Recently UK government tried to privatise the royal mail partially. According to Lord Peter Mandelson, the business secretary of the country, it is required to have a strategic partner for bringing a gale-force fresh air in the culture and management of the organisation (Tyler, February 3 2009). The main objective of privatising the organisation is to modernise it and improve its financial condition. UK government found that there is significant declination in royal mail’s popularity and demand as there is other advanced mode of communication like email has emerged. According to some analysts there is almost 7 billion euro pension deficit in Royal mail. UK government provide various attractive benefits to royal mail so it stays ahead in the competition. But according to experts the decision of making it modernise and atomise it by bringing a private sector company as the strategic partner might result to 40,000 to 50,000 job cut. As a consequence Communication Workers Union (CWU) asked the workers to go for a strike till the decision is reconsidered. The union claimed that over 12,000 postal employees would go for strike in different cities like London, Edinburgh, Plymouth and Bristol (Hope, July 15 2009). In UK postal industry this is worker’s strike is a historical problem which is actually badly affecting the future of UK postal industry. Proper understanding and implementation of strategic human resource management would be the ultimate solution for this type of situation.
Strategic human resource management is such a complex process that is continuously evolving and being discussed and studied by academic experts. There is no proper definition of Strategic human resource management as different people have different opinion regarding the topic. According to Wright and McMahan SHRM is “The pattern of planned human resource deployments and activities intended to enable the forms