The Organizational Strategy Of Human Resources

Where the HR function is large, there would typically be a HR Director within the structure that works with the other top level executives to analyse the organisation in order to determine and plan its staffing needs to achieve the long term goal and strategic aims. It is at this level where other options should be explored to determine the actual need to recruit as there may be other options for the organisation such as job redesign. The area of staffing falls within the HR function where the recruitment and selection of human resources for the organisation is carried out. On selection, Recruitment advisors are involved in developing and administering methods that enable managers to decide lawfully which candidates to select and which to reject for the given jobs.

Human resource management demonstrated over time to be more than just the paperwork side of an organization, but a difficult position that needed a specific set of skills to provide success for both the organization and its employees. One of the most important roles and first task of the human resource department is handling the recruitment of employees. An organization will not be able to function without employees, but it is key for the HR department to find the person with the particular

In business, the best assets of a company are the employees. The employees set the tone for the organization. An organization’s success stems from hiring the right people. Human Resource Management (HRM) plays a vital role in the selection of the employees. HRM rely on specific tools to draw top-qualified candidates for certain jobs. HRM may uses different applications for screening, interviews, tests, background checks and reference checks to endure the right employees are chosen.

I am a Human Resource (HR) Director of a for-profit company with 500 employees, in this role I will be confronted with many issues. The challenges brought about from technology, globalization, and diversity will impact my role and how legislation will be passed to address these challenges. The next ten years can no doubt bring about legal pitfalls that will impact my organization. Therefore, I will discuss and reflect on the laws I see missing to protect my company from liability and protect my employees from harm. I will also discuss why I think it is important to bring in legal counsel for guidance and when I am confident handling HR issues on my own. In addition, I will highlight the current laws I believe are helping my organization from an employment standpoint. My refection of those areas ultimately leads me to my thoughts on how I plan on addressing what makes me most anxious in this role regarding HR law. Developing a plan to grow my HR law knowledge to minimize my anxiety is the key to my success. By writing this paper I am able to think strategically about all I have learned regarding HR law and how I can use the knowledge in an aspiring role.

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.

Human Resource Management (HMR) is built upon many different areas. The way each organization allocates resources for each area is different. Since every organization is different and has different requirements, not every HRM process is going to be the same. The areas this paper will focused on are Equal Employment Opportunity (EEO) and the Commission (EEOC) which governs the EEO regulation, human resource planning, recruitment, and selection, compensation and benefits, safety and health, employee and labor relations, and human resources development. Even though each industry and organization is

In a smaller company it would be more cost effective for the HR department to be primarily an administrative HR department. Larger companies need to increase the HR roles to a more strategic role which is goaled towards meeting the company’s needs. The role of the strategic human resource management team is to meet the needs of the employees as they are needed. This type of planning allows for the HR department to meets the needs of the employees and to focus on making sure the needs of the company are being met also. This type of thinking can allow for improvement in the way employers hire and train current and future

There are many areas that fall under human resources. The human resources department is responsible for selecting employees, engaging employees, rewarding employees, and employee relations. The selection of a quality employee is a vital to the success of an organization but just as important is ensuring that the company retains the quality employee. Potential employees are attracted to organizations that meet their needs both their intrinsic and extrinsic needs. It is doing the selection process that both the employee and the employer are able to determine if these needs can be met. Extrinsic needs are satisfied by the salary that employers are able to provide employees. Intrinsic needs are making an employee feel safe and needed which is accomplished through performance appraisals.

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

Discuss the Resource Based Approach to strategic HRM as a better alternative and its managerial implications in terms of HR actions

In today's intensely competitive and global marketplace, maintaining a competitive advantage by becoming a low cost leader or a differentiator puts a heavy premium on having a highly committed or competent workforce. Competitive advantage lies not just in differentiating a product or service or in becoming the low cost leader but in also being able to tap the company's special skills or core competencies and rapidly respond to customer's needs and competitor's moves. In other words competitive advantage lies in management's ability to consolidate corporate-wide technologies and production skills into competencies that empower individual businesses to adapt quickly to changing opportunities.

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)

Much of the research on the link between HRM and firm performance has looked at single HR practice such as compensation or selection, while others attempted to look on the impact of combining different HR practices to improve firm performance (Becker & Gerhart, 1996). Pfeffer (1998, as cited in Tyson, 1997), for instance, put forward a seven-principle best practice which he believed is universally applicable. The seven best practice HRM elements include; employment security, selective hiring, self managed teams, high compensation contingent on organizational performance, extensive training, reduction of status difference, and information sharing. Theoretically, bundling several HR practices should produce greater performance effects than any of the individual human practices (Dyer & Reeves, 1995). However, in reality, there is no single standardized bundle of HR strategies that is universally applicable for all organizations. Each firm might require different bundles of HR strategies to improve its organizational performance. Wood (1999), for example, emphasized the integration of different HR policies if they are to work effectively and proposed that the HR systems should be in line with the business or competitive strategy of the organization if they are intended to improve organizational performance.

The modern day work place is undergoing a wide array of changes, all resulted from the numerous challenges impacting the internal and external environment of business enterprises. Some examples in this sense include the growing forces of globalization and market liberalization, the increasing cultural diversity in workplaces, the shift from a manufacturing economy to a service economy, or the advancement of technology.

Human Resource Management (HRM) is the utilization of individuals to achieve organizational objectives that involves with are staffing, human resource development, compensation, safety and health, employee and labor relations (Lussier, 2016, p. 6). Staffing is the process through which an organization ensures that it is always has the proper number of employees with the appropriate skills in the right jobs, at the right time, to achieve organizational goals (Lussier, 2016, p. 6). Human Resource managers are responsible for recruiting of adequate personnel in an organization. To recruit a suitable employee, some appropriate ways are needed. Organization should match the candidates’ interest, works attitude, educational background and experience with the job offered. Matching the characteristics of candidates with job specifications is needed to make a smooth selection. When the qualified candidates are recruited, they will be screened in aspects of skills, ability, strength and background and potential of developed. While the process of recruiting might sound very simplistic it actually quite the opposite. In modern time social media and the accessibility to the internet has made this task a lot more virtual than ever before. Sites such as LinkedIn has simplified the jobs of many HR managers in today society.