Becton Dickinson Case Memo

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

I, Marion Forbes the recently appointed senior human resources manager at Hallington Utilities Services (HUS), am facing with a dilemma; work out HR strategies with the Organizations mission and handle employee’s issues and concerns. HUS has made changes due external and internal factors encountered in the market as well as the new regulations happening within the sector. All are very complicated and my main issues are privatizing, downsizing, unionization, motivation, training and compensation. With the information collected, I need to figure out

Client reported that she had a very rough weekend because her best friends were at the gunshot incident in Las Vegas this past weekend. She reported that she has been staying with her friends, and taking care of them since they came back. Client reported that she feels like she is her best friends' mom, and that she wants to protect them. Client reported that she feels really sad and painful for her best friends because she understands how much this traumatic incident would impact them. Client reported that she is angry at the shooter. She mentioned that if she does not have kids, then she would most likely also be at the gunshot incident, and it is very hard for her to think about it. Client reported that she is angry at her best friends' parents because they have not come and visit

You made it! You received your master’s degree in Human Resource Management, and now it’s time for you to start seeking career opportunities. At this point, you may be a little confused as to what areas you should focus on in HR since your experience may be limited. Imagine that a friend shares with you that he/she has a small but rapidly growing business which is in need of an HR department. He has asked you to be the HR Manager. Your friend mentioned that he / she previously worked with an HR consultant, but now has close to 100 employees with no definite, dedicated HR department, and really needs your assistance. Although you are nervous, you realize that it’s now time for you to show your skills and put all your years of studying into action.

It is important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor because of the involvement of competitive advantages through a company s’ employees. Strategic HR managers need proceed with the professional growth by hiring employees with high potential and giving them opportunity to learn and make lot of experience from their job roles where can access to brightest future in the industry. Secondly, the executive succession where the strategic HR managers will hiring the potential successors and grooming them with experience and advancement to be ready for replacement of the owner of company. A company can be in right direction if proceed with the strategic succession planning. Third is the labor cost efficiency. Strategic HR department mainly focus on their top performers who effort the most to organizational goals and long-term company success. A strategic HR philosophy ensures the employees satisfied perfect where by paid to

Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

The human Resource role is vital in the deliberately proactive way to deal with overseeing human asset. HR experts are required to enough about different territories in the association so they can make legitimate commitments when these zones are being examined. Additionally, HR is required to characterize and make key choices. HR experts must have the capacity to utilize their insight acquired in different fields and HR supposition and rationale to make business choices. Not at all like deliberately receptive the three boulevards through which HR can be deliberately proactive are: (1) making the way of life of movement and development, (2) being included in the full broadness of mergers

The field of human resources (HR) plays a critical role in the performance and success of organizations. As organizations have become increasingly more complex, the effective management of HR has become even more important. The traditional perception of HR as only an administrative office is no longer valid. Instead, contemporary HR is directly involved with the internal organizational structure, business operations, and variety of functions carried out by employees on a daily basis (Reed & Bogardus, 2012). HR functions impact the organization’s strategic planning, improvement processes, and goal achievement. Six core bodies of knowledge provide the foundation for all of these HR functions. These areas are: strategic

A human resources director (HRD) has the responsibility from the chief executive officer (CEO) of the company to build an effective performance management system. This primary charter is important to the goals of the organization in order for it to be productive, cost-effective, and weather the ups and downs of any business. The primary reason for this is that effective leadership requires people with knowledge of the business and how one makes decisions and respond most successfully. The performance management system is a path to increasing employee awareness of their own effectiveness in the business unit, guiding them to be better, both in their career (personal development) and in the business (finding the future leaders of the company). As part of the current task force grouped to upgrade the current approach, a systematic program instituted by the HRD to boost the effectiveness of the program should be implemented. The strategy should include a coordinated system of rewards, training for supervisors to provide actionable output from annual performance reviews, and a meaningful conversation between each tier of the organizational structure.

In recent years, human resource managers have been activated to play a more strategic role in their organizations, especially in making strategic decisions and going through radical organizational changes such as merging process. Nowadays this requirement is even more urgent and act due to the fact that the past decade has been characterized by enormous growth in mergers. HR Management should establish a deliberate plan and procedures within strict implementing to reach the organization objectives.

Nowadays, companies face fierce competition in the marketplace due to the demands of consumers’ buying habits and what shareholders expect of the company to deliver as long-term strategies. However, gain market leadership, corporations must restructure how they assess employee performance and what is their product seller, but human resources (HR) has to be cautious of the culture of how business has always been done over the years. By looking at the case study on Sonoco Products Company, the vice president (VP) of HR, Cindy Hartley, found areas within the organization lacking in executing strategic initiatives in succession planning, employee development, a compensation system based on job

An HR strategy will state the intentions of the enterprise about hoe it should manage its human resources. These states provide the basis for plans, developments and programmes for managing change. The aim of this SHRM is to guarantee that the culture, structure and style of the organisation, commitment, quality and motivation of its employees contribute fully to the achievement of business objectives (Armstrong, 1992, p. 47).

HR Planning requires that we gather data on the Organizational goals objectives. One should understand where the Organization wants to go and how it wants to get to that point. The needs of the employees are derived from the corporate objectives of the Organization. They stern from shorter and medium term objectives and their conversion into action budgets (eg) establishing a new branch in New Dehli by January 2006 and staff it with a Branch Manager (6,000 USD, Secretary 1,550 USD, and two clerical staff 800 USD per month. Therefore, the HR Plan should have a mechanism to express planned Company strategies into

Regarding the organization of the HR departments, we believe that the majority of them are not fulfilling the tasks they are named after, and that there are also too many departments dealing with the same kind of issues. In addition, the hierarchical structure of the company is too leveled. As such, we recommend that a fusion of departments is made, clearly defining the proper functions, as well as fixing the hierarchical structure in order for the information to flow horizontally in an easier and more efficient way, hopefully improving the time