Subject: HR project

Topic: First part: The Manager’s Role in Strategic

Human Resource Management

Under supervision of: Dr. Haidy Elmasry

Prepared by: Sarah Adel Mohamed

Eslsca MBA -61J
First part : The Manager’s Role in Strategic Human Resource Management

Abstract

This research is conducted to present SHRM In order to achieve the desired goals and
objectives of the organization, it is essential to ensure that policies and practices
formulated are in accordance to the goals and objectives. The main points that are taken
into consideration are, strategic management, hierarchy of strategy, human resource
strategy.

Introduction:

Strategic human resource management is the connection between a company’s human

resources and its strategies, objectives, and goals.
The HR departments that practice strategic human resource management do not work on
an independent basis. It is crucial for them to establish interaction with the other
departments within the organization Human resources managers formulate workforce
strategy and determine the functional processes necessary to meet organizational goals.
they must be familiar with every human resources discipline.

Literature review

When a human resource department strategically develops its plans for recruitment,
training, and compensation based on the goals of the organization, it is ensuring a greater
chance of organizational success. authors John Bratton and Jeffrey Gold identify strategic
human resource management as the "managerial process requiring human resource
policies and practices to be linked with the strategic objectives of the organization. A
number of human resources objectives support organizational goals, such as profitability,
business reputation, ethics and principles.
The models of strategic management have been classified into five categories, which have
been stated as follows:
1-Mission and Goals: it is necessary to formulate mission and goals. Mission provides
the description of organization’s values and aspirations. It is the mission of the
organization to provide direction to the individuals regarding how to implement their tasks
and functions in a well-organized manner. When the members of the organization at all
levels of the hierarchy are putting into operation their job duties, they need to be aware of

Sarah Adel Mohamed -HR project-Esl 61J 1

 organization’s mission and goals. Goals are the desired ends sought through actual
operating procedures of the organization.
2-Analyze the opportunities and threats existing in the external environment in order to
achieve organizational goals.
3-Formulate strategies that will match the organization’s (internal) strengths and
weaknesses with environmental (external) threats and opportunities. (SWOT analysis).
Strategy can be formulated at three levels, the corporate level, the business level, and the
functional level.
4-Implement the strategies is the execution of the plans and strategies, so as to
accomplish the long-term goals of the organization. It converts the opted strategy into the
moves and actions of the organization to achieve the objectives
5-Evaluate and control activities to ensure that organization’s objectives are duly
achieved as the strategy evaluation is an activity that determines to what extent the actual
change and performance is compatible with the desired change and performance

The strategy hierarchy

1-Corporate strategy refers answers the questions of “in which businesses should we be
in? and how does being in these business create or add to the competitive advantage of the
corporation as a whole?
2-Business strategy refers to strategic business unit (SBU) in a diversified corporation.
According to Michael Porter, a firm must formulate a business strategy that incorporates
either cost leadership, differentiation or focus in order to achieve a sustainable competitive
advantage and long-term success.
3-Functionalstrategies include marketing strategies,new product development strategies,
human resource strategies, financial strategies, legal strategies, supply-chain strategies,
and information technology management strategies functional strategy is concerned of
each department’s functional responsibility. Each functional department attempts to do its
part in meeting overall corporate objectives, and hence to some extent their strategies are
derived from broader corporate strategies.

HR strategy is formulated and implemented to facilitate the business strategy goals at the
functional level.

Sarah Adel Mohamed -HR project-Esl 61J 2

Strategic HR planning

In light of the above, you will need to create a strategic HR planning process starting with
Developing a thorough understanding of your company’s objectives then Evaluate your
HR capability then analyze your current HR capacity, estimate your company’s future HR
requirements, Determine the tools required for employees to complete the job, Implement
the human resource management strategy and Evaluate and taking corrective action.

The 5 HR strategies that you can follow to meet your organizational goals.

1-Restructuring strategies: This includes reducing staff, regrouping tasks to create well-
designed jobs, and reorganizing work groups to perform more efficiently.

2-Training and development strategies: This includes providing the current staff with
training and development opportunities to encompass new roles in the organization.

3-Recruitment Strategies This includes recruiting new hires that already have the skills
the organization will need in the future.

4-Outsourcing strategies: This includes outreaching to external individuals or

organizations to complete certain tasks.

5-Collaboration strategies: This includes collaborating with other organizations to learn

from how others do things, allow employees to gain skills and knowledge not
previously available in their own organization.

Conclusion

Strategic human resource management (SHRM) is referred to the managerial process

requiring human resources policies and practices to be connected to the strategic
objectives of the organization. In order to carry out the job duties in an appropriate manner
and achieve the desired goals and objectives, it is necessary for the organization to
formulate effective and meaningful strategies. It is the process of establishing connection
between human resource function and the strategic objectives of the organization.

Sarah Adel Mohamed -HR project-Esl 61J 3

 Second part -Case study

Company overview: El Nile for Agricultural & Animals Production is a part of north
Africa regional office of company “Multiple Directions Ltd”. (which is a Sudanese spread
company works professionally to detect, improve and market Sudanese through smart
partnerships with both small – scale producers and private sectors.)
Regional office founded in Egypt as a trading intermediary for the strong economic
relationship between Sudan, Egypt and north Africa and it is Now become one of the
biggest regional companies participating in the Regional food security.
Multiple Directions company Ltd presented in north Africa regional office provides
standard, competitive, healthy & high quality products since it follows a certain
methodology that is grounded on innovation and constant development, to eventually
release final products in the best way that matches the requirements of its market. The
persistent success and excellence realized by AMC is due to the collective cooperation
and synergy of all its collaborators from in and outside the company.

In 2020 we applied the categories of strategic management as follows

1-Vision: Being One of the top 20 global developers of Agricultural & Animals Products
worldwide
Mission: Contributing to the development of animal and agricultural exports through:
Productive development and develop partnerships, Global marketing excellence
To contribute to serving our customers in North Africa countries by providing:
Health Products – International Quality Standards – Competitive Prices
Adopted Values: Excellence – Integration – Innovation and Creativity
Principles: charity – participation and synergy – creativity and innovation
Excellence – maturity – integration

2-Analyze the opportunities: The matrix of SWOT analysis is an important tool through
which managers can compare the information and provide four types of strategies.
Comparison of the internal and external key elements of this matrix is the most important
part, as it requires a precise judgment.

Sarah Adel Mohamed -HR project-Esl 61J 4

 SWOT analysis

Strengths Weaknesses

 Competitive delivery and supply lead  Selection & evaluation standards of

time. partners, customers & suppliers.
 Existence of strong partners.  Internal and external communication.
 Clear vision.  Policies and procedures
 Upper management ambitiousness.
 Competitive prices.  Technicality.
 Financial capabilities & good credit  Change resistance.
classification

Opportunities Threats
 Competitive advantages of products.
 Social orientation for production.  Political changes.
 Good Regional and international  Currency exchange rate.
political relationships.  Governmental routine.
 Market potential.  Lack of technical calibers.
 Market price gaps.  Strong competitors.
 Global demand increase for food
products.

3-Formulate strategies
In order to prepare a SWOT Matrix, the following eight steps to be completed:
1) Prepare a list of major opportunities of the organization’s external environment.
2) Prepare a list of major threats of the organization’s external environment.
3) Prepare a list of major strength of the organization’s internal environment.
4) Prepare a list of major weaknesses of the organization’s internal environment.
5) Compare internal strengths with external opportunities and enter the result under the
SO strategies.
6) Compare internal weaknesses with external opportunities and enter the results under
the WO strategies.
7) Compare the internal strength with external threats and enter the results under ST
strategies.
8) Reducing internal weaknesses and avoiding external threats

Sarah Adel Mohamed -HR project-Esl 61J 5

 4-Implement the strategy: El Nile organization is heading towards attaining its core
objectives, which is high participation in regional food security and establishment of social
economy through mobilizing the potentials of the community, and seizing the economic
opportunities by optimally appointing the natural resources, to acquire a considerable
global market share for the developed and sustainable export.

HR strategy is formulated and implemented to facilitate the business strategy goals at the
functional level and the human resource department is charged with many functions,
including recruitment and selection, training and development, benefits administration and
employee relations. An annual strategic plan should focus on ways to increase proficiency
in these areas while taking into consideration the best interest of the company and the
employees.

References:

Books

Fred R. David,16e, Strategic Management A Competitive Advantage Approach, Pearson

7 Steps to Strategic Human Resource Management

John bratton,Human Resource Management, 6th edition(2017), Red Globe Press

Articles

7 Steps to Strategic Human Resource Management

https://www.deputy.com/blog/7-steps-to-strategic-human-resource-management

HR & Business Planning

https://smallbusiness.chron.com/hr-business-planning-16871.html

Strategic human resource management practices: effect on performance

https://www.emerald.com/insight/content/doi/10.1108/20400701011073455/full/html#id
m46330819438512

What Are HRM Strategies?

https://smallbusiness.chron.com/hrm-strategies-59260.html

Sarah Adel Mohamed -HR project-Esl 61J 6