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Implementing an SHRM Practice

Student Name
Submission Date
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Table of Contents
Introduction......................................................................................................................................3

The Impact of Best Practice SHRM Approach as a Line Manager Approach................................3

Conclusion.......................................................................................................................................4

References........................................................................................................................................5
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Introduction
This briefing note's objective is to present an outline of my analysis of the possible effect that
putting into practice a Best Practice SHRM strategy might have on my work as a Line Manager.
This note will discuss whether or not Best Practice SHRM is appropriate for my position, the
possible advantages and cons of this approach, and my preference for a specific SHRM strategy.

The Impact of Best Practice SHRM Approach as a Line Manager Approach

Best Practice SHRM aligns HR policies and practices with the organisation’s objectives and
initiatives (Raine, 2023). This approach assumes that proper HR procedures promote corporate
performance. As a Line Manager, I manage my department's daily activities and ensure they
operate smoothly using operational strategy as a SHRM practice. This SHRM Practice might link
my department's HR policies and practices with the organisation’s objectives and plans,
improving performance and productivity. However, the approach's applicability will rely on the
organisation and department's context and circumstances; thus, it should be thoroughly analysed
before implementation.
However, continuously monitoring and evaluating progress allows for the identification of areas
for improvement. This enables modifications to be made to the strategy and its execution to
ensure that it remains aligned with the aims and objectives of the department. Rewarding and
recognising personnel for their contributions to the effective execution of the operational plan
will motivate them to continue doing their best job. Providing staff with training and
development opportunities will assist them in understanding their roles and responsibilities in
executing the plan and acquiring the skills and knowledge necessary to accomplish the targeted
outcomes (Equality and Human Rights Commission 2023).
Implementing operational strategy as an SHRM best practice inside my department will involve
clear communication, a comprehensive plan of action, ongoing monitoring and assessment, and
an emphasis on staff development and appreciation. By implementing these measures, my
department will be better positioned to fulfil its goals and objectives and to give the highest
quality customer service possible (Improving line management - trades union Congress 2023).
In addition, I also like a contingency or "best fit" SHRM approach. This strategy enables me to
tailor HR rules and procedures to my department's requirements while meeting the organisation’s
objectives and plans. This technique is more flexible and better fits my department's demands
(Raine, 2023). As a line manager, resource-based SHRM might help my department perform
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better and be more productive. It also aligns departmental HR initiatives with the company's
broader strategy to accomplish objectives. Before applying any of these ideas, the organisation
and department's context and circumstances should be carefully considered.

Conclusion
As a Line Manager, the SHRM strategy depends on the organisation and department. Best
Practice SHRM may align HR policy and practises with business goals. It may also be rigid and
inflexible, making it hard to adapt to changing organisational objectives or departmental
challenges. As a Line Manager, operational strategy and a contingency or "best fit" plan may be
preferable. These approaches would let me customise HR policies to the department's needs
while fulfilling business goals. Resource-based SHRM, which emphasises leveraging the
company's resources to compete, may enhance department performance and productivity for line
managers.
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References

Equality and Human Rights Commission (no date) Home Page | Equality and Human Rights
Commission. Available at: https://www.equalityhumanrights.com/en (Accessed: January
25, 2023).

Improving line management - trades union Congress (no date). Available at:
https://www.tuc.org.uk/sites/default/files/Improving%20line%20management.pdf
(Accessed: January 25, 2023).

Raine, S. (no date) Developing reflexive practitioner digital reflection, ePortfolio. Available at:
https://eportfolio.sunderland.ac.uk/view/view.php?t=tJNPyTAM7Yp96jmQiX0z
(Accessed: January 25, 2023).