Veldemeers Company Case Study

The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this

It is important that HRM consultants create a strong and sound strategy to keep and gain the competitive advantage. By successfully implementing good HRM strategies, companies can provide excellent talent and improve by staying current on the latest technologies and other information talent (Welcome to HR Consultants, Inc., 2009). This will allow clients to increase productivity within the organization; which in turn will increase profits. The greatest organizations realize that effectively managing the HRM strategies and know that employees are their greatest asset and that they are important to their survival. A sound understanding of HRM strategies will allow clients to keep their competitive advantage (Welcome to HR Consultants, Inc., 2009).

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,

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

1a. Rio Tinto is a business that operates in many countries. When there was a global recession, Rio Tinto had to fire some of its employees so they could stay in business. Rio Tinto’s HR used their strategic role to revamp their HR, the HR addressed the needs of the company, and how human capital fits into these needs of the company (Mathis, Jackson, & Valentine, 2014, p. 16). Rio Tinto’s HR used a different approach then they would have used previously. Previously, the company used an approach that would analyze every business unit, then managers and HR directors would approach the reduction in force differently. The company adopted a coordinated approach to lay off its employees globally. This approach was an efficient and ethical way to downsize their workforce. The HR department recognized key leaders and managers in the organization and moved them internally, so they would be able to retain them. These leaders

In order to assess the company and possible future strategies it is necessary to conduct a SWOT analysis and PESTEL analysis.

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.’

“SWOT analysis is a method for analyzing a business, its resources and its environment. SWOT is commonly used as part of strategic planning and looks at Internal strengths, Internal weaknesses, Opportunities in the external environment, Threats in the external environment” (Tutor2u.net, 2015). PEST analysis studies 4 dimensions, same as SWOT. The factors measured in PEST are

Staff cutbacks can leave the surviving employees feeling demoralized, bitter, angry, and in shock. One role of Human Resource Management is to act as an employee advocate. In a time of workforce reduction, communicating with employees as well

In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.

All of which will have a financial impact on the business, with reference to people management, reputation and future Budgeting. As facilitators HRM are pivotal in the achievement of continuous organisational improvements and personnel performance. Ulrich postulates a key role of HRM is that of change agents, delivering organizational transformation and culture change, the importance which has been emphasised by Johnson and

The final function of HRM is the maintenance function. This function involves retaining productive employees. The retention of quality employees is essential for an organization’s success. According to DeCenzo and Robbins (2007, p. 41). “HRM must ensure a safe and healthy working environment; caring for employees’ well being has a major effect on their commitment”. Providing employees with work/life programs such employee assistance programs helps the employee deal with stressful situations in their personal lives which will in turn benefit the organization as well. Communication is a key element in developing employee job loyalty and commitment. Communication programs keep employees informed and also provide an avenue for employees to voice opinions and concerns. HRM’s efforts in this function will help the company reach its goal of retaining the best qualified productive employees with the most up-to-date knowledge, skills, abilities, and commitment to the organization.

Human resource management professionals must be capable of handling many unique challenges. One of the most prevalent challenges that HR professionals face and the one that requires the utmost attention is in a merger or acquisition. HRM plays a critical role in the

Market Analysis: Market analysis has to be made to help pushing the product to the right customers. Analysis tools like PEST and SWOT will help to identify weakness and strengths, competitors, their size and market share.

At the most fundamental, strategic level, HRM must be the orchestrator of all long-term strategic change, including the defining and