An organization is an institution that follows the theory of working for a particular purpose for an organization related to business or other government purpose. The working of the organization has various departments which perform various tasks related to the operations and human resource management (Cummings & Worley, 2014). The human resource department of any organization is the strategic approach to the effective management system of workers so that the business can gain the aspect of competitive advantage.
Efficient human resource management of the organization help to make sure that the organization has sufficient advantage over the other companies in terms of both business and employment (Burke & Noumair, 2015). The following essay concentrates on the conceptual basis of the Strategic Human Resource Management (SHRM) along with the definition and aims of the strategies. The strategic approach of HR planning is being addressed with the basis of the Aldi Case Study in the given essay.
The concept of Strategic Human Resource Management is stated as the practise that is being conducted by the management of the organization for the mutual benefit for both the organisation as well as the individual through the process of attraction, development and the retention of the employees in the workplace. Strategic HRM is done for the benefit of both the organization as well as the individual employees who are working for the organization and the goals for the human management issue is to be addressed to make proper amendments for the management (Golembiewski, 2017). The SHRM strategies of the organization is to be measured to make sure that each of the practises of the organization is to be analysed according to the plans and implemented accordingly.
The Strategic Human Resource Management is defined as the business plan that is being implemented by the organizations for the implement, development and the retention of employees in the prolonged time (Bamberger, Meshoulam & Biron, 2014). The strategic HRM policy is to make sure that each of the employees of the organization have the required human resource management practises that are beneficial for the sustenance of the plan and the implementation of the strategies.
The aims of the strategic human resource strategies are as under –
One of the major strategies for the effective human resource management is the organizational effectiveness that is there for giving support to the human management practises and also to make sure that the organization develops policies to conduct the factors of the work like talent management, knowledge management and in general, creating a place to work for the employees (Buller & McEvoy, 2012).
Allocation of human capital is one of the other major components of strategic HRM which is defined as the assurance to have the skilled and highly professional employees in the payroll of the workplace to make sure that the working of the company is done in the proper manner.
Proper reward management section is one of the other strategies of the strategic human management strategies that is to include more talented employees in the realm and also to make sure that the efficient employees are rewarded as per their capabilities and methods implemented (Nankervis et al. 2013) .
Assurance of betterment in employee relationships and to strengthen the harmonious and cordial bond among the various sectors of the employees in the prolonged time are defined as major strategies of human resource practises. The human resource practise is to maintain the relation among the various classes of population and also to maintain the level of cordial feeling in the sectors of the time.
The ability to meet the diverse needs of the company is another major condidtion for strategic human resource management which is also employed to make sure that the company has proper needs for each of the employees in the prolonged period (Bratton & Gold, 2017). The company has diverse needs which needs to be met by the policies developed by the human resource management of the organization. The strategies of the human resource management of the enterprise helps to meet the diverse needs of the organization.
With proper implementation of human resource management, the company can gain tremendous level of competitive advantage over the other companies who have less efficient human resource management (Pinnamaneni, Xu & Findley, 2015). The companies that have comparatively lesser human resource strategies have less number of employees who are satisfied and have to deal with the different kinds of employee dissatisfaction on the account of various conditions and issues. The strategic human resource management of the companies have to deal with the specific conditions for the implementation of the proper plan for the betterment of the human resource department of the workplace (Jackson, Schuler & Jiang, 2014).
In the case study of Aldi which is a food retail industry analysis, the strategic human resource practises is one of the most required in the source. The food industry is measurable in the sense of quality products with the most affordable price range. The customers of the food industry always want to have the best quality food in the most affordable price point which make the strategies in the business real important to attract and retain customers in the long run.
The HR plan of the company is corresponding to the efficacy of the relationship in the prolonged time span. The HR plan of the company is to develop a workforce that is capable of handling the demands of the customers and also to employ their suggestions to the company for the betterment of the plan. The strategic HR plan of the Aldi is to assist the operations team in the maintenance of a cost effective plan for the products and also in human resource planning with the required job design which is made swithout compromising on the quality issues of the products which make the company one of the best in the fields (LLP, 2018).
The human resource department is to be assessed to make sure that the company has the best of the situation to work and the manpower to have the basis of the human capital in their production. The human resource department advocates the rights of the employees to the management and make sure that each of the employees have their basic right fulfilled within the stature of the company. This enables the organization to have the best of the employees and conduct the work and services for the person in the prolonged time span with utmost efficacy and brilliance due to the good strategic human resource management system.
The company has a positive competitive advantage thorough efficient human resource policy and should be assessed through the competitive advantage of the An Aldi case study. The company makes sure to implement the required assessment of the forces and to make sure that the company is not against the implementation of strategic forces for the human resource management of the services (Kramar, 2014).
One of the major strategic human resource management is the workforce planning that is to be done to make the organization a high performance organization. In order to have every change according to the planning of the company, the workforce planning is essential which is one of the most required planning for the strategic human resource management (Workforce Planning Is Essential to High-Performing Organization, 2018).
The overall workforce planning of the is mainly done to address certain issues related to the time frame and the data integrity concerns of the company. The control of the company is to be addressed along with the details of the company to make the workforce planning one of the basis of the issue. The forecast of the strategic human resource management is to be done to make sure that each of the workforce strategies have the level of moderate to high level of planning process.
The organizational practises that has been done by the company to make sure that each of the process of the organization is to be maintained by the specific HRM practises that needs to be assessed in the proper manner (Marler & Fisher, 2013). The multiple organizational strategies have to be maintained to make sure that all the requirements for the basic workforce planning is done and is sufficiently included in the HR planning of the task.
There are a number of HRM practise areas that needs to be measured and assessed in the organization for the proper management of the workforce. The workforce planning of the organization is to be measured to make sure that each of the aspects of the organizational structure is given the planning to have the required amount of workforce in the sense and the practise areas are measured for the benefits of the organization in the prolonged period of time (Kramar, 2014).
Strategic Human Resource Management is one of the most important aspects of the workplace organization as it helps the organization to have the better access to the workplace organization (Marler & Fisher, 2013). The strategic management of the organization is to make sure that each of the workforce planning that is being done in the organization is mainly measured by the people and the policies that are there in the process. With proper human resource strategies and planning it can be stated that the companies have a better competitive advantage over the other companies
One of the examples to the strategic approach of the Human resource practise is the HR planning which is to be addressed by Aldi to make sure that they have proper practises of human resource strategies and practises. With the better implementation of HR planning in terms of recruitment and employee retention, the company can strive to become the employer of choice and thereby affect both the reputation and the financial status of the company in the long period.
In conclusion, it can be stated that with the proper human resource strategies the company can have competitive advantage when compared to the other companies which does not have the proper human resource strategies to assist the management and the employees of the firm. The essay is the summation of the strategies human resource management concepts along with the aims and objectives of the said sources. The strategic human resource objectives of An Aldi Case Study was being done along with the workforce planning of the human resource management. The essay is concerned about the competitive advantage that the proper human resource strategies have in comparison to the companies that does not have such and the statement proves right in every sense as with better human resource strategies, the company has an advantageous position over others.
Reference
Bamberger, P. A., Meshoulam, I., & Biron, M. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.
Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), 43-56.
Burke, W. W., & Noumair, D. A. (2015). Organization Development (Paperback): A Process of Learning and Changing. FT Press.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.
Golembiewski, R. (2017). Organization development: Ideas and issues. Routledge.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), 1069-1089.
LLP, B. (2018). Introduction – Competitive advantage through efficiency – Aldi | Aldi case studies, videos, social media and information | Business Case Studies.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), 18-36.
Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2013). Human resource management: strategy and practice.
Pinnamaneni, N., Xu, D., & Findley, H. (2015). Strategic Human Resource Management.
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