Course:- Pearson BTEC Level 7 - 
Extended Diploma in Strategic Management & Leadership
Subject:- Strategic Human Resource Management
Project Assessment

Assignment Brief

This project assignment is a part of the formal assessment for the programmeyou are studying.  Please refer to your Student Handbook for full details of the programme assessment scheme and general information on preparing and submitting assignments.

After completing the module, you should be able to:

  • understand how the strategic management of human resource contributes to the achievement of organisational objectives (LO1).
  • be able to develop human resource plans for an organization (L02).
  • understand human resource policy requirements in an organisation (L03).
  • be able to examine human resource management in an organisation (L04). 


Assume you are the Head of the Human Resource of a company/an organisation in an industry you have selected in doing this assignment. In this assignment, you are required to prepare and to present a strategic human resource plan to the board of directors in your company. The strategic HR planshould be done,with appropriate HR practices, to support the business objectives and development of the company in the next five years.

The report should coverthe following key components:

Task 1:

  • Executive Summary - this is asummary that highlights the objectives, estimated outcomes and values of strategic human resources management in business management nowadays.
  • Table of Contents - this is a list of main elements of the report, e.g. objectives, HR functions, development plans, budget, manpower requirements, etc.
  • An Introduction -this is to explain the purpose of the report and to critically analysethe importance of Strategic Human Resource Management (SHRM) for the benefits of the chosen organization. (Assessment Criterion 1.1)

Task 2:

  • Company Background - this is to outline the organization background - Nature of business, competitive strategy and business goals & objectives should be highlighted in addition to strategic business plans to be implemented.
  • An assessment of the purpose of various strategic human resource management practicesin the organization with theoretical base ofargument and application. (Assessment Criteria 1.2) 
  • An evaluation of SHRM in the contribution ofachieving organisational goals and objectives.(Assessment Criteria 1.3) 

Task 3:

  • In light of the organisation's business strategic plan, identify the key success factorsfrom the strategic human resources prospective. (Assessment Criterion2.1)
  • Then, design a structured human resource planning processand assess the human resources requirements in the next five years of the strategic plan. (Assessment Criterion 2.2)
  • Develop a Strategic Human Resource Plancovering all practices to support the implementation of strategic goals and organisational capability development. (Assessment Criterion2.3)
  • Critically assess how HR Plan can contribute to achievement of businessgoals and objectives. (Assessment Criterion2.4) 

Task 4:

  • From human resource operational prospective, justify the purpose of a clear and well-written human resources management policies of your organisation.(Assessment Criterion 3.1)
  • Identify and analyse two local regulatory requirements that have implication(s) on the development of HR policies in yourorganisation. (Assessment Criterion 3.2)

Task 5:

  • Critically analyse and assess the organisational structure design of the chosen company. (Assessment Criterion 4.1)
  • Organisational Culture has been identified as one of the critical enablers of organisational performance. Leverage proven theories or models to analyse the current organisation culture and propose new cultural elements for business strategic implementation.(Assessment Criteria 4.2)
  • Examine the current HR process or methods in measuringand monitoring the effectiveness of human resource management. (Assessment Criteria 4.3)
  • Propose and justify your recommendations to improve the effectiveness of human resource practice in your organization. (Assessment Criteria 4.4)
  • Conclusion - this provides an overall ending summary that highlights the main points of interest, e.g. review of the project objectives, forecast values and expected outcomes, etc.
  • References - Please use the Harvard Referencing Standard.
  • Appendices - elaborated materials andsupportinginformation. 

Student Guidelines

1. You should write this assignment in a formal report format.

2. You must ensure that the submitted assignment is all your own work and that all sources used are correctly attributed. Penalties apply to assignments which show evidence of academic unfair practice. (See the Student Handbook which is in the Induction Area).  Please also refer to the 'Guide to Unfair Practice in Assessment' on the module page on Canvas.

3. You MUST underpin your analysis and evaluation of the key issues with appropriate and wide ranging academic research and ensure this is referenced using the Harvard Referencing Style.

4. You should use diagrams and tables of figures where appropriate ensuring to reference their source using the Harvard Referencing method.

5. Recommended word count is 4000 words in order for your research and summarising skills to be developed. You are required to ensure that the assignment addresses all of the assessment tasks. Excessive word count will not be penalized for grade.

The word count excludes the title page, reference list and appendices.  Where assessment questions have been reprinted from the assessment brief these will also be excluded from the word count.  ALL other printed words ARE included in the word count.   Printed words include those contained within charts and tables.

6. Your assignment should be submitted as a single document. For more information please see the "Guide to Submitting an Assignment" document available on the module page on Canvas. 

Welcome to Module 10 
Strategic Human Resource Management
This Module consists of the Units shown below. 

Please select the Lesson you would like to print. 

Unit 1: Contribution to Achievement of Organisational Objectives

  • Human Resource Management
  • Strategy

Unit 2: Developiong Human Resource Plans

  • Business Factors
  • Human Resource Requirments
  • Human Resource Planning

Unit 3: Understanding Human resource Policy Requirments

  • Human Resource Management Policies
  • Employment Legislation

Unit 4: Examining Human Resource Management in an Organisation

  • Structure and Culture
  • Effectiveness






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Task 1

Executive Summary

Strategic Human resource Management or SHRM has become one of the most important aspects or sub-sets of strategic objectives in the recent times. While the businesses all around the world has become more & more dynamic, managing people or to be precise making good use of the skills of the people has become one of the most important requirements for any organization under consideration. Hence aligning the business objectives with that of the SHRM objectives has become the requirement of the day.

The company Google Inc. is one of the most sought after organization when the ranks for the best places to work is being considered. A closer inspection it is being found that the company follows a robust SHRM when it comes to managing talent & workforce across the world. However being in the technology industry, the company is always faced with the problems of talent getting lost to the competitors & thus the company is poised with the challenge of increasing the retention rates.

The evaluation of SHRM along with determining the KSF for the organization has resulted in finding out the factors which are being most stressed by the organization. For example the company has developed algorithms for almost everything starting from recruitment to selection to retaining employees, but in the whole process misses out somewhere on the human factor. While the company's practice of piloting the effectiveness of the HRM policies before rolling out is appreciable, but the company also needs to be flexible in terms of modifying the organization structure to suit the needs of the projects. Although this has been practiced in many places, but in many conservative countries the Google Inc. offices still do not prefer private time over the office time.

The employee satisfaction survey consisting of 20 employees being interviewed through online channels have also supported some of the views as expressed through the literature reviews. Hence recommendations would be framed by taking into consideration the survey results & the literature review.

Hence some of the recommendations include more focus towards understanding the individuals, more focus towards understanding the background of the people rather than relying on only analytics, a slightly hierarchical structure& change in the brand image of the company for the potential employees.

Table of Contents

Task 1 1

Executive Summary 1

  • Introduction 4
  • Strategic Human Resources Management 4
  • Importance of Strategic Human Resource Management 4
  • Purpose of the Report 4
  • Task 2 5
  • Company Background (Google Inc.) 5
  • Organization Background 5
  • Nature of Business 5
  • Strategic Business Plans 5
  • Competitive Strategy & Goals 5
  • Literature Review 5
  • Purpose of Strategic Human Resource Management (SHRM) for an organization 5
  • Evaluation of SHRM 6
  • Task 3 7
  • Identification of Business Factors 7
  • Identification of KSF for Google Inc. in SHRM derived from Business Factors 7
  • Design of a structured human resource planning process in the next 5 years for Google Inc. 8
  • Develop a Strategic Human Resource Plan 8
  • How HR Plan can contribute to achievement of business goals and objectives 10
  • Task 4 11
  • Justification of HRM Policies for Google Inc. 11
  • Local Regulatory Requirements 11
  • Task 5 12
  • Analysing & Assessing the Organizational Structure Design for Google Inc. 12
  • Analysing & Assessing the Organizational Culture for Google Inc. 12
  • Organization’s Culture at Google Inc. 12
  • Analysing the incumbent culture 13
  • Propose new Elements by analysing current HRM practices at Google Inc. 13
  • HRM Recommendations for improving effectiveness of HRM practices at Google Inc. 13
  • Neglect in Human Engagement Factor 13
  • Requirement for change in Recruitment image 13
  • Recommendations 13
  • Conclusion for the Report 14
  • References 15
  • Appendices 18
  • Appendix 1 - Employee Survey 18
  • Questionnaire 18
  • Sampling Process of Data Collection 19
  • Survey Responses Analysis 19


Strategic Human Resources Management

Strategic Human Resource Management or SHRM is one of the focused areas under the umbrella of HRM, which helps in aligning the HRM objectives of the company to that of the strategic goals, objectives and directions of the company under consideration(Alam, 2010). SHRM comprises of the different array modules or components such as recruitment, on-boarding, payroll management, work force development, employees retention programs, training the employees etc. For any growing company in a dynamic environment, managing the human work force will not only help in building efficiency but will also help in forecasting the future effectively.

It nicely depicts the role of SHRM in the context of the broader perspectives of the organization. As evident the SHRM also goes hand in hand with the operational & the strategic objectives for any organization. SHRM are mainly followed by the leadership who try to align the same with that of the business strategy(Guerci, et al., 2013).

Importance of Strategic Human Resource Management

  • SHRM would act as a strategic enabler or rather a catalyst for the broader organization perspectives(Adresi & Darun, 2017).
  • With successful implementation it could bring about exponential benefits by improving & workforce, retaining the experienced employees and thereby creating a dynamic work culture which could even further foster innovation & creativity.
  • Strategic Human Resource Management could also help in aligning the company objectives with that of the Govt. regulations, rule & procedures.
  • SHRM could also act as strategic tool for managing the labour union problems, staff problems etc.

Purpose of the Report

This report has been made with a view of providing the importance of SHRM with respect to the organizational strategies and correspondingly evaluating the same with respect to a real life organization in the world. At first an organization is being chosen, which in this case is Google Inc. All the relevant theories and models would be discussed with respect to the same. The report starts with an extensive literature review which analyses the different aspects of the SHRM starting from Key Success Factors, Culture, organizational design etc. on one hand & therefore critically evaluating the significance of these components across the organizational value chain. On the other hand a detailed SHRM plan has been evaluated with a clear focus of aligning the same with that of the organization's broad strategy. A five year Structured HRM plan will focus on the immediate, mid-term & the long term goals with a focus on increasing the efficiency & the efficacy of the organization. Finally the incumbent HR processes of the organization is being analysed followed by a recommendation section on the current areas of improvement for the company Google Inc.

Task 2

Company Background (Google Inc.)

Organization Background

The company Google Inc. develops and delivers products and solutions that manage information and database. The company is famous for its Google search engine on the internet. The company was founded by Sergey Brin and Larry Page in the year 1998. This is a subsidiary of the company Alphabet Inc. The company is headquartered in California(Google, 2018)a. According to many analysis, the company handles more than 70% of the search requests that is generated on the internet every day. 

Nature of Business

The company started off as a search firm but over the years it started developing and selling many other products. Google currently offers above 50 products and services in mostly the digital world. The company’s Google mail and android operating systems are very famous globally. Google acquired Motorola mobility recently and thus recently marked its foray into mobile handset business. Google is currently regarded as one of the most successful technological companies in the world. In the high tech market Google is at par with IBM, Apple and Microsoft(Google, 2018). Most of the revenue of the company is earned from its online search engine and through its advertisement platform called AdSense. 

Strategic Business Plans

Google has been looking at intensive growth strategies from a long time. The company primarily focusses on innovation and new product development as the major strategic business strategy. Google came out with Google glass and is currently working on driverless cars that are poised to be disruptors and game changers in the modern world with implications across multiple business domains and verticals. 

Competitive Strategy & Goals

The major strategy of Google is to develop innovative products and leverage Blue Ocean Strategy. Google is coming out with newer versions of Google chrome, cloud and analytics services that are currently being leveraged by multiple companies although in very nascent stage these products have been able to deliver considerable business values to the companies that are currently using the products(, 2018). The major competitors of Google are not Yahoo or Bing search but as per the founders the main challenge being faced by Google is from the company Amazon. Amazon does not provide search engine based solutions as a whole but it is so much into the retail and ecommerce business that if customers want to buy something then he or she will most likely search it on amazon and not on Google. 

Literature Review

Purpose of Strategic Human Resource Management (SHRM) for an organization

Strategic Human Resource Management or SHRM aims to optimize the HR Practices in an organization along with evaluating the solutions & support which provides the operational support for SHRM. For any well-centred & structured organization, the need of SHRM lies in the fact that it provides a guideline with respect to the future activities. Having a close alignment with that of the business strategy, SHRM also helps in understanding the recruitment strategies, retention plans along with the compensation benefits which could provide help in improving the company’s revenue.

Purpose of SHRM for Google Inc.

Google Inc. is one of the favourite places for the employees to work for in any country. Year after year, the company has been ranked within the top 5 places where employees love to work, rather than performing their day to day duties. But contrary to the expectations that the employees would be staying there for a long period of time, it has been noticed that the employees soon leave the organization in the need for better challenging opportunities in other companies(Rhatigan, 2016). Thus in the technology industry Google Inc. has one of the lowest retention rates and it closely rivals Amazon in this respect. One of the major reasons behind the same is that the technology industry is very much competitive in nature & when it comes to poaching the talented employees, these companies often go out of their capabilities to hire companies with huge compensation packages. Hence it is instrumental for the technology companies like Google Inc. to have focused SHRM in places which not only recruits & grooms talented people but also retain most of the talent. There have been cases, where the employee has joined the organization, gone through the training period and then left the company for pursuing better opportunities(Prabhu, 2014). This actually means a loss for the company in the form of training costs, employee retention costs and recruitment costs. Despite the company’s best efforts the best talented employees are gone to join the rivals. Thus Google Inc. should have SHRM in place which not only integrates the operational objectives and help in running the day to day activities but also help in achieving efficient practices in the future.

Definite Purposes of Google Inc. SHRM

To increase the retention rate of the employees.

To save on the training & the development costs by engaging talent for long term engagements.

Structured recruitment plan followed by grooming of the talent.

To integrated the operational metrics to that of the strategic objectives.

To create a culture of innovation & creativity.

To instill motivation which in turn would help in increasing efficiency.

Evaluation of SHRM

One of the major reasons of SHRM is to improve upon the organization’s performance. It could be evaluated through analysing the effective HRM practices & their implementation and thereby mapping the same with the benchmark practices in the industry. One of the quick ways to evaluate the SHRM in any organization is to study the reports of the various analysts and thereby understand their criticisms or debates with respect to the SHRM challenges and practices. SHRM evaluation could be envisaged by the following diagram below:

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