Bus 692 Entire Course Strategies in Human Resource Management

Explain why the human resource function should be aligned with an organization’s strategic plan (use ideas from the Module One discussion on this topic).

One of the main challenges that the Right company will have to face when downsizing effort is no longer a popular human resource strategy is quite simply finding a new strategy that will work. In finding a new strategy one must take the strategic approach to HRM. In the strategic approach to HRM there are six key elements that are essential for HR managers to consider:

3. Why is it important for HR management to transform from being primarily administrative and operational to becoming a more strategic contributor?

In order to develop a human resource strategy; there must be a linkage of the entire human resource function with the firm’s business strategy in order to improve business strategy execution. The first recommendation

Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.

From the e-Activity, select two to three (2-3) aspects of the U.S. Office of Personnel Management’s (OPM) 2014-2018 strategic plan that would mostly likely be difficult to implement, and analyze the main reasons why the aspects in question would make implementation such a challenge. Next, suggest one (1) method that a policy analyst could use in order to implement the strategic plan overall. Provide a rationale to support your answer.

These roles are not vital because other roles can be cross-trained to perform these tasks. Sales associates can be trained to both merchandise and serve as a cashier when needed. This cuts cost in more ways than one. We are able to eliminate the payroll of three positions, which makes up for a large amount of employees and expense. To cut the costs of a new store opening team, we can simply allow employees from other local stores to choose to help with new store openings in the area. Of these (16) employees at each of the 50 of the slower stores that are being downsized, none are able to stay, even if that means taking a pay cut. There is no specific experience needed for these jobs.

‘HR strategy, a ‘people plan’, that will help you ensure you have the right people in your business, at the right time with the right skills to ensure you achieve your business goals’.

Recent CIPD research has emphasised the importance of strategic human resource management strategy being closely aligned to the overall business strategy. See our factsheet on strategic HRM for more information on that topic.

Q1: Why is it important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor?

In choosing an industry in which two or more companies that have been voted on some of the best places to be employed and carefully reviewing the Top 100 companies on Forbes I have chosen Wal-mart and Target. Wal-mart and Target

Prior to any discussions regarding HRM alignment with business strategy, it is necessary to distinguish the role of traditional HR from the role of strategic HRM. The Journal of Management published an excellent article written jointly by Brian E. Becker and Mark A. Huselid. The article was entitled Strategic Resource Management: Where Do We Go From Here? Becker and Huselid made a distinction between Human Resources and Strategic Human Resource Management. According to Becker and Huselid, the distinction between HR and HRM centers on two important facts. First, traditional HR focused on individual performance and in contrast, HRM focused on organizational performance. Second, HRM uses human resources systems to solve business problems conversely, traditional HR kept human resource functions separate from the business functions (Becker & Huselid, 2006).

To address my research question on why there is a need for the presence of a relationship between strategic management and strategic human resource management, and how we can make this relationship come about. Firstly, I started off by defining the two concepts of human resource management as well as strategic management. Secondly, I discussed the organisational history and the role of HR in the past, and where it (HR) is going. Thirdly, I discussed the existence, importance and implication of this relationship. Lastly, I discussed the means of making this relationship come

Every author writes very differently. Some choose to put in metaphors while others choose to use run on sentences. In the trade publication, the vocabulary was not “everyday” vocabulary nor was it jargon. Instead it was easy to understand vocabulary for the target audience of college students and adults in human resources. For example, in the trade publication Ramirez (2012) stated, “One feminine trait that may lead women to be effective teachers and HR practitioners is their natural proclivity to nurture. Not only does this attribute make women better at helping a group of people optimize their performance, it also enables them to effectively manage the interpersonal conflicts that encroach on the workplace” which was the most mature vocabulary filled sentence in the entire article. The trade article was clearly written for professionals in the industry because not everyone knows what proclivity, attribute or encroach mean. But readers are most likely to be professionals in the industry and to be in human resource management, you must have a college education. Meanwhile, in the scholarly article, there was an increase in the use of jargon, which is normally used by a particular profession or group and is difficult for others to understand. Heller (2011) stated that, “The ‘glass ceiling effect’ argues that women face a barrier at one specific point in their careers. However, women actually like a labyrinth” but not everyone knows what the glass ceiling effect or what a

During this portion of the case study I will try to define the current connection between organizational strategy and HR activities at The King Company. The current relationship between the King Company and Staff departments lacks structure, trustworthiness, and leadership. This is evident by reviewing the e-mails, lack of professionalism, and unfortunate management. Throughout module one we have learned strategically planning and ensuring human resources is a part of the plan from the beginning to execution phase. Old school drill meant leaders making the plan and making it happen without any involvement from human resources. Human resources primary function was to hire new employees, process paperwork, and oversee finance operations. With modern