plan also suggests conducting training programs for the employees who are already in the workforce. This will enable the employees to equip with the skills and capabilities to successfully work in the industry where speed of delivering services and flexibility are inherited and the employees will be trained to respond to the fast changing conditions of the company effectively. As a result, the company will be able to achieve its goals of building a motivated workforce, which work towards the success of the company and improving the productivity of the company. Engaging with the employees component of the human resource plan will help the company to achieve its objectives in the following ways The human resource plan mentions the ways in which the employee engagement in the company should be carried out. As for the plan the steps which are suggested to taken on this regard will make the employees of the company happy. In addition, as these steps make the employees understand that the company is taking care of them as well as the employees, they will be loyal to the company. As a result the company will be able to achieve its objectives of improving the productivity of the company as well as to retain the best skilled employees in the company. 3.7 Conclusion Human resource planning is very important for an organization to achieve its overall objectives, which will ultimately leads to the overall success of the organization. For this, the analyzing of business factors is also very important. These business factors can be divided as internal and external factors. Analyzing of internal factors such as mission, strategy, culture, size of the organization and external factors such, political, economical, social, technological etc. factors of organizations enables the human resource managers of organizations to properly examine these environments and take precautions for any issues which will be faced in the future through human resource planning. Therefore, analyzing of these factors is very important for human resource planning. After analyzing the business factors, the human resource requirements of the organization should be assessed. This will help the human resource planners to base the planning on those requirements. After this assessment, the human resource plan can be formulated successfully. AC 3.1 and 3.2, Explain the purpose of Human Resource Management policies in an organisation, show how they comply with legal and regulatory requirements. Organisational policies should be accessible and the implications and impact of the policies on managing the human resource need to discuss through analysis. 4.0 Human Resource Management Policies 4.1 Introduction to Human Resource Management policies As for Armstrong (2006), HR policies are continuing guidelines on the approach the organization intends to adopt in managing its people. The above definition explains that, the human resource management policies are the long-term strategies which are required by the managers in managing the employees of an organization. These policies are formed as a solution for an issue related to the mission or operation of the organization. These policies are written in the form of rules which abide each and every member of the organization. 4.2 The purpose of Human Resource Management policies Following are the main purposes of Human Resource Management policies These policies ensure that an approach aligning with the organizational values are used by every responsible employee in the organization when they deal with human resource related issues. They form the basis for the human resource values of the organization to be enacted. The framework required to make reliable decisions and encourage equity in the way of treating the employees within the organization is provided by the human resource policies. These policies assist the managers to empower, devolve and delegate, as these policies guide the managers to act in particular situations, They assist in shaping the corporate culture. In addition to the above purposes, the human resource policies can be explained under the following categories. Structure The human resource management policies provide a structure to both the overall organization as well as for the human resource department. For instance, organizational policies such as number of working hours, disciplinary action procedures are shaped by human resource policies. Fairness The regulations such as providing equal employment opportunity in the process of recruiting the employees as well as in the management process of the existing employees is based on the human resource policies. Best practices Human resource policies can be used in routine analysis of the human resource departmental and overall organizational operations. This analysis is conducted with the objective of identifying the best practices (practices which have a positive on the organizations), which will be used in the future operations of the organization. Strategy Human resource policies are used as steps to achieve the goals in the strategic plan. Managers who formulate strategic map take human resource policies into consideration as one way of assessing the implementation of the strategic plan. Consistency These policies are used to prevent workplace conflict. As consistent operation in organizations can be achieved through human resource policies , there is an obligation that the human resource departments should use these policies in handling matters or issues related to employees. 4.3 The way in which the human resource policies comply with legal and regulatory requirements Generally, the legislations related to human resource policies recommend the minimum standards the policies should possess. These policies should be formulated according to the standards of the legislations applied in the country or area where the organization is in operation. Following is a list of the legislations in Sri Lanka which affect in the formulation of the human resource policies The constitution of Sri Lanka Main labor legislations Legislations which includes terms and conditions of employment Wages Boards Ordinance Shop and Office Employees Act Employment of Trainees Act Legislations which consists of social security Employees Provident Fund Act Employees Trust Fund Act Payment of Gratuity Act Legislations include occupational safety and health Factories Ordinance Workmens Compensation Ordinance Legislations which consists of employment of women, young persons and children Maternity Benefits Act Employment of females in mines act Employment of women, young persons and children act Legislation includes labor relations Trade Union Ordinance Industrial Dispute Act Termination of Employment of Workmen (Special Provision )Act Employees Council Act Apart from considering the above legislation, the following should be taken into consideration when formulating human resource management policies The human resource policy makers should be aware of the consequences of developing a policy according to legislations. The organization may be subjected to risk when certain policies are formulated and do not follow them. Employment claims will be blocked, when the legislations are ignored. For example, if the policy of recruiting employees based on non-discrimination is absent in organizations human resource policy, its recruiting team has no reason to consider that biased hiring is unfair. In this globalized world, when an organization has expand its business out of the country to the different parts of the world, the international legislations as well as the legislations of the countries to which they have expanded needed to be considered by the organizations human resource policy makers. There are legislations which are periodically applicable for organizations. i.e. provisions which are applied on election time. Those legislations should also be considered in formulation of human resource policies. 4.4 Conclusion Human resource policies which is another important component of human resource management, guide the human resource managers to manage the employees according to the labor legislations of the country or area in which the organization is in operation. If human resource policies are not adhering to the labor legislations of the country, the organization have to face many problems which may even lead to the closure of the whole business. Therefore, abiding by these labor laws in the formulation of the human resource policies is very important. Definitions of organizational structure and culture. Analyse the impact of organisational structure and culture on human resource management. (AC 4.1, 4.2) 5.0 Writing a report to as Human Resources Consultant 5.1 Definition of organizational culture Organizational or corporate culture is the pattern of values, norms, beliefs, attitudes and assumptions that may not have been articulated but shape the ways in which people behave and things get done. (Armstrong 2006) The above definition explains that the organizational culture provides the shape to the behavior and values of the employees of the organizations. 5.2 Definition of organizational structure An organizational structure defines how job tasks are formally divided, grouped and coordinated. Robins and Judge (2013) As for the above definition, organizational structure is the formal division and coordination of job responsibilities in an organization. The direction of these job tasks towards the achievement of the organizational objectives is also done under the organizational structure. 5.3 The impact of organizational culture on human resource management The organizational culture impacts the behavior of the employees and provides a framework for the above behaviors of the employees. The impact of organizational culture based on its components is as follows The values, which is one of the components of culture, impact the performance, competitiveness, team work, competence etc. of the employees. The values of the organization shape not only the behavior of organizations, but also the areas such as innovation, quality of the output etc. of the organization. The norms, which also can be defined as unwritten rules, is another component of organizational culture. It impacts the way in which the managers treat their subordinates, the way employees dress, work ethics of the organization, power distribution, loyalty of employees to the organization etc. Although they are unwritten, they can exert a huge pressure on the behavior of the employees as well the operation of the organization. The artifacts, is the other component of organizational culture which people can see, hear or feel this component. This is reflected in the working environment, the language and the manner in which the employees communicate within the organization as well as with the outside of the organization using written and verbal communication modes etc. The organizational culture impacts on the organization can be further analyzed in the following way The managers of an organization may have their own styles of management. But they are impacted to a great extent by the culture of the organization. In the same way, the ways in which the organizations employees interacting with each other may be unique to each of them. But one cannot ignore the fact that their interactions are shaped by the culture of the organization. The organizational culture is certainly responsible for promoting competitiveness among the employees, which compel the employees work in the best way they can. This will help to increase the productivity of the organization. The organizational culture influences on formulating certain policies which shows the employees the exact direction of the organization. It also helps the employees of different cultural backgrounds to unite under one culture and it brings all the employees to one platform, which finally contribute to create the organizations brand image As a result, the employees have a sense of feeling that all of them are a one unit. This definitely helps the organization to be successful in the future. 5.4 The impact of organizational structure on human resource management The impact of organizational structure on human resource management is as follows The organizational structure of an organization provides a framework for the functions of the organization. Through this, responsibilities are allocated to different individuals or groups of individuals, which are needed to achieve the overall objectives of the organization. This makes sure that, no two persons are assigned for the same job. As a result, the organization will be able to carry out the functions of the organization with the minimum number of employees. The productivity of the employees as well as the overall productivity of the organization increases, when the tasks for the employees are properly divided under a clear structure. The organizational structure helps the human resource managers to carry out their work efficiently and effectively. It helps them to identify the priorities of the organization as for the organizations corporate strategy and to align the human resources with these priorities. As a result, they can form job positions to make the best use of the skills employees possess. As human resource management can be carried out, the issues related to employees can also be solved effectively. It also provides an opportunity for the employees to develop their skills and grow within the organization. Therefore, it has a direct, positive impact on attracting, recruiting and retaining of the best skills for the organizations workforce, which in turn leads to the success of the business. By doing so, each and every employee can be fitted into the big picture of the organization. Granting specialized work for each and every employee of the organization results in improving their productivity. The organizational structure also enables the employees to understand the objectives they achieve through the work they do in present. When there is a positive organizational structure, the employees of the organization also shows positive attitude. Further, the employees of the organization get empowered and influenced by the managers of the organization, when they show strong leadership qualities. In addition, organizational structure organizes the employees in particular way and it shapes the relationships among the employees. This has a great impact on the employees. These conclude that the organizational structure has a direct impact on the employees behavior. Proper organizational structure also enables the different departments of the organization to have effective relationships among them. This will enable to work closely with each other with agood understanding and achieve the expected outcomes of the organization. This paves the way for the increased efficiency within the organization. Examine the monitoring of HRM in relation to contributing to organisational goals. Identify performance indicators that might be used and how the effectiveness of human resource management can be judged against these indicators. (AC4.3) 5.5 Monitoring of HRM in relation to contributing to organisational goals and performance indicators that might be used for this purpose The human resources management is one of the most important aspects of any organization. Human resources are the most important asset of an organization and managing them efficiently in a manner to achieve the organizational goals is of great importance. Hence, a regular monitoring of the human resource management in relation to contributing to the goals of the organization is very important. This will enable to increase productivity and efficiency of the organization. Following are the main long-term goals of Hayleys Fabrics PLC Further expansion of the company into new international markets. Improve the research area to develop new products. Make use of innovative technologies. Being environment friendly. Following are some of the common indicators which can be used to monitor human resource management in relation to contributing to goals of the organization Education and training of the employees Number of training programs conducted within a particular period indicates the human resource departments contribution towards improving the skills and knowledge of the employees, which in turn contributing to achieve goals and objectives of the organization. Efficiency of the organizations workforce By calculating the average time an employee takes to achieve the goals by completing their tasks will give an idea for the managers to take necessary steps to make sure that the goals are achieved by the expected time period. Retention of talented employees The retention rate of the employees of the organization within a given period of time (.i.e. year) indicates the organizations stability, the effectiveness of the remunerations, the working environment of the employees etc. All these indications show the employees capacity to achieve its goals. Welfare measures taken by the organization The funds are allocated in welfare of the employees improves the productivity of the employees which in turn affects the achievement of the organizational goals. Incentives Monetary incentives as well as the psychological incentives given by the organization to its employees to show the contribution of human resource department to empower the employees. These are contributing to achieve the goals of the organization. The quality of recruitment and selection Quality of the recruitment and selection of the employees to the organization determines the quality of the workforce of the organization. Hence, the quality of the organizations workforce indicates also indicate the human resource management in contributing to the organizations goals. Ratio of Manager to employees The number of employees who are working under one manager is another indicator to measure the effectiveness of the human resource management to achieve organizational goals. When there are low number of employees under one manager, the management process of the manager will be efficient due to absence of an unbearable workload. The above mentioned indicators are some of the indicators which can be used to monitor the effectiveness of human resource management to achieve its goals. The productivity of the organization can be achieved when the organization and its employees work together. The human resource department and the managers is the bridge which connects these two components. Therefore, the effective management of employees is very important for the company to achieve its goals in the future. Recommend improvements to human resource management, supported with justifications based on an analysis of a specific organisation in a specific situation. (AC 4.1, 4.2, 4.3 and 4.4) 5.6 Recommendations to improve Human Resource Mangement at Hayleys Fabrics PLC Hayleys Fabrics PLC is the pioneering and one of the prominent fabric manufacturers in Sri Lanka, with the vision To be the most sought after manufacturer of fabric in South Asia (Hayleys Fabrics PLC, 2017). In order to reach the vision as well as to achieve other organizational goals of the company, improvements in the human resource management is very important. Properly understand the needs, goals etc. of the organization and the industry in which it operates – In order to take the maximum benefit of human resource management, it is required to align human resource initiatives with the overall goals and objectives of the organization. Therefore, the human resource managers of the organization should have a good understanding of the industry in which the company (in this case fabric manufacturing industry) is operating as well as the overall needs and practices of the company. Likewise, the human resource practitioners of the organization should use the core corporate goals of the organization as benchmark in human resource management. Focus on organizations future challenges and requirements – One of the other areas which the human resource managers should focus is the future challenges and requirements of the organization. By doing so, they will be able to attract, retain and train employees according to the future needs and face future challenges successfully. For instance, Hayleys Fabrics PLC have to face future challenges and requirments such as technological advancement, global changes, agility in supply chain, be customer centric, be an innovative company etc. The human resource leader should also have a good knowledge about the skills, knowledge and culture of the organization. This will enable them to understand the overall needs of the organization and contribute to the organizational plans and changes. Work closely with the sales and marketing department – The human resource department required to maintain close ties with the sales and marketing departments of the organization, so the human resource managers can properly understand the customer needs. This will give them the opportunity to stay ahead of the needs of the customers and train the employees to cater to the needs of the customers. This will result in the formation of a customer base that is loyal to the company. For instance, the Hayleys Fabrics PLC will be able to focus on customer centricity using this approach. Constant Communication – The organizations human resource leaders also make sure that their employees are following the goals and objectives of the organization. This can be achieved through improving the constant communication between the human resource department and the employees and by periodically reviewing the performance of the employees. The constant communication also helps the human resource department to solve any problems faced by the employees at the initial stages before growing them into complex problems. Promotion of job vacancy from within the organization The human resource department of the organization should formulate a system to communicate the job vacancies that are arising within it to its employees first. This will give the employees the opportunity to apply for any vacancies that match their qualifications and get promoted. This will help in empowering as well as retaining the employees of the organization. Benchmarking the human resource strategies Finally, the human resource managers can benchmark the human resource strategies of other competitive organizations that are in the same field. This will give them the opportunity to identify any further drawbacks in the human resource strategies of the organization and find solutions for them. Further, this will enable the company to use its workforce effectively to compete with other competitive organizations. 5.7 Conclusion Organizational structure and culture are two of the most important aspects of an organization which have a huge impact on its human resource management. Organizational culture shapes the behavior and values of the organization while organizational structure is the division and coordination of job responsibilities. These two aspects, when properly formulated, have positive impacts on the efficiency and effectiveness of the organizations, which will help to achieve its overall objectives successfully. Since the workforce of an organization is an important asset, the regular monitoring of human resource management of an organization to examine the way it contributes to achieve the organizational goals is very important. This monitoring can be done using indicators such as, retention rate of the talented employees, the quality of recruitment and selection process, welfare measure taken by the organization. As monitoring of human resource is important, there is also a need to enhance the human resource management process of an organization by addressing any issues prevailing and further improve this process for the betterment of the organization. Properly understanding the goals of the organization, constant communication between employees and the human resource department, benchmarking human resource strategies are some of the recommendations to improve this process. Human resource management is a very important for an organization. Therefore it is the responsibility of the human resource department to take necessary measures to improve the efficiency and effectiveness of the human resource management, which will in turn results in the overall success of the organization. References Armstrong, M. (2006). A Handbook of Human Resource Management Practice (10th ed.). Retrieved September 15, 2018 from HYPERLINK https//enauczanie.pg.edu.pl/moodle/pluginfile.php/260296/mod_resource/content/1/Handbook20of20Human20Resource20Management20Practice2007494463152028129.pdf https//enauczanie.pg.edu.pl/moodle/pluginfile.php/260296/mod_resource/content/1/Handbook20of20Human20Resource20Management20Practice2007494463152028129.pdf Bhatia, B. (2014, September 03). Strategic human resource management. Retrieved August 29, 2018, from HYPERLINK https//www.slideshare.net/bhavi411/strategic-human-resource-management-38671277 https//www.slideshare.net/bhavi411/strategic-human-resource-management-38671277 Bratton, John Gold, Jeffrey (2007).Human resource management. theory and practice(4th ed). Palgrave, New York, N.Y Hayleys Fabrics PLC (2018). 2017/2018 Annual report of Hayleys Fabrics PLC. Retrieved September 02, 2018 from HYPERLINK https//cdn.cse.lk/cmt/upload_report_file/403_1527738181515.pdf https//cdn.cse.lk/cmt/upload_report_file/403_1527738181515.pdf Human Resource Management Business Impact. (n.d.). Retrieved September 08, 2018, from HYPERLINK https//www.ukessays.com/essays/business/answers-to-tasks-on-aspects-of-human-resource-management-business-essay.php https//www.ukessays.com/essays/business/answers-to-tasks-on-aspects-of-human-resource-management-business-essay.php Jayathilake, W.B. (2014 November). The Importance of Understanding the Business for HR Professionals. Paper presented at Proceedings of the HR Dialogue – 2014 of University of Sri Jayawardenapura, Sri Lanka. Retrieved September 20, 2018 from HYPERLINK http//mgt.sjp.ac.lk/hrm/wp-content/uploads/2014/12/031.pdf http//mgt.sjp.ac.lk/hrm/wp-content/uploads/2014/12/031.pdf Our Strategy – Innovative Textile Manufacture. (n.d.). Retrieved August 28, 2018, from http//www.hayleysfabric.com/who-we-are/our-strategy Robbins, S.P. Judge, T. A. (2013). Organizational Behavior (15th ed.). Retrieved September 12, 2018 from HYPERLINK http//bba12.weebly.com/uploads/9/4/2/8/9428277/organizational_behavior_15e_-_stephen_p_robbins__timothy_a_judge_pdf_qwerty.pdf http//bba12.weebly.com/uploads/9/4/2/8/9428277/organizational_behavior_15e_-_stephen_p_robbins__timothy_a_judge_pdf_qwerty.pdf S. (2010, March 04). Organisational Structure And Hrm 171. Retrieved September 07, 2018, from HYPERLINK https//www.slideshare.net/sampathkaru/organisational-structure-and-hrm-171 https//www.slideshare.net/sampathkaru/organisational-structure-and-hrm-171 Strategy and Human Resource Management. (n.d.). Retrieved August 26, 2018, from HYPERLINK https//books.google.lk/booksid6L4cBQAAQBAJprintsecfrontcovervonepageqffalse- https//books.google.lk/booksid6L4cBQAAQBAJprintsecfrontcovervonepageqffalse- Wachsberg, R. (2017, October 31). The Relationship Between Human Resource Practices And Business Strategy In A Business Organization. Retrieved August 28, 2018, from HYPERLINK https//medium.com/@richardwachsberg/the-relationship-between-human-resource-practices-and-business-strategy-in-a-business-organization-eb63a3ea7442 https//medium.com/@richardwachsberg/the-relationship-between-human-resource-practices-and-business-strategy-in-a-business-organization-eb63a3ea7442 Walsh, K., Sturman, M. C., Longstreet, J. (2010). Key issues in strategic human resources. Retrieved September 10, 2018, from HYPERLINK http//scholarship.sha.cornell.edu/articles/237 http//scholarship.sha.cornell.edu/articles/237 Why H.R.s Organizational Structure Matters. (n.d.). Retrieved September 5, 2018, from HYPERLINK https//www.business.com/articles/why-hrs-organizational-structure-matters-2/ https//www.business.com/articles/why-hrs-organizational-structure-matters-2/ Z. (n.d.). Job Design Definition Human Resources (HR) Dictionary. Retrieved August 29, 2018, from HYPERLINK https//www.mbaskool.com/business-concepts/human-resources-hr-terms/1811-job-design.html https//www.mbaskool.com/business-concepts/human-resources-hr-terms/1811-job-design.html Master of Business Administration from University of Northampton, UK Unit 10 – Strategic Human Resource Management This document is to provide the feedback on student academic success. This document is not a result sheet. Page PAGE 10 of NUMPAGES 32 Pearson BTEC Level 07 – Extended Diploma in Strategic Management and Leadership Master of Business Administration from University of Northampton, UK Unit 10 – Strategic Human Resource Management This document is to provide the feedback on student academic success. This document is not a result sheet. Master of Business Administration from University of Northampton, UK Unit 10 – Strategic Human Resource Management This document is to provide the feedback on student academic success. This document is not a result sheet. Business Strategy Internal Environment External Environment Overall strategy Talent Acquisition strategy Employee Engagement Strategy Reward Strategy Employee Relations Strategy Page No. 03 04 04 04 05 05 05 07 07 09 09 09 10 12 13 15 17 18 19 19 19 20 21 21 21 21 22 23 24 25 26 27 Page No. External Environment Employee Engagement Strategy Internal Environment IXgw7HYjOat2FZn O d y

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