Walmart's HRM As A Strategic Partner

Various authors are critically analyzed threw qualitative researches aiming for continuous triangulation and adding in reliability and validity (Saunders et al. 2009). The approach is deductive as the analysis is structured and mainly focused on scientific principle.

In any organization it is important for HR to touch all levels of the organization and to understand the organization’s environment. An organization who values their employees cannot afford having a human resources department that does not function in a strategic partner role. Human resources professionals, in organizations are equipped with the knowledge, skills and abilities to work with talented senior leaders in an organization. They have the ability to successfully partner with each department within an organization to understand the overall business. HR professional can assist in designing strategic plans to balance the needs of the organization, the employees and the stakeholders. HR can help align efforts of the various functions within the organization with the established goals. They can support the organization’s functions by recruiting, developing and retaining company team members who are crucial. HR should be the driver of the organization’s values. They must not only focus on internal tasks but must step outside the box and fully understand the organization as a whole, how it operates, the competition and what could influence the organization's progress. They must be able to handle change, perform environmental scanning, understand outsourcing and processes

Human Resource Management (HRM) are activities managers perform to plan for attracting, develop, and retain a productive workforce (Kinicki & Williams, 2016). The role of human resource management is to prepare, develop, and administer policies and program designed to make expeditious use of an organization human resources. Part of control which is concerned with the people at work and with their relationship within an enterprise. HRM have their hands full; they have to face employees daily with a complaint, write-ups and sadly terminating of the worker. All areas of HRM such as, staffing, orientation, training, development, pay wages benefits are all significant parts that are dealt with daily. Human resource management presents itself as

Wright and McMahan (1994) define strategic HRM as “the pattern of planned Human Resource deployments and activities intended to enable the organisation to achieve its goals.” A HR function should impact the success of an organisation; a policy must remain current and suitable to both the internal and external environment. Ulrich and Lake (1990) affirm, ‘HRM systems can be the source of organisational capabilities that allow organisations to learn and capitalise on new opportunities.’

It is for these reasons that organisations are focusing on human resources as “Companies everywhere are changing the way they manage in order to be competitive” (Walker, 1993: p1). These firms need to find a new competitive advantage, and the implementation of a HRS that is beneficial and supportive in achieving the overall strategic plan is a means of doing so, or put differently, achieving a desirable outcome through a set of processes and activities.

ABC Technology Company is a technology based company that operates in California. Currently the company has 250 employees with the opportunity to grow 100% in the next two years. Technology is a very rapid industry currently and ABC Technology Company is trying to capitalize and grow their business. Their current problems include a high turnover rate, problems with staffing and the retention of current employees. To capitalize on the future growth of the company and also eliminate or lower the problems it is currently facing, an HR plan will be created. This plan will provide an explanation and the importance of the role of the HR manager serving as a strategic business partner. Next, an assessment of what HR policies, procedures and practices are and how they influence a business will be made. Afterwards a brief but detailed description of the major disciplines of HR managers will be conducted. To tackle the problems ABC Technology Company is experiencing currently, staffing and recruitment policies, which will include the process of retention will provide a strong plan to tackle the problems. The need for compensation and benefits will be evaluated and a plan to meet this area of HR will be made and recommended. Training and talent management’s importance will be examined and a talent management plan will be suggested to support business success. Lastly, this plan will take a look at the fundamental employment and labor laws that must be in place at ABC Technology Company

Some strategic functions that Human Resource Management can use to benefit the overall company are investing in the employee from the time they are hired. Human Resources needs to play a significant part in the strategy of the business. This will benefit the company in the long run through happier employees that will stay with the company longer, succession plans for higher executives when they retire or leave the company, and when Human Resource Management recruits gifted people to help foresee the overall strategy of the business.

The role of human resource management is one of strategic partner, administrative expert, and consultant (managing all of the organization 's people related processes strategically). It is the job of hr management in to recognize that decreased turnover, higher employee morale, and involved employees in the decision making process are all optimal in providing key leverage in an organization 's strategic plan. Management integrate strategic hr management with the organization 's strategy formulation. This means that management has searched the organization and its environment for opportunities and initiated projects and decisions to bring about changes that are both advantageous

Proactive management of the employees of a company or organization. Strategic human resource management includes typical human resource components such as hiring, discipline, and payroll, and also involves working with employees in a collaborative manner to boost retention, improve the quality of the work experience, and maximize the mutual benefit of employment for both the employee and the employer.

Google was selected because the firm has some of the best HR practices. This has resulted in employees showing greater amounts of loyalty and helping the company to enter new markets. Evidence of this can be seen with some of many benefits provided by the company including: free child care, legal aid services, an in house physician, a gym, lunch room and gourmet meals. According to the firm, their focus is, "Designed to take care of the whole you and keep you healthy, whether physically, emotionally, financially or socially." This is showing how Google's HR department is one of the key tools they are using to attract and retain talent. Learning from them will help to offer specific insights about creating an effective HRM strategy. ("Benefits," 2012)

From what began in the back of their family garage, Criterion Furniture was built on the vision that Wally and Brain Smaill had. The brothers built their ready-to-assemble furniture business into one of the biggest in Australasia. This report will discuss how Criterion may use human resource management and strategic management in planning the future success of the organisation as well establishing their competitive advantage. Human resource management comprises a set of policies designed to improve results and competitive advantage (Schermerhorn et al., 2014). And strategic management is the process of formulating and implementing strategies to accomplish long-term goals (Schermerhorn et al., 2014). Using tools that define strategic management such as a SWOT and PESTE analysis as well as the ideas behind human resource management, this report will allow Criterion to see how they can work to improve their strategic direction and establish their competitive advantage.

Human resource management (HRM) defines as an administrative process which manages and deals with the company’s employees to assist in achieving the company’s goals (Grimsley 2015). The role of HRM is to offer support in human resource matter to all employees. There are four functions of human resources which are recruit people, select best candidate, give training and development to new candidates and give some good compensation and benefit to new candidate (iPlace 2013).

Human resource management, commonly abbreviated as HRM is a function of an organization which is created to positively optimize employee performance of an employer 's business strategic goals. HRM aims on systems & policies and is mainly associated with the people’s management within the organizations.

In the face of increasing competitive environment organisation needs to focus on the value of investing human resources as a major competitive advantage. It is important to set a HRM to meet those advantages to meet company’s objectives with the flexible environment. Schuler (1992) defines strategic human resource management as “the integration and adaption to ensure (1) human resource management is fully with the strategy and the strategic needs of the firm (2) HR polices cohere both across policy areas and across hierarchies; and (3) HR practices are adjusted, accepted and used by the line managers and employees as part of their every day work”

The evolution for the latest office culture to provide freedom and opportunity for transforming business has been emphasized in this academic research study. The role and contribution of SHRM in this direction is considered inseparable. It helps in encouraging new forms of working and making the environment suitable and adequate for effective work. The aspect of Strategic Human Resource Management facilitates in achieving the business performance through productive and satisfied employees, enhanced knowledge sharing and collaboration, speedier process of work flow and synchronizing the business activities in accordance with the structure and design of the work force.