Sample Answer
Strategic Management in the Finance and Human Resources Industry
Introduction
Strategic management is the ongoing process of analysing, planning, implementing, and reviewing decisions that help an organisation achieve its goals. It is especially important in industries like Finance and Human Resources (HR), which are central to the functioning of every business. This report explores whether, how, and why strategic management is relevant in these two critical sectors.
The report will first define strategic management and then explain how it applies separately and jointly to finance and HR. It will provide examples of strategic practices in each field, consider the benefits and challenges, and conclude by comparing patterns across these sectors. This will help highlight how effective strategy impacts overall business success.
Understanding Strategic Management
Strategic management involves five key stages:
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Setting objectives (vision, mission, goals)
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Environmental analysis (internal and external)
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Strategy formulation (planning what to do)
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Strategy implementation (putting plans into action)
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Strategy evaluation (monitoring progress and making changes)
According to Johnson, Scholes and Whittington (2017), strategic management is about achieving a long-term direction while aligning organisational resources and people.
Strategic Management in Finance
Why Strategic Management Matters in Finance
Finance is responsible for managing an organisation’s money. Strategic finance focuses on making decisions that help an organisation grow in the long run, not just day-to-day transactions. It supports:
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Budget planning
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Investment decisions
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Risk management
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Capital structure
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Profit forecasting
Example: A finance team may help a company decide whether to invest in a new technology or expand into a new market. These choices must be based on careful analysis and financial projections that support strategic goals.
How Strategy is Used in Finance
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Financial Forecasting and Planning: Finance teams use past data and trends to predict future outcomes, helping leaders set realistic strategic goals.
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Capital Budgeting: Companies need to decide which projects or investments offer the best return. Finance teams play a key role in evaluating options.
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Cost Management: Strategic cost control ensures that financial resources are used efficiently to support overall goals.
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Risk Management: Identifying and managing financial risks (e.g., interest rate changes, currency risks, inflation) is a key strategic function.
Tools and Models
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SWOT analysis (for financial positioning)
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Porter’s Five Forces (analysing competitive financial risk)
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Balanced Scorecard (aligning financial performance with business strategy)
Strategic Management in Human Resources
Why Strategic Management Matters in HR
HR is no longer just an administrative function. Today’s organisations rely on Strategic Human Resource Management (SHRM) to attract, develop, and retain talent aligned with the business strategy.
Example: A company planning to expand globally will need to consider workforce planning, cultural training, new policies, and legal compliance, all driven by strategic HR.
How Strategy is Used in HR
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Workforce Planning: HR aligns staff numbers and skills with future business needs.
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Talent Acquisition and Retention: Recruiting the right people with future growth in mind supports strategic goals.
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Training and Development: Developing staff skills ensures readiness for future challenges.
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Performance Management: Linking employee objectives with organisational goals improves engagement and productivity.
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Succession Planning: Preparing future leaders ensures smooth transitions and business continuity.
Tools and Models
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Ulrich’s HR Model: Places HR as a strategic partner.
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Harvard Framework: Focuses on people management policies aligned with business needs.
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PESTLE Analysis: Helps HR understand external influences (e.g., labour law, social trends).
Finance and HR: Working Together Strategically
Although they are distinct departments, Finance and HR must collaborate closely for successful strategy. HR strategies (like hiring or training) often require financial resources, while financial plans depend on having the right people in place.
Examples of Collaboration
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Budgeting for Recruitment and Training: Finance and HR work together to ensure money is available for future skill development.
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Managing Compensation and Benefits: Finance helps plan cost-effective reward systems to motivate employees.
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Forecasting Workforce Costs: HR provides staff plans while Finance integrates them into the overall business forecast.
Strategically aligned HR and Finance teams are better equipped to make long-term decisions that drive performance and ensure stability.
