The Key Financial Commitments That The Company Must Make A Strategy For Managing Human Resources

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).

The Human Resource Function should be aligned with an organizations strategic plan because an organization has a vision of what they want their company to be and in what time frame they would like to achieve it in. By aligning the human resources with the plan they (Human Resources) can make sure that the organization has the right people with the right skills in the right place at the right time. (Snell, 2015) For example Harvey Building Products recruits in their slow season (winter) to have the candidate trained in all aspects of the position before their peak season. An example would be a warehouse person would need to be certified in driving a forklift, learning the scanning system and knowing about as much of the product as they can. For someone being hired in the inside sales office they would need to be fluent in SAP by the peak season, get to know the customers and how they prefer things, as well as know as much about the products as they can. Another example would be that existing employees go to sessions to be updated on new product, colors and software.

While costs need to be cut, CGMS is also concerned with preserving human capital. This is reiterated by Flynn (2009), warning employers to be mindful of prematurely cutting staff, as it can be challenging and expensive finding qualified employees when the economy rebounds.

Human resource management “is the organizational function of planning for human resource needs, recruitment, compensation, selection, development, evaluation, and handling of grievances and labor relations” (Singh, 2016, p. 362). The key human resource competencies as outlined by the Healthcare Leadership Alliance (HLA) include: communication and relationship management; leadership; professionalism; knowledge of the healthcare environment and business skills. The healthcare leadership alliance consists of the following organizations: American College of Healthcare Executives (ACHE); American College of Physician Executives (ACPE); American Organization of Nurse Executives (AONE); Healthcare Financial Management Association (HFMA); Healthcare Information and Management Systems Society (HIMSS); Medical Group Management Association (MGMA) and its educational affiliate, the American College of Medical Practice Executives (ACMPE).

Wal-mart has seen itself become a retail giant over the past decades. They have an enormous amount of control over both consumers and suppliers. Brands literally sacrifice profit margins to have shelf space within their stores. With the addition of grocery brands as well, Wal-mart has positioned itself as a “one-stop” destination for all consumer’s needs. However, there are various internal and external factors that affect the four functions of Management positively or negatively. Organizations need to pay close attention to these factors because it can enhance the company’s success when used appropriately. Currently several factors are top of mind for management. They need to be concerned with in this era are globalization, new technologies, innovation, diversity, and ethics. Wal-mart is a big player in the nation and global market and must stay reactive to these internal and external factors to stay on top. Wal-mart is addressing each of these issues directly.

Human Resource function should align with an organizations strategic goals because successfully reaching the goal will require employees that are capable of completing the work. Since one of the functions of HR is to recruit, screen and on board employees they must be knowledgeable of the organizations goals in order to properly identify qualified candidates. Working closely with other managers to identify key skills needed for the job is important as well, “Successful organizations combine the experience of line managers with the expertise of HR managers to develop and utilize the talents of employees to their greatest potential.” (Snell, Morris, & Bohlander, 2016, sec. 1.6 para. 3). By being well versed in the organizations goals a human resource management team can impact the overall success of the organization. The integration of qualified candidates into a company can accelerate the company’s timeline for meeting goals and in turn save the company money and resources. Human resource management’s knowledge of the company’s goals will aid its efforts in securing human assets for the company.

An effective human resources (HR) strategy is the complete design, or strategic plan, that directs the engagement of specific HR functional areas. Subsequently, HR strategies will guide decisions about company personnel to make sure they are best suited for the company. For this to be successful, all of the functional areas of HR strategies must be directly compatible with the entire business strategy of the company (Wright, Snell, & Jacobsen, 2003). One such company that has been very successful in developing an HR strategy to support the overall business strategy, is the United Services Automobile Association, or more commonly known as USAA.

Sam Watson the founder of Walmart once said “our people make the difference”. Walmart understands the importance of its human resource department. Its employees deal directly with its customers and this has an influence on the success of Walmart. The objectives and corporate goals of Walmart are cost reduction, saving money for on goods for its customers to live better and the acknowledgement that their success to a great extent depends on their employees. The human resource functions that Walmart has put in place to be in line with its business objectives are its retention programs/strategies, internal promotion and career development and compensation.

For this course project I have chosen a company that I am very familiar with and have first hand knowledge of, Wal-Mart Stores, Inc. My plans for this project are to first gather information concerning Wal-Mart’s human resource practices, policies, and

Wal-mart was founded by San Walton in 1962 in a town called Rogers, Arkansas. Wal-mart is known as one of the leading global retail store. Their motto is “saving people money so they can live better". Over the course of this Session Long Project I will discuss in great detail the start of Wal-mart and why they have been able to expand so rapidly. I will show the benefits that Wal-mart’s corporation has to offer the efforts and their strategies that made this corporation prosperous. I will address the employee skills and experiences needed for this organization to run smoothly. Lastly I will identify their current recruitment practices and determine whether or not they have been successful.

An organisation’s performance is vital to an organisation’s success. It is agreed upon that strategic human resource management (SHRM) can be a beneficial tool in achieving optimal organisational performance. Kentucky Fried Chicken (KFC) is a large-scale fast food chain with over thirty thousand employees (MarketLine, 2016). KFC must ensure all employees are motivated so that they improve their productivity, performance and ultimately achieve the organisation’s objectives by increasing their profit. However, as fast food organisations do not incorporate high performance work systems (HPWS) to manage their human resources, this resulted in low flexibility, decrease in the level of skills and abilities of employees and the employee’s perception of the organisation. This has also led to lower staff morale and increase in staff turnover. In order to resolve these issues, SHRM practices can be implemented. The use of the ability, motivation and opportunity (AMO) framework can be beneficial in determining the underlying reasons for employees’ behaviour that has led to low productivity, decreased motivation and high turnover. Additionally, an employee’s perception of an organisation’s objectives and commitment to the employees is also a critical issue that fast food organisations need to address. Restaurants in the fast food industry such as KFC can utilise strategic HRM to resolve issues that they encounter in order to ensure the workforce is operating efficiently and

Successful corporations in today’s business world must be able to employ different levels of planning in order to achieve goals put in place by senior management. Wal-Mart has many different levels of management planning in place to follow through on its goals and objectives. There are many factors that influence Wal-Mart’s strategic, tactical, operational and contingency planning. Although Wal-Mart has been a very successful corporation throughout its existence, it has had to absorb the impact of legal issues, ethics, and corporate responsibility in its management planning.

Sprott Resources Corporation, (Toronto Stock Exchange: SCP) a publicly-listed private equity firm focuses, on natural resources with current investments in agriculture, energy exploration, mining, energy production and services.

The table below gives us a glimpse into the main functions of SHRM and its differences from traditional functions and responsibilities of HRM:

Human Resources bear another competitive advantage of Wal-Mart. The retailer is eager to employ only people that agree totally with the philosophy of Wal-Mart and put all their effort to achieve the most possible success for their company. Furthermore, it is common to recruit graduates directly after education. The advantage of the company is the ability to influence the working behavior of the employees. In order to motivate the employees, they were involved into actively suggesting improvements in day to day operations, resulting in cost savings of 85 million US-$ in 1993. Additionally, it is possible for the employees to participate in shareholding and to obtain dividends of Wal-Marts profits. Looking at the top of the company, it is not important, which position every single management member takes in the