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Strategic Resource Management


strategic resource management is a part of human resource management. Its defining human as a resource of management. Human is the most important and very valuable resource for Management. Without human being not a single Organization cant achieve the organizational aims or goals. Human resource management plays very important role and strategy which use in acquiring, managing, and developing human physical and technical assets. And also play the play the role for business goals and objectives, strategies and process use to manage the marketing function.

The role of human Resource management in supporting business strategy

Human resource management : human resource management is
such a type of process which one plays roles with human related matter. Such as communication with the people, employee motivation, organizational development, health and safety, compensation, administration, training, etc And also human resource management is a strategy which related with employees work place culture and environment and inspires them to contribute to fulfill the organizational goals and objectives.

Human Resource Management Nature / Characteristics:

In human resource management has own Nature or Characteristics. Those are human resource management characteristics below

Naturally it is as present in all enterprises. Its focusing about results than the rules.

Help to the Employees development their full potential. Influence employees to provide their best to the organization. Try to maintain relationship between different levels employees in an organization. All about employee at work place, both as individuals and groups. Try to appoint right employee in order to provide good result Activity is multidisciplinary, utilizing knowledge and inputs drown from psychology, economics etc.


Human Resource Management: Functions

For the achievement of the objectives, Human Resource Management takes the following activities:

Human Resource Management as a resource. Recruitment, Selection and Placement of Personnel. For employees development they provide training. Review the performance of the employees. Social protection and welfare for the employee For organizational relationship set general and particular management policy. Recruitment for the Organizations. Help to the Employee development of all levels. Maintaining and developing motivation for workers by providing incentives Review and auditing manpower in organization


Role of Human Resource Management in Todays Business World

Management of these resources therefore is an integral part of business success. The main aim of this unit is to develop an understanding of how management function can affect the performance of business. The measure roleof human resource management are as follows.
1. Reduce absenteeism: without staff organization cant run the business.

Thats why organization needs to make sure staff attendance. Reducing absenteeism is an important part of human resource management. 2. Motivation the staff: motivate to the staffs is very important for an organization. If organization is able to motivate the staffs then organization staff turnover will go down. And as well absenteeism will reduce.
3. Team work: if organization makes sure the team work effective and

efficient then organization will run very well and its profits go high.
4. Recruitment and selection: when organization recruits new people they

need to makes sure they select right people in right place. Thats why organization selection should be perfect and right way. 5. Provide training to the staff: training is continues process. But after recruit people the need to be providing training to the staffs. After getting training staff will develop themselves. ( ole-of-human-resource-management-in-todays..)

The role of human resource management within an organization

The role of human resource management is important for the organization. Now days the human resource management is playing significant role. The TESCOs human resource management

Human resource at Tesco works with their problems, challenging unwritten rules, rolling out core skills to all the employees and performance to gain organizational targets. Tesco makes sure that each and every staff understands the benefit and role of the company relating to Tescos objectives and values. Although Tesco has variety of staffs from different backgrounds and culture, they are treated equally and are provided equal learning opportunities. A big Tesco challenge is to ensure that all of employees, wherever they work, know of the role they play and that they can clearly see how their actions affect of the overall business. The strategic policy (Future) started in the companys supermarkets, where its aim was to free up stores employees so they could do more and improve customer service. Tesco concentrates to providing a clear way of defining roles, responsibilities and activities for the employees. The systems all employees are responsible, accountable, consulted and informed. The techniques they are using for include analysis, problem solving, and plan to-do-review, for high performance. Tesco Quarterly board meetings always review human resource issues. Tesco now tracks human-resource information as closely as financial results. Tesco continuously look after on increasing the skills of its workforce. Tescos aims to make learning into a truly integrated part of its culture, as an important way of developing organizational flexibility and remaining one step ahead of its objectives. (

The processes that an organization uses to plan its human resource requirements

Human Resource involves getting information, making objectives, and making decisions to enable the organization achieve its goals. Human Resource is getting data on the Organizational goals objectives. One should understand where Organization wants to go and how it wants to get that.

The Human Resource inventory should not only relate to data concerning numbers, ages, and locations, but also an analysis of individuals and skills. Skills inventory provides valid information on professional and technical skills and other qualifications provided in the firm. Human Resource make calls for collection of data, the Human Resource audit needs systematic examination and analysis. Based on this information, one can be able to predict what will happen to Human Resource in future in the Organization. People are the greatest assets in any Organization. The Organization is freedom to develop their staff at full pace in the way ideally suited to their Owen capacities. The basics facto is that the Organizations objectives should be reached as near as possible, or matched, in order to give enough scope for the developing potential of its employees ( Business Business Discussion)

How to develop human resource in organization

TESCO is the big super market in the United Kingdom. Im describing how is doing their recruitments. TESCO recruitment and retention strategies:

Internal recruitment: TESCO first looks at their internal Talent Plan to full

fill the vacancies. This current process Employees looking for a move, either at the same level or by the promotion. If they do not get any suitable employees from their internal policies, then they ask their employee for their friend for the recruitments. Tesco advertises internally on its intranet for two weeks. (

Disadvantages of Internal policies:

Could be very few number of applicant they can get Couldnt get any new ideas from outside the business. Is could be the cause that organization couldnt get the upgraded candidates from amongst. Could be creating another vacancy for other section.

External recruitment : Tesco advertises vacancies via the Tesco website Or through vacancy boards in the stores. Applications are made online for managerial people. The People interested in store-based jobs with Tesco can approach stores with their CV or register though Job centre Plus. The store prepares a waiting list of people applying in this way and calls them in as jobs become available. (

Disadvantage for external recruitment :

Could be they get huge number of application. Sometimes its difficult to finding out the suitable people Organization has to expense huge money and time Sometime organization has to provide training for new employees

Retention policy of Tesco

All Organization has own retention policies. Tesco has as well. Those are the Tescos retention policy:
Training and development

Reward and benefits Pension Inclusion Communication

Health and safety

Training and development : Tesco offer for the employees training and
development. They offer a wide variety of training options and the training as flexible as possible. The offer those program, (1) Practical experience on the shop floor, (2) degree programmes, (3) growing their leadership team, (4) Tesco academy, (5) and talent development

Reward and benefits: Tescos pay system is competitive. And simple staff
rewards help to trust and loyalty to the employee. And all staff move to higher pay within a year and also offer wide range of competitive benefits with the labour laws & regulation, reflecting what employees value most.

Pension: as competitive reward package Tesco provide in each country. In

the UK offer an award winning defined wining benefits scheme that provide pension is employee service and carrier average earning.

Inclusive: Tesco proud to be a diverse business without an inclusive policy.

Tesco would miss out on significant talent within the community. Tescos board work hard to improve diversity across the group and this central to talent planning process. In 2011/2012 Tesco launch an ABC (African, Black British and Caribbean) network in the UK.

Communication: Tesco maintain the relationship with their employees. And

also communicate (1) employees feedback, (2) trade union, (3) whistleblowing Health and safety: Tesco provide health and safety environment for their employees. It is very vital that they look after employee and their customers as well by making sure Tesco has a safe place to work and shop. (

2.2 The technique use for employee development in an

Training and development: training and development is a continuas process for an organization. Its helps to employee motivation and effectiveness towards organizational goals and objectives.

Training need analysis: training need analysis is such a type of analysis help to identify where their employees training and development need. By the training and development employee retention and effectiveness will increase.

Difference training method

Cognitive training method: it is theoretical, such as:
Lecture: through from lecture, Demonstration: its infect manager will work and show the employee how to do this work and then employee have to perform. Discussion: its not related with lecture. Its infect two ways communication. Interact between trainee and trainer. Computer based training: its comes through by intranet or internet. It is totally computer based. Its one of the latest technology.

Behavioral training method: it is practical method. Its related with

job. Such as:

Games simulation: it is like Cricket or football team. Before game Team will get training and they will learn and perform. Business game: its one kind of gambling training. Only suitable for top levels management. Its use like a pilot project. Only those organizations are doing this kind of training who is financially very strong. If they successful then they will implement otherwise not. Roles play: employee get some role and then they will as an influential and motivational training. If it is successful then organization will get best output. Case study: By the written materials employee will find out what the problems are and what advantages. And employee will solve the problem and give suggestion as well.

Employee Engagement

Employee Engagement is infect one of the great target or activities of human resource management. It is basically one kind of emotional and Intellectual commitment as well.

Employee engagement technique

Offer more and more training Take care about employee family needs Working condition will be favors for employee Relation between top to bottom level will be both side Diversity all culture fair judgment for reward
Look after the society by the work of organization like

as charity, sponsoring etc.

like open communication and get feedback from top

Its comes from employee honest.

The benefits of training

Every day the business world is changing, organizations need to provide their employees with training throughout their careers. If they choose not to provide continuous training they will find it difficult to stay ahead of the competition. The other benefit of training is that will keep organizations employees motivated. New skills and knowledge can help to reduce problems. It also encourage to the employee that they are valuable enough for the organization to invest in them and their development. Training can be used to create positive attitudes through clarifying the behaviors and attitudes that are expected from the employee. Training sometimes can be expensive, as it is cheaper to train existing employees compared to recruiting new employee with the skills organizations need.


Analyse the effectiveness of human resource management strategy in supporting organizational strategy Physical asset:
Physical asset is two types 1. Tangible- which one is touchable 2. Intangible which one untouchable

For example: worker is tangible asset And worker knowledge is intangible Like any organization employee is doing the hard work and they increase the organizational reputation and customer will be satisfy with the organization. In the long run it will be physical asset for the organization.

Return investment by the human resource management

All the organization alloys keep doing their investment for return. Like the good performance from the staff. If their performance is good then the organization will get very good return from their investment.

Recruitment Metrics:
Right people in right place: organization is expensing money in every stage. In the same time cost is investment. For the whole process for right people in right place is Recruitment metrics. By the employee performance organization will be benefitted.

Monitoring and evaluating requirement and retention, bonus and remuneration policy:
Whole related with the cost, performance of employee. If the Organization Requirement and cost will goes down. That means if every time cost is reducing then organization will be benefited.

Skills Audit
In that skills audit of human resource management focuses skills need analysis. What the good skills organization has, and what skills they need. If they organization has enough skills then they can get high employee retention.

Why conduct a skill audit

If the Organization get any gap for existing skills and what skills they needs. If they got skills in organization then they can provide them training and development. If not possible then they will go for requirement again. Its related with organizational objective.

Job design:
It is very important and influential in human resource management.

Approaches to job design

1. Job enrolments: where the employee will give the opportune to do

different type of task. 2. Job rotation: Move once task to do another task. Advantage employee can get different type of experience. 3. Enrichment: Giving the employee more responsibility to do the task. 4. Work design: This method is based only the production based company.

Employment law

By the law reduce the bargaining power. Employee can get the knowledge about the organizational law and their rights in the organization. Thats why employee turnover will decries and organization will be benefitted.

Human Resource Evaluation method

Management by method: management by law infects a process of management. Human Resource Management is different, where Management and employee sit together and discuss the Method and complete their objective.

Behaviorally Anchor Rating scale: Behavioral anchor rating scale is a system where the target measuring by performance system.

The Role of Physical Resource Management in Supporting Business Strategy

Physical resource

Physical resource such a type of resource it must has tangible and economic value as well.

Return in investment and its contribution in business

When organization is expenses money then organization must want profit as a return in investment. For example, HALIFAX BANK buys some computer. It will be return investment. Because buying computer investment and Halifax expect they get good service from computer.

Asset control and its importance

Assets must need to be control and it is very important for the organization

Accurate: Assets control gives the organization accurate measure in the business organization. Accessible: asset need to be very easy to access. Actionable: after doing the measurement organization can take the action very easily. Flexible: by assets control anything organization can do very flexible. Tailored: Finding all problems by tailoring systems.

Inbound logistic That is infect Organization are receiving products by which ways those ways known as Inbound Logistic.

Contribution of Inbound logistics

1. Ensure that material received and related information is processed and made available promptly to production, store another department. 2. Completely and accurately document goods received and goods returned. 3. Accept only items that were properly ordered. 4. Accept only materials that meet purchase order specification. 5. Return rejected items promptly 6. Completely and accurately document all transfer to and from storage. 7. Properly transfer all materials requisitioned. 8. Maintain safe working conditions and storage of hazardous materials. (Need to be correction)

Outbound logistics

Outbound logistics is just opposite of inbounds logistics. It infect associated with storing, transporting, and distributing goods to the customers.

Contribution of outbound logistics

Timely delivery: Goods need to give deliver timely. Meeting customer demand with perfection: Need to fill up the customers demand and with good choice. Balance between supply and demand: need to do supply the goods within customers demands.

Security in organization

Security is very important for the organization. Need to very suitable security systems for the organization.

Operational performance

Operational performance focuses on the effectiveness and efficiency. Performance measure by the Organization depending on balance effectiveness and efficiency.

Contribution of operational performance

Quality Speed Dependability: Flexibility And cost

Resource allocation
Which resource organization has its needs to be allocated to the demands.

Resource optimization
Use the most effective resource in the cheep price on the basis of organizations capability.

The role of marketing in supporting business strategy

Marketing: Whole universe is market. By Philip kottlar defines

marketing as satisfying needs and wants through an exchange process.

Marketing is a set of activities where identifying the customers, sealing goads, earning profits, interaction with peoples.

For marketing products, place, price, promotion is main. And also for marketing terms to understand is very important 1. Products/ service mean 2. Needs/ you, need 3. Want 4. Value products need to be high quality 5. Satisfaction 6. Exchange

Function of marketing

1. Marketing research: Analyzing the market. What kind of products customers needs and what they want.
2. Marketing planning: This is the future plane of action. In marketing

how the product will make and how it will be in marketing. 3. Product development: Products must be satisfying to the customers.
4. Advertisement and seals promotion: for knowing to customer

about products need to be advertisement and give some sells promotion.

5. Selling and distribution: selling and distribution to the customers.

6. After sells service: for the marketing selling is not enough. Organization must need to careful after sells. For example after selling like one year manufacturing warranty.

7. Public relationship: monitoring the relation with public. For example like sponsoring, charity etc.

Strategic Marketing

It is infect focusing, identifying the marketing & anticipating, satisfying customers needs, profits and demands.

Marketing plans

For very success full marketing need to make the marketing plans. For marketing must follow those questions: Where are we now? How did we get there? Where are we heading? Where would we like to be? How do we get there? Are we on course?

Marketing planning steps

1. Situational analysis: analyze the market on the situation. 2. Market overview: Trends, market segmentation, targets market 3. Competitive review: Analyse the competitors and make the review for competitors.
4. Description of products/service: give description about the products

and special services for the customers. 5. About markets: Analyse the markets which strength can get and realize the weakness, opportunities and threats for the marketing. 6. Goals and objective: Need to clarify marketing objectives and sells goals.
7. Strategies: need seat up strategy.

8. Marketing budgets: make numerical plans like budgets. 9. Timing: Need to be very good timing is important. 10. Evaluation

Marketing mix: products fetters, pricing, packaging, advertising,

merchandising, distribution and marketing budget is needed to be very perfects.

Role of marketing plan:

(a) Its helps to ensure that marketing activity property focused and integrated

Importance of marketing
Marketing promotes product awareness to the public. Marketing helps to increase products sales.

Marketing buildup organizational reputation

Marketing Audit
It is infect one type of the inspection where organization can see marketing is going properly or not.

Marketing metrics

When organization is expense or for advertisement invest money for increase the sells. After that they observe what benefit they are getting back. Finding out the ways is known as marketing metrics.

Measuring marketing performance (ROI)

ROMI is all kind of investment organization is doing and all in return what profits organization are getting back. That known as (ROMI) marketing performance.

Post investment Appraisal

Thats means organization will invest money and after the investment. What investment organization done and what organization get in return, 1. performance vs objectives:

2. profit targets: it is infect depends on the investment 3. brand evolution: make the products brand familiar with customers

Market development
Established market development and target, identify target market, sectors and riches. It is also call information system in communication systems.

How Information systems management contribution to the achievement of organizational objectives Information systems
All the organization managerial style must need to information systems. It combination of hardware, software, infrastructure and trained personnel organized to facilitate planning, control, coordination, and decision making in an organization. 1. Information systems help business process and operations. It helps to manager to do their daily activities. 2. Support to making decision for managers and employees. 3. Managers use the information for the organizational betterment. 4. Help to making strategic decision for competitive business. 5. Also can help business to conducting their process different ways than their competitors. 6. Strategic role is also helpful for the planning of the organisation because through strategic role the future will be planned. For example, the TESCOS information system is TESCOS website. Information systems in management supporting
(a) Identifying business and information process: for setup identifies

business information process organization need to do the SWOT and PEST analyze.

For example, when customers want to buy goods through online systems then they can Ordered by through the organizational website.

(b) Evaluating IT investment: Before setup the systems organization need to

do analyze how much money organization invest and what they are getting back.
(c) IT strategy: set up good IT strategy for the organization (d) Benchmarking: For example organizations need 20 computers.

Organization will buy 20 Computers. That system is bench marking.

(e) IT spending: Need to spend for IT systems (f) Knowledge management: Need to be a very good knowledge

(g) Managing change: for the organizational betterment if organizations

think they need some changes. Then they should do changes and influence their employees to accept the change.
(h) Evaluating new technologies and after doing right measurement

organization do the Evaluate new technology.

Conclusion: All above discussion I could recommend that Human Resource

Management is the most important part to run an organization. So, proper implementation of rules regarding strategic resource management is always the positive aspect for any business organization.