Strategic Human Resource Management Sample

Introduction: Strategic Human Resource Management

Optimizing the potential of employees through organizational design, talent administration, leadership growth, strategic plans as well as performance administration inside the HR department is the goal of SHRM. The report will state that Organizational sustainability and achievement are significantly influenced by SHRM. This critical analysis emphasizes the nature as well as the importance of SHRM, particularly in terms of Dyson, a UK-based business. It will focus on dealing with issues like decreasing employee turnover, quick growth and a growing workforce. Developing an HR strategy that works for Dyson will require integrating different tools, taking into account current issues, following legal regulations, aligning with organizational strategy as well as culture and continuously tracking HRM activities. This all-encompassing strategy guarantees the HR department's effective reorganization and redesign to meet obstacles and seize possibilities.

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PART A  

Critically examine the nature and importance of strategic HRM in organizations.

In an organization, strategic human resource management (SHRM) is essential to the operation, expansion and sustainability of the enterprise. Given Dyson's situation, a UK-based business experiencing a 20 percent rise in staff as well as rapid expansion knowing the advantages and disadvantages of SHRM is essential to successfully restructuring the Human Resources department.

At Dyson, SHRM guarantees that HR procedures are precisely in line with company objectives, improving productivity and fostering achievement all around. Important areas of emphasis involve hiring and retaining talent, tackling the problems caused by high turnover of workers through efficient hiring practices as well as staff development and creative retention tactics. The focus lies in recognizing and developing essential competencies for Dyson's growth while cultivating an encouraging workplace (Zehir, 2020). Dyson's SHRM program has its share of difficulties, despite its benefits. A possible obstacle to the smooth incorporation of SHRM practices could be resistance from current HR procedures. There could be short-term interruptions if staff members who are used to established processes find it difficult to adjust to new tactics. Concerning this is also the high cost of creating and executing strategic HR projects. With decreasing turnover contributing to present financial difficulties, Dyson needs to be prudent with its time, money and expertise allocations.

SHRM places a high priority on addressing worker’s productivity as well as involvement. The strategic HRM method promotes an optimistic workplace because it recognizes that motivated staff members are typically more dedicated and productive. This entails offering plenty of chances for growth and recognizing the contributions of staff members. During times of rapid expansion, such procedures are especially important for Dyson to maintain a highly inspired and productive workforce while assisting in navigating the associated difficulties. Moreover, SHRM encourages versatility and adaptability in Dyson's HR procedures. Given the fluidity of business environments, a tactical strategy gives HR staff the ability to proactively modify procedures and rules to stay responsive to changing circumstances, like the recent decrease in turnover and growth initiatives. With this flexibility, Dyson's HR department can play a key role as a guide through the complex organizational structure of the business (Haque, 2021).There is a chance that short-term targets will be overemphasized in pursuing the achievement of strategic HR goals, especially when growth is fast as well as turnover is declining. To meet its future growth and sustainable development goals, Dyson has to balance its HR tactics. Worker resistance to modifications to HR procedures or policies is another frequent issue. To deal with issues, gain worker buy-in, as well as enable an easy shift towards strategic HR practices, Dyson must implement efficient interaction and methods for managing change.

Assess the role and purpose of strategic HRM activities in organization.

SHRM is essential for HR restructuring at Dyson because of the company's decreasing employee turnover, significant employee growth etc. To ensure flexibility and adherence throughout organizational changes, SHRM connects Dyson's staffs with company’s objectives through an emphasis on planning the workforce strategically, legal observance, change administration, and performance measures.

At Dyson, the SHRM plays a crucial role in coordinating HR procedures with the organization's overall business goals. The main objective is to comprehend and endorse Dyson's objectives, guaranteeing that HR endeavors have a direct impact on the organization's prosperity. SHRM is essential to attracting and keeping talent in the setting of Dyson's growth and increasing employee turnover. To match recruitment tactics with the ever-evolving requirements of the business, strategic HR initiatives aim to draw in and keep top talent, especially those who specialize in research, architecture as well as engineering. Furthermore, staff engagement and organizational culture development at Dyson are greatly aided by SHRM (Al-Jedaiah, 2020). Conquering the difficulties brought on by rapid expansion and decreasing employee turnover requires developing a positive workplace culture that prioritizes creativity, teamwork and purpose. Keeping a driven and involved workforce is one way that SHRM helps to boost productivity. In reaction to Dyson's growth, training and development are also given top priority in SHRM initiatives. These initiatives seek to improve workers' abilities while keeping them abreast of market developments and technology breakthroughs. This boosts each person's professional development while also enhancing Dyson's general competitiveness in a fast-paced market.

SHRM serves several vital functions that are specifically designed to handle the possibilities and difficulties that are particular to the company. Strategic staffing planning is one of SHRM's main areas of concentration. In this regard, the organization analyses present and future skill requirements, spots possible talent gaps and plans for hiring & growth programs appropriately. Dyson can efficiently handle the effects of staff turnover with the help of proactive strategy. Making sure legal adherence is one of SHRM's primary goals at Dyson. Respecting UK employment rules and regulations is crucial, particularly when restructuring. To safeguard the needs of the business and its workers, SHRM initiatives must support equitable redundancy procedures, adherence to work schedule requirements as well as additional legal requirements (Adiguzel, 2020). One particularly important goal is change administration, which places a strong emphasis on support systems, training and interaction. It ensures that workers can adjust to the restructuring procedure without any difficulty. This in turn reduces resistance and facilitates an easy adjustment. SHRM integrates measurements as well as performance management structures at Dyson. Tracking worker performance, evaluating the effects of training initiatives and gauging the effectiveness of retention tactics are all part of this. These metrics offer useful information for assessing the success of HR efforts and promoting ongoing development.

Evaluate how strategic HRM is related to other functional areas of organization.

SHRM is closely related to many different organizational functional areas at Dyson, an organization that has seen a decrease in employee turnover, an important rise in employees and a rapid growth inside the UK. It is essential to assess the way SHRM interacts with other critical functions and take business considerations into account when restructuring and redesigning the HR division.

Linkage with Additional Functional Domains

Finance-Planning for HR must take finances into account, particularly in light of the reduction in employee turnover. To match HR efforts with financial constraints, SHRM needs to function in tandem with the finance department. This entails controlling compensation and perks inside financial constraints, maximizing recruitment expenses and guaranteeing a reorganization procedure that is economical.

Operations-Considering Dyson's growth, communication with the operations department is essential (Hamid, 2022). Workforce levels, knowledge sets and employee deployment have operational needs that SHRM must comprehend. The staff is properly sized, trained and deployed to assist with the business's development when HR planning is in line with its operational requirements.

Marketing-Employer’s image as well as talent acquisition is affected by the marketing function. To explain Dyson's distinctive value proposition to prospective workers, SHRM needs to work with marketing. Retaining and hiring efforts can be more successful when there is a solid employer identity to draw in the best talent.

Technology and Innovation-Innovations in technology are what Dyson is renowned for. To comprehend the changing skill sets needed, SHRM must closely coordinate with the innovation as well as technology departments. This partnership guarantees that HR planning includes the initiatives for education and growth required to keep workers up to date with technology developments.

Business Aspects of Planning for HR

Market trends-The industry is subject to market trends that SHRM must examine, including changes in customer tastes and technology. By highlighting the competencies required to maintain innovation and competitiveness in the market, this perspective helps with workforce planning.

Legal and Regulatory compliance- Legal factors are crucial, particularly when restructuring. HR planning needs to comply with legal necessities, which means SHRM must have knowledge about employment laws. It covers adherence with reasonable redundant protocols, maintaining regular working hours and following other laws to reduce legal hazards.

Competitor analysis- Acquiring knowledge of rivals' HR tactics yields insightful information (Lee, 2021). SHRM can help Dyson become more competitive by comparing itself to industry leaders as well as recognizing best practices in staff involvement, talent acquisition and retention tactics.

Economic conditions-Structures for compensation and other perks are influenced by economic factors such as market dynamics and inflation. In order to maintain the business's appeal to potential workers while efficiently controlling expenses, SHRM needs to take all of these economic variables into account when planning HR processes.

Demographic changes-HR planning is impacted by shifts in the population, including an ageing workforce or a more youthful talent pool stepping into the workforce. In order to recruit and keep an ethnically diverse staff that is in line with changes in demographics, Dyson's SHRM needs to adjust its current tactics. 

Determine human resource requirements in different organizational contexts.

The various businesses, sizes, and organizational structures of companies in the UK are reflected in the different needs for HR across organizational contexts. Analyzing cases from different industries shows how a sophisticated strategy is required to meet the requirements of different workforce segments.

The needs for human resources are complicated in a big, international business such as Unilever, whose operations span multiple nations and industries. The HR division needs to take into account the various skill sets required by different company departments and regions. This could entail employing talent acquisition techniques for specialized positions in supply chain administration, marketing (Dlouhy, 2021). By employing research and development in addition to making sure that various global labor laws are followed. 

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Quick expansion is typical for a vibrant tech start-up like Wise (formerly TransferWise). It is necessary to anticipate the demands of a growing company when evaluating the necessary human resources. To adapt to the startup's changing organizational structure, HR needs to prioritize bringing in tech-savvy personnel, encouraging an innovative culture, and putting in place adaptable HR policies. Further, to prevent the high rates of staff turnover that are common in rapid startup contexts, methods for retaining workers are essential.

For example, the National Health Service (NHS) in the healthcare industry needs an array of employees to meet the requirements of the general public. Evaluating the need for medical professionals including physicians, nurses, as well as support personnel is a component of HR planning. Programs for succession planning and ongoing career growth are essential, given the essential part that each employee plays in providing high-quality patient care.

For instance, Tesco is a major retail chain works in large quantities, customer-oriented setting. The demands on HR include handling the typical turnover seen in the retail industry, controlling seasonal variations in demand, and guaranteeing adequate numbers of employees at multiple store locations. To keep motivated staff members, HR personnel needs to put productive recruitment, training as well as staff involvement tactics into practice.

Manufacturing companies, such as Rolls-Royce, need employees with strong technical and production backgrounds. Throughout times of production development or contraction, HR planning includes evaluating the need for technical abilities (Davidescu, et. al, 2020). Also, putting security training programs into place and handling employee’s dynamics. The HR plan should take into account the manufacturing industry's cyclical nature as well as fill any shortages in skills brought on by new technology.

The main goal of HR needs in a creative agency such as WPP plc is to draw in and keep creative talent. HR tactics include developing an environment of collaboration, offering possibilities for professional growth, and putting in place schedules that are flexible to encourage creativity. Agile HR practices are essential to the agency's accomplishment because they depend on its capacity to adjust to changes in the creative sector.

Develop a human resource plan for organization.

Dyson must develop a thorough human resource plan in order to handle the intricate issues brought on by decreased employee attrition, quick expansion, and a larger workforce. The business's goals for strategy and staff involvement have to be in line with the HR plan. This is a framework for creating a HR strategy that is specific to Dyson's requirements:

Step 1: Understand business goals

Start by learning all there is to know about Dyson's company objectives and purposes. Engage to important stakeholders to learn about the business's long- and short-term goals. Determine the staff's skills, competencies, and needs in relation to the company's objectives while taking the company's fast growth and decreasing employee turnover into account.

Step 2: Assess the current workforce

Make a thorough examination of Dyson's current personnel. Assess the knowledge, expertise, and output of staff members (Hamouche, 2023). Determine most valuable assets, future leaders and any skill gaps. Using polls and feedback meetings, determine the degree of satisfaction and involvement among workers. This stage establishes a starting point for organizing and reorganizing projects.

Step 3: Forecast demand

Estimate the need for HR across divisions and roles given the expansion of the business. Work together with the heads of departments and project supervisors to comprehend planned initiatives, projected expansion, and the corresponding labor requirements. Examine how new technology may affect the skills needed and pinpoint any areas that might require hiring more employees.

Step 4: Estimate gaps

To find any possible gaps, compare the staff's present skills with the demand projections. Assess whether there are any deficiencies, such as an overabundance of some roles or a lack of particular skills. This step aids in identifying areas where the company's changing needs necessitate restructuring or more hiring.

Step 5: Formulate a plan

Make a thorough HR plan according to the information acquired. Describe approaches to hiring new employees, developing them, keeping them engaged, and training them. Create a restructuring strategy that fills in the gaps found and supports the company's objectives. Make certain that the plan is adaptable so it can change as the company's needs do.

Step 6: Implement the plan

Implement the HR plan that has been developed. Start the hiring procedure for new employees, making sure that it fits the skills that are needed (Azizi, et.al, 2021). Put in place training programs to help current staff members become more skilled and ready for novel difficulties. Openly communicate changes to staff members to encourage comprehension and participation. If restructuring necessitates layoffs, manage the situation tactfully and in accordance with the law.

Step 7: Monitor the plan

Maintain a close eye on and frequent evaluation of the executed HR plan's efficacy. Monitor critical performance metrics like staff satisfaction, attrition rates, and the effective on boarding of new workers. Gather opinions from supervisors and workers to evaluate how the reorganization has affected the workplace. Utilize this input to ensure ongoing improvement by making the necessary changes to the plan. 

PART B 

Apply a range of tools for analyzing the organizational environment.

Analyzing the variety of tools for the organizational environment is discussed below: 

Pestle Analysis

Political- These variables mainly include tax laws, trade restrictions and geopolitical stability affect Dyson since it operates internationally (PESTLE ANALYSIS, 2023). Handling these factors with care is essential to guaranteeing smooth operations as well as access to global markets.

Economical- Dyson's revenue growth is directly impacted by both the worldwide economy and changes in currencies. Although economic growth generates possibilities for growth as well as increases demand for creative goods, economic downturns could decrease customer spending on high-end appliances.

Social- Client tastes and societal trends are key factors in Dyson's achievement. HR strategies must conform to evolving lifestyles, environmental awareness, as well as demographic changes to cultivate an innovative and sustainable culture that appeals to the intended audience.

Technological- Dyson, being a tech-driven company, deals with potential as well as issues related to advances in technology (George, 2019). Innovation requires embracing new technologies including AI as well as IoT. Talent development and hiring with experience in these fields have to be HR's top priorities.

Legal- Ensuring that it meets employment laws, product security rules, and IP protection is critical to Dyson's worldwide operations. HR policies must make certain that employees follow the law and keep up with any new regulations.

Environmental- These considerations are essential to Dyson's dedication to sustainability, involving waste minimization, carbon emissions, and sustainable design of its products. HR may assist by putting sustainability programs into place and encouraging an ecological environment at work.

Porter's 5 forces analysis

Threat of New Entry- The threat of novel competitors is moderate for Dyson (Porters’ Five Forces, 2020). Technology as well as company image make hurdles to entry high, but to keep an edge over rivals and keep out new competitors, constant innovation is crucial.

Supplier Power- Dyson's image and size probably give it a strong negotiating position with suppliers. Nonetheless, to reduce risks and preserve cost competitiveness, the business must guarantee a diversified and trustworthy supply chain.

Buyer Power- Customers has a modest amount of negotiating power. Although there are other options for high-end appliances available, Dyson's inventive products and steadfast brand loyalty help to keep consumers coming back.

Threat of Substitution- There is not much of a threat from replacements (Anwar, 2021). Dyson is less vulnerable to direct substitutes due to its unique items and technology. Indirect alternatives, such as conventional appliances, are still taken into account.

Competitive Rivalry- The market is characterized by fierce competition between competitors who prioritize differentiation in goods and innovation. For Dyson to remain competitive, it needs to make constant investments in marketing, R&D, as well as HR practices.

How contemporary issues in the external business environment impact organizations and the HRM. 

The external business environment’s current problems have a significant effect on companies and present HRM difficulties. Numerous UK-based organizations serve as prime examples of how these concerns can impact HR practices in several ways that are beneficial and detrimental. HR practices have been greatly influenced by optimistic changes in society towards inclusiveness and diversity. For instance, Unilever is that actively supports efforts to promote diversity (Podgorodnichenko, 2020). In the context of UK, inclusive hiring procedures and the advancement of diversity across every organizational level are highly prioritized. In response to these developments, HR departments are placing a greater emphasis on fostering inclusive, multicultural workplaces that foster creativity and ingenuity. Furthermore, the increase in remote work, spurred by worldwide occurrences such as the Covid-19 epidemic, has resulted in a change in human resource policies. For instance, Vodafone is encouraging flexible work schedules, and HR is now in charge of creating guidelines that encourage remote work, give the health of staff members a top priority. Also encourage an appropriate harmony between their personal as well as professional lives.

For instance, Arm Holdings plc is confronted with an obstacle of a significant skills gap in employees, resulting from the swift progress of technology. Recruiters now face a major challenge in finding people with the requisite skills, especially in technological companies. To close this skill gap and keep talent with experience in modern technology, it is essential to implement tactical development as well as training programs. Furthermore, HR planning is significantly impacted by the uncertainties surrounding the world economy, as demonstrated by the Brexit situation. For instance, Jaguar Land Rover which is closely associated with the automotive sector faces difficulties in staff planning when the economy is in flux. HR is responsible for managing possible layoffs, putting in place retraining initiatives, and minimizing the effect on worker morale. HR departments face more difficulties as a result of continuing lawful and regulatory shifts, including modifications to employment laws. For instance, during labor conflicts, British Airways faced HR-allied difficulties. This highlights the necessity for Human Resources Manager to remain up to date on legal modifications, ensure regulation, and modify HR regulations as necessary.

Evaluate legal and regulatory frameworks that impact on HR strategy.

The legal and regulatory frameworks have a big influence on HR strategy since they define how businesses handle their employees and guarantee moral and just behavior. A critical assessment of these frameworks is essential in the setting of Dyson Corporation dealing with rapidly expanding sales and decreasing turnover.

Effective HR practices at Dyson comply with strict UK labor laws, guaranteeing equitable treatment, minimum wage compliance as well as anti-discrimination policies. This builds confidence and commitment among employees while also fostering an encouraging workplace (Sukalova, 2020). Following secure and health standards are crucial for enhancing worker welfare and lowering the likelihood of accidents, in keeping with Dyson's mission to provide a creative and safe work environment. HR strategies are positively impacted by legal frameworks that support inclusiveness and diversity, which makes it possible for Dyson to carry out efforts to promote diversity and equitable hiring practices. This fosters a culture that values diversity and increases creativity, all of which contribute to a changing and welcoming workplace.

The difficulties of navigating a constantly changing legal environment, as well as complexity and regular modifications, are drawbacks of legal factors for HR at Dyson. Keeping abreast of legal requirements takes resources and time away from important HR projects. Employment laws protect workers, but they can also be restrictive and limit organizational flexibility, especially when it comes to things like firing employees during reorganization. Enhanced administrative workloads from legal obligations lead to the need for careful documentation, which may take attention away from tasks that add value. Handling HR across multiple legal jurisdictions adds risks and complexity to international growth, necessitating a sophisticated strategy to comply with different employment laws. In order to strike equilibrium between legality and tactical efficiency, Dyson's HR must tackle these obstacles.

Analyze the impact of organizational strategy, structure and culture on HR strategy and the HRM

The company's overall strategy, structure and culture are closely related to the effectiveness of every HR strategy. Examining these factors is essential for the successful reorganization and redesigning of the human resources unit in the instance of Dyson Corporation dealing with decreasing employee turnover, quick expansion, and more employees.

The objectives of Dyson's organizational strategy, which might involve the creation of products, expansion of the market, as well as innovation, have a direct impact on HR strategy. Attracting, keeping, and growing top individuals with research, design, as well as engineering skills is essential for Dyson's HR strategy if it hopes to uphold its standing as a cutting-edge technology business. To guarantee that the staff is prepared to support Dyson's company objectives, the human resources unit must coordinate its operations with the company's overall approach.

The company’s hierarchy, reporting paths, and avenues for communication all have an influence on how well HR strategies are implemented. The human resources department needs to adjust to modifications in the organizational structure during a time of swift expansion and reorganization (Botelho, 2020). To assist with the increased business areas, HR may need to solve skill gaps by reorganizing teams or creating new jobs, for example, if Dyson expands its line of products. In order to adapt to shifts in the overall organizational structure, the HR system itself must be adaptable.

The innovative, creative, and quality-focused culture at Dyson has a significant impact on HR strategy. The business's ideals need to be reflected in hiring procedures, training programs, as well as performance monitoring systems; HR efforts must support and complement the current culture. Throughout a time of expansion and change, the company's overall cultural goals are supported when the HR division fosters an environment of constant learning and adaptation.

Plan an effective HR strategy for organization.

An effective HR strategy is necessary to address Dyson's issues with decreasing employee attrition, quick expansion, and a growing workforce. It must guarantee legal observance, be in line with business objectives, and give employees' well-being top priority.

Talent acquisition and retention- Use focused talent acquisition techniques to fill in the skill gaps brought on by employee growth. To draw in top talent, emphasize the employer's image. Concentrate on retaining staff at the same time by figuring out what causes employee churn, including job discontent or an absence of opportunities for advancement. Create programs such as career paths and mentorship programs to improve retention.

Training and development initiatives- Create thorough plans for training and growth to enhance the skills of current staff members and prepare them for the difficulties that the expanding business will present. Make innovation and cutting-edge technology training a top priority to support Dyson's dedication to advances in technology. This guarantees a staff that is capable and flexible.

Employee engagement initiatives: To improve morale and cultivate an optimistic work environment, put staff involvement initiatives into action. Utilize polls and feedback discussions to routinely gauge worker fulfillment. Encourage and reward exceptional work to foster a culture of gratitude and drive among employees.

Legal compliance- ensuring that the HR division complies with all applicable employment rules and regulations within the UK (Stewart, 2019). Maintain policy and procedure updates to align with evolving legal requirements. Giving HR employees training, can reduce legal hazards by improving their comprehension of ethical employment practices and legal guidelines.

Succession planning- Create a strong successor-planning plan to find and grow future leaders in the company. This is essential to preserving continuity throughout times of reorganization and guaranteeing that people with knowledge of the business's goals and culture are appointed to senior positions.

Communication & transparency- Encourage honest dialogue between the staff and management. Explain the rationale for the reorganization initiatives in detail, taking care to allay any worries and unpredictability. Transparency fosters understanding among staff members and aids in communicating the business's strategic vision.

monitor the effectiveness of HRM activities in organization.

It is crucial to keep an eye on how well HRM initiatives are working given the changing circumstances surrounding Dyson's current problems. To evaluate the effectiveness of restructuring initiatives, HR managers closely examine rates of staff turnover and recruiting talent tactics. Ongoing assessment of developmental and training initiatives guarantees that staff members have the competencies required for the business's growth (Connelly, et.al, 2021). The efficacy of succession planning can be evaluated by identifying and developing future leaders in line with Dyson's objectives for the future. To ensure that workers' contributions are in line with company goals, performance management processes need to be constantly monitored. Frequent surveys about staff engagement offer insightful data about the dedication and level of satisfaction among workers, enabling HR tactics to be more effectively tailored. To draw in and keep the best workers, remuneration, and perks ought to be measured against industry norms. The Human Resources Manager at Dyson may make certain that the department stays receptive, flexible, and in line with business goals and staff welfare by implementing KPIs in each one of these HR areas.

CONCLUSION 

The report concludes that as demonstrated by Dyson’s scenario, SHRM is essential for companies dealing with complex issues. It's crucial to strike a balance between the advantages and difficulties, including cost considerations and opposition from staff members. SHRM places a strong emphasis on managing performance, legal adherence, and recruiting talent while coordinating HR practices with organizational goals. Its significance is further highlighted by its adaptability to various organizational contexts as well as cooperation in additional functional domains. Dyson must build up a thorough HR plan that takes into account its business objectives, existing staff, and market conditions. HR strategy efficiency increases even more by tackling legal structures, organizational factors, and modern HR problems with the aid of outside environmental assessment instruments. Constant observation guarantees ongoing achievement and alignment.

References

Books and Journals

Adiguzel, Z., Ozcinar, M.F. and Karadal, H., 2020. Does servant leadership moderate the link between strategic human resource management on rule breaking and job satisfaction?. European Research on Management and Business Economics, 26(2), pp.103-110.

Al-Jedaiah, M.N. and Albdareen, R., 2020. The effect of strategic human resources management (SHRM) on organizational excellence. Problems and Perspectives in Management, 18(4), p.49.

Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.

Azizi, M.R., Atlasi, R., Ziapour, A., Abbas, J. and Naemi, R., 2021. Innovative human resource management strategies during the COVID-19 pandemic: A systematic narrative review approach. Heliyon, 7(6).

Botelho, C., 2020. The influence of organizational culture and HRM on building innovative capability. International Journal of Productivity and Performance Management, 69(7), pp.1373-1393.

Connelly, C.E., Fieseler, C., ?erne, M., Giessner, S.R. and Wong, S.I., 2021. Working in the digitized economy: HRM theory & practice. Human Resource Management Review, 31(1), p.100762.

Davidescu, A.A., Apostu, S.A., Paul, A. and Casuneanu, I., 2020. Work flexibility, job satisfaction, and job performance among Romanian employees—Implications for sustainable human resource management. Sustainability, 12(15), p.6086.

Dlouhy, K. and Casper, A., 2021. Downsizing and surviving employees' engagement and strain: The role of job resources and job demands. Human Resource Management, 60(3), pp.435-454.

George, B., Walker, R.M. and Monster, J., 2019. Does strategic planning improve organizational performance? A meta?analysis. Public Administration Review, 79(6), pp.810-819.

Hamid, Z., Muzamil, M. and Shah, S.A., 2022. Strategic human resource management. In Research Anthology on Human Resource Practices for the Modern Workforce (pp. 1-16). IGI Global.

Hamouche, S., 2023. Human resource management and the COVID-19 crisis: Implications, challenges, opportunities, and future organizational directions. Journal of Management & Organization, 29(5), pp.799-814.

Haque, A., 2021. Strategic HRM and organisational performance: does turnover intention matter?. International Journal of Organizational Analysis, 29(3), pp.656-681.

Lee, S.H., 2021. An attention-based view of strategic human resource management. Academy of Management Perspectives, 35(2), pp.237-247.

Podgorodnichenko, N., Edgar, F. and McAndrew, I., 2020. The role of HRM in developing sustainable organizations: Contemporary challenges and contradictions. Human Resource Management Review, 30(3), p.100685.

Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & So

Sukalova, V. and Ceniga, P., 2020. Diversity management in sustainable human resources management. In SHS Web of Conferences (Vol. 74, p. 01033). EDP Sciences.

Zehir, C., Karabo?a, T. and Ba?ar, D., 2020. The transformation of human resource management and its impact on overall business performance: big data analytics and AI technologies in strategic HRM. Digital Business Strategies in Blockchain Ecosystems: Transformational Design and Future of Global Business, pp.265-279.

Online

PESTLE ANALYSIS. 2023. Online. Available through: <https://freepestelanalysis.com/pestel-analysis-of-dyson/>

Porters’ Five Forces. 2020. Online. Available through: <https://www.porteranalysis.com/porters-five-forces-for-dyson/>