4.1 Critically analyse the impact of an organisational strategy, structure and culture on the management of human resources.

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Strategic Human Resource Management 

15.3 Business Management

Unit Reference Number


Unit Title

Strategic Human Resource Management

Unit Level


Number of Credits


Total Qualification Time (TQT)

200 Hours

Guided Learning Hours (GLH)

100 Hours

Mandatory / Optional


Sector Subject Area (SSA)

15.3 Business Management

Unit Grading Structure

Pass / Fail

Unit Aims
The aim of this unit is to develop learners’ understanding of how the effective strategic management of human resources supports the achievement of organisational objectives in different contexts. Learners will evaluate the contribution of strategic human resource management, and the application of leadership and management theory for organisational benefit.

Learning Outcomes, Assessment Criteria and Indicative Content

Learning Outcomes – the learner will:

Assessment Criteria – the learner can:

Indicative content

1. Understand the role of management of human resources.

1.1 Critically justify the importance of human resource management in organisations.
1.2 Assess the role and purpose of the strategic human resource management function and activities in an organisation.
1.3 Evaluate how human resource management is related to other functional areas.

Critical explanation of the nature and importance of human resource management in organisations: definition; features of HRM approach; HRM models: D Guest, M Patterson, best practice model, contingency model, Harvard Framework; personnel management and HRM; activities of HRM.

2. Be able to create a human resource plan for an organisation.

2.1 Assess the business factors to consider before human resource planning.
2.2 Determine human resource requirements in different organisational contexts.
2.3 Develop a human resource plan for an organisation.

Assessing the role and purposes: Strategy: HRM strategy; organisational strategy; HRM strategy benefits for organisations; interrelationships between HRM and organisational strategies; organisational performance and HRM strategy; HRM strategy influence on organisational strategy; organisational strategy influence on HRM strategy; value creation; human capital management; HRM strategy business focus; effective HRM.

3. Understand the role of legal and ethical issues in developing human resources policy.

3.1 Explain the purpose of human resource policy.
3.2 Assess the impact of regulatory and legal requirements on human resource policies in an organisation.
3.3 Assess the impact of business ethics, CSR, and sustainability requirements on human resource policies for an organisation.

Evaluating contributions of human resource management: evaluation of human resource management contribution e.g., characteristics, importance, techniques; the changing patterns of effective human resource management; the effect of globalisation; the use of IT.

4. Be able to plan develop human resource strategies.

4.1 Critically analyse the impact of an organisational strategy, structure and culture on the management of human resources.
4.2 Develop a structured, relevant and comprehensive HR strategy.
4.3 Critically monitor the effectiveness of human resources management.

Analysing the business factors: growth in business; changes in business; labour market competition; labour cost substitution; development of employee; control of labour cost; operations location; work nature changing; productivity increase; efficiency increase; technological impact; competition in business; declination of business.

5. Understand HRM approaches within organisations and their relationships with organisational performance.

5.1 Critically evaluate the relationships between business strategy and human resource management.
5.2 Explain the implementation and measurement of HR approaches using relevant metrics.
5.3 Monitor and evaluate a human resource strategy that supports organisational mission, vision, values and objectives.

Determining human resource requirements: personnel prerequisites identification: experiences, skills, qualifications, numbers; personnel matching to organisational prerequisites; basic prerequisite factors: skills, demand and supply of labour, workforce; external factors: policies of governments, education, employment, regional or industrial training; competitions in labour market.

To achieve a pass for this unit, learners must provide evidence to demonstrate that they  have fulfilled all the learning outcomes and meet the standards specified by all assessment criteria.

Learning Outcomes to be met

Assessment Criteria to be covered

Assessment type

Word count (approx. length)

All 1 to 5

All ACs under LO 1 to 5


4500 words

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