Title: Alignment of HRM and Business Strategies
In this paper, I proposed how I would ensure the HR strategy in alignment with the business strategy; described the HR job positions and responsibilities listed for that HR department; determined which HR job positions I would prefer and why. Also, I analyzed how the selected company can establish HRM strategies to improve competitive advantage, and proposed three ways that the company can increase diversity.
Propose how you would ensure the HR strategy is in alignment with the business strategy.
With rapid changes in the business environment, organizations are increasingly looking at human resource as a unique asset that can provide sustained competitive advantage. Admittedly, when it comes to getting the best out of people, this is the starting point of our journey along the road towards HR business strategy,” (Kearns, 2010, p.05) because the ultimate goal of HR is to support an organization through the management of human capital, which is the major subset of the broader organization`s strategy. Obviously, once the business strategy is determined by the organization, I will ensure the HR strategy is in alignment with the business strategy to support the chosen business strategy by being concerned with the challenge of matching the philosophy, policies, programs, practices and processes-the “five P`s” in a way that will stimulate and reinforce the different employee roles behaviors appropriate for each strategy determined by the business. This will ensure the smooth and effective operations of the business strategy to increase its competitive advantage over its competitors.
Describe the HR job positions and the responsibilities listed for that HR department.
The company I choose is the Ford Motors Company. The Ford Motors Company which is the fourth largest company in the world has a very unique Human Resource department. It`s job positions includes: Human Resource manager-oversees the general operations of the department. Hiring manager-identifies hiring needs, develops the position description, recruitment plan, organizational chart and other recruitment related documents. Recruiting and Training manager-identify and attract people to the organization. In addition, train present and expected employees. Human resource Clerk/assistant-helps compile and maintain employee’s records. Obviously, the responsibilities are to provide support in the various human resource functions, which includes recruitment, staffing, training and development, performance monitoring and employees counseling.
Determine which HR job positions you would prefer and explain why.
Based on my research, I will prefer the recruiting and training manager position. This position is very strategic because it prepares employees to be more effective and efficient to produce superior goods and services for the organization. “A strategic approach to recruiting helps an organization become an employer of choice and thereby obtain and keep great employees who produce superior goods and services.” (Stewart and Brown, 2012, p. 160) Organizations that produce superior goods and services gain competitive advantage over its competitors and moreover, gain higher profit margin, and this is needs organizations wants remain the top competitor in business.
Analyze how the selected company can establish HRM strategies to improve competitive advantages.
Ford Motors Company can establish HRM strategies to improve competitive advantages by effectively managing human resources to attract and retain qualified employees who are motivated to perform, because the results of having the right employees motivated to perform are numerous. They includes greater profitability, low employee turnover, high product quality, lower production cost, and more rapid acceptance and implementation strategy. Obviously, these results, particularly if coupled with competitors who does not have the right people motivated to perform can create a number of competitive advantages though human resource strategies for the organization.
Propose three (3) ways that the company can increase diversity.
The Ford Motors Company which is the fourth largest company in the world, with eighty offices and plant locations is held with the responsibility to do the right thing. “The more we encourage and encounter differences in our society, the more we have to make ourselves feel safer by judging what we think others are about,” (Johnson, 2011, p.13) to have everyone under one umbrella with respect. Three ways that the Ford Motor Company can increase diversity are:
(1) Make a long-term commitment to diversity-Instead of creating a short term plan to diversify the organization workforce, the organization should develop a two or three year’s plan that will allow the organization to learn from its mistakes and build on its success.
(2) Clearly demonstrate the company value-company value shows employees how to act, embrace others and how to be consistent. Every single thing employees does either contribute to that consistency or diminish it. Therefore, the more united the company in celebrating and enforcing its values, the more value it will add collective to increase diversity.
(3) Focusing on candidate quality-focusing on candidate quality helps ensure that the organization has the right employee in every role. In the same way, it can make a big difference in improving the diversity of the organization talent base. In addition, preventing discrimination increases employee diversity, which in turn increases organizational performance.
In conclusion, the HR strategy is in alignment with the business strategy by being concerned about the challenge of matching the “five P`s.” The HR responsibilities are to provide support in the various human resource functions, and I prefer the recruiting and training manager position. Ford Motors Company can establish HRM strategies to improve competitive advantages by effectively managing human resources to attract and retain qualified employees who are motivated to perform. Three ways the company can increase diversity are: Make a long-term commitment to diversity; clearly demonstrate the company value, and focusing on candidate quality or skills.
Johnson, M. T. (2011). The Diversity Code: Unlock the Secrets to Making Differences Work in
the Real World. New York: AMACOM, American Management Association.
Kearns, P. (2010). HR Strategy: Creating Business Strategy with Human Capital. Amsterdam:
Stewart, G.L. & Brown K.G., (2012). Human resource management: Linking strategy to practice.
Hoboken, NJ: John wiley & Sons, Inc.
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