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Importance of Strategic Individual Resource Management

Strategic Human Resource Management is a vital factor in the establishment and existence of an company, as it concerns one of the extremely important aspects of resources that pertain to the presence of organisations. It is the platform, after which, well applied and handled, an organisation would be able to apportion and utilise other resources such as, Recycleables, physical and money that are also of major implication to the lifetime of the organisation.

Many scholars in neuro-scientific management studies have since come up with different meanings and ideas of proper human learning resource management. And in the ideas itself, gives definitive reasons and basis on the importance of strategic individuals resource management. A good example is two of the following scholars;

1. Corresponding to Schuler (1992)

"Strategic Human Resource Management is basically about integration and adaptation. It concerns ensuring

Human Resources (HR) management is completely included with the strategy and tactical needs of the company;

Human Resource policies cohere both across policy areas and across hierarchies;

Human Resource routines are altered, accepted and employed by the line managers and employees within their every day work. "

2. Michael Armstrong (2008) state governments Strategic RECRUITING Management as being

" A way of thinking underpinned by certain ideas rather than a set of techniques, offering the foundation of strategic reviews where the research of the organisational context and existing Individuals Resource practices brings about choices on strategic plans for the introduction of overall or specific Real human Resource strategies. It also concerns utilizing and monitoring of these strategies, to be able to ensure that the organisation's goals are achieved and its values are put into practice. "

Strategic Human Reference Management

Human Strategies - overall/specific

Strategic management - strategic role of Individuals Resources

Strategic Choice

Strategic Analysis

Figure 1. 1 - Strategic Human Reference Management Model

Source: Michael Armstrong (2008)

Michael Armstrong further states that the rationale of strategic Man Resource Management is dependant on three of the following propositions

Human resources or human being capital of any organisation play a tactical role in its success and are a major way to obtain competitive advantage

Human Resource strategies should be integrated with business programs (vertical integration)

Individual Human Source strategies should cohere by being linked to each other to provide shared support (horizontal integration)

To be able to run and operate an organisation effectively, management must have the best skilled people or specialist set up that will are able to formulate strategies and use them accordingly to be able to attain the overall organisations' aims, by aligning strategies with regards to set targets. The aspect of folks management is of a vital and sensitive element as, it allows for the each day operations of the company to operate both effectively and effectively, for as long as the right and best practices are in place. Without which, procedure of the company may cease scheduled to insufficient determination and work are affected immensely, as the resources are not well managed, in the long run, impacting other resources such as physical and financial.



Morrison was founded in 1899, by Mr William Morrison, as an egg and butter product owner in bradford. His child ken Morrioson overran the running of the company in 1952 and in 1958, it opened it's a tiny shop in the town centre. Ken Morrison has since since retired and the existing CEO - Mr Dalton Phillips.

As of 1967, it became a pulic limited company under the London Stock market.

Morrison grew a great deal larger when it obtained safeway - another english supermarket at the time. Currently Morrison is the fourth biggest supermarket in britain with over 400 stores disperse across.


The supermarket's Human Resources systems of the embrace a vast variety of proper management approaches which may have been developed and applied to permit the supermarket attain market progress and compete effectively with its competitors.

The Supermarket's Strategic Human Resource Management encompasses a wide range of activities that the management have to attempt, to be able to assimilate the organisation's recruiting with its objectives. These include;


This requires among other things, Selection and Recruitment - this is actually the sourcing of skilled and trained manpower labour to complete vacancies for the given job, and complementing the available human resources with the right careers. The sourcing of individuals resource may be done either internal or external of the company.

Performance Management and Incentive Systems

This includes appraisal of staff suggestions and overall shows on their jobs. Careers were analysed and defined accordingly and the employee's performance gauged relative to their tasks and responsibilities according to the job specifications. The reward system at the company were mishandled and mismanaged and those employees that have perform effectively do feel they would have to be compensated not only on short term accomplishments, but also long term.

Employee Development

Development of employees is a essential tool that has to be in place in every given circumstances. The ever changing business environment, due to new and advanced technology and work strategies, requires for employees to learn accordingly in order to have and maintain a standardisation in work routines. Using a performance appraisal can help in mapping out the desired needs for training for employees. Newly employed personnel may be put under some training throughout their induction, whereas, old time personnel is every once in awhile sent to do refresher lessons, as well as professional trainings which enhances employee's job development.

Employee Retention

With proper inspiration incentives set up, employees have a tendency to be of high morale and there is generally an increased dedication in their work, thus a higher performance and quality outcome is the resultant of this dedication. There is commonly little or no pointless absenteeism and on the other hand, a higher turnover in aim for margins.

Employee relations

This entails having an effective and formalised communication system for both within the company and its external environment. All work types of procedures need to be made recognized to both parties, that is, the management and employees most importantly. Employees have right to be involved or take part in techniques such as Unions in their work places. This can help in times of disputes with management, as negotiations may be presented in order to resolving whatever disputes, which might include; discriminations, harassment, etc.

Employee Maintenance

This is the supervision and monitoring of place of work in conditions of;

healthy and safety

Welfare policies that will help to retain the overall workforce

Statutory procedures and regulations with regards to the employment agreements.

Morrison strategic Individual tool strategies have put in place some bonuses that are in acceptance of its employees by the following (Morrison. com):

Staff Discount - employees are entitled to a staff discount card on commencement of their contract- yet another is given for the staff's nominated person, conserving a 10% every time you shop.

Profit sharing - given as a benefit at season end

Holidays - Entitlement of up to 29 days a year -includes loan provider holidays

Service honours - for long serving employees, given after 5 years of working with Morrison's

Pension Scheme - Available is an unbiased run contributory design.

Share save Structure - staff can be found opportunities to join a three - five time share save program providing the chance to save regular, with the option of buying shares at a low priced rate by the end of the scheme

Morrison is embarking on a new group of vision and ideals, principles which have a dynamic influence on their teams and placing Human Resource at the heart of the business agenda. They may have launched initiatives like 'can-do', 'great shop-keeping' and 'one team' that is meant to motivate its employees in their efforts and prize them for their performances consequently.



By getting a strategic human resources management system set up, Morrison Supermarket can operate its businesses effectively, for so long as the strategies are in position with the entire company goal. The contributions that may be impacted on the organisation, includes;

Market growth. The company might be able to improve and increase its potential by adopting strategies that will assist in staff motivations, performance appraisals and trends. Hence there would be less labour turnover, and employees would commit in their jobs and endeavour to attain set time structures and focuses on with a lot of eagerness.

Increase of Earnings - the high morale and devotion of employees will without doubt see a climb in income, as employees are enthusiastic on the jobs and try to have a superior quality of productivity in their productivity.

Shareholders and stakeholder likewise will be pleased and content with the entire performance which may be the course into earning of more customers, as the business might just well be rebranding itself in conditions of its reputation.

Expansion - the company will then seize the opportunity of growing into other provinces of the united states, as it is currently only located in the capital city. It may well invest in other telecommunication line of business, such as mobile networking.

Organisational development (OD)- this is thought as the

"The system wide request and transfer of behavioural technology knowledge to the organized development, improvement and refinement of the strategies, constructions and procedures that contributes to organisational efficiency" (Cummins and Worley [2005])

OD aims to help employees work better together to increase the operations in the organisation, such as formulation and execution of strategy and facilitate the change of the organisation and the management of change.

Team work - it motivates individuals to discover the value of working as a team. Many careers in company are a continuous process where in fact the possibility an staff may only being doing an area in which they have the skills and someone else, may be doing the other part, before it really is a completed process. Therefore, getting the most effective tactical human learning resource management systems will improve this process.

Strategic Human Reference Management overall purpose is to ensure that the organisation can become successful through people. Therefore the different elements and activities that define for its treatment to work, contributes basically to the achievements of organisation's objectives for the reason that it critically addresses issues relating to the management of folks (employees). The many activities allow for the formulation and execution of strategic strategies and decisions that have a permanent impact on the welfare of both employees and the organisation alike.

Other factors that induce the importance of strategic real human resource are federal legislation, globalisation, changing regulations for labour unions

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