Homework Help | Explain why it is important for human resource management systems to be in sync with an organization’s strategy and goals and with each other.

Discussion question:

Explain why it is important for human resource management systems to be in sync with an organization’s strategy and goals and with each other.

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Peer 1:

It is extremely important for human resource systems to be in sync with an organization’s strategy and goals because even aspect of the company should be singing from the same sheet of music. HR is a key factor in not only interacting with new associates but as well with long term team members. When all parts of the human resource management systems are on the same page, you will see an increase in organizational effectiveness, employee engagement/commitment, occupational safety, empowered associates, and customer service. This all starts with HR via the selecting and hiring process, once employees are onboarded, they are taught the organization’s goals, policies, and mission statements. From here they continue to adopt Organizational practices while learning their roles on the job. Through HR, we gain employee engagement which in turn, increases organizational effectiveness.

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Reference:

Sarkissian, A. (2016, October 26). The Significance of Human Resource Management Systems. Retrieved August 3, 2020, from https://smallbusiness.chron.com/significance-human-resource-management-systems-62126.html

Peer 2:

“Human resource management (HRM) includes all the activities managers engage in to attract and retain employees and to ensure that they perform at a high level and contribute to the accomplishment of organizational goals” (Jones & George).

In any organization, the HRM must be aligned with the company’s strategy and goals. A strategic HRM would design their processes and system around the organization to “enhance the organization’s efficiency, quality, innovation, and responsiveness to customers” (Jones & George).

The HRM team needs to determine a workforce plan and job analysis, which includes analyzing the company’s strategic goals, determine demand and supply forecasts, and identifying gaps between current needs and capabilities and whether they should focus on employee development, outsource a contingent workforce, or recruit externally (SHRM).

Once a plan is outlined, the HRM team focuses on these five major activities:

Recruitment & Selection – external or internal recruitment depends on the plan outlined as well as company goals and culture. While recruiting externally provides a broader talent pool, the organization may have a strategy to promote from within to build the motivation of employees and their ongoing career development. Additionally, if an organization strategy is to cut costs, internal recruitment would be more cost-effective in the selection process due to saving on any necessary background checks or drug testing required, including labor hours spent on an extensive interview process.

Training & Development – Depending on the organization, a more formal classroom instruction style of training may be offered to provide employees a deeper insight to company goals and strategies, as well as feed into the type of culture the organization is building. On-the job training and a mentor/protege setup can also be a great way to build on company culture in a more informal setting. Some organizations have a tuition reimbursement program, which enables the organization to promote a development program focusing on the individual employee preference and saving the company money overall but not having an internal, formal development program that is more cookie-cutter in nature.

Performance Appraisal & Feedback – This allows for the HRM team to make decisions about pay rates, additional compensation, and promotions. The appraisal can determine the types of training and development each employee respectively needs, and it allows the manager to provide feedback to the employee with an evaluation of how their behavior and/or traits are effective with company goals and strategies.

Pay & Benefits – Pay-for-performance based on KPI’s is a great way for the HRM team to align employee performance to company goals, and incentives can be linked to company performance (bonuses). It motivates high performers and potentially filters out low-performers, which opens positions to fill with a better candidate in the future. Optional benefits like medical/dental/vision/life, along with Employee Assistance Programs, Disease Management Programs, and Wellness Programs can be part of an HRM plan for an organization, depending on the culture and strategy of an organization. Offering one medical plan option, or multiple like a HMO, PPO and an HDHP option gives flexibility to employees and can provide a lower cost to organizations, particularly if they are self or full funded for their plans.

Labor Relations – HRM teams need to work fairly with unions when established, but also should do their best to meet organizational goals without pushing a workforce to unionize. Typically, employees turn to a union when they feel the company has unfair working conditions, pay, bias, etc. It is important that the HRM team balances company strategy with keeping employees happy and motivated.

Jones, G. R., & George, J. M. (2019). Essentials of contemporary management (8th ed.). New York, NY: McGraw-Hill Education.

SHRM. (2015, September 14). Aligning Workforce Strategies with Business Objectives. Retrieved on 8/3/20. https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/aligningworkforcestrategies.aspx

MODEL ANSWER

Discussion MAN 3353

Response to the Discussion Question

Human resources management systems (HRMS) comprises of processes such as recruitment and selection, training and development, feedback and appraisal of performance, remuneration, pay and | PLACE YOUR ORDER NOW AT writtask.com | must be in sync with the strategies and goals of an organization for the purpose of the organization increasing efficiency and effectiveness, innovation, quality as well as its | PLACE YOUR ORDER NOW AT writtask.com | behind the approach is that these goals are the facilitators of competitive advantage, and as such they support an organization’s success and | PLACE YOUR ORDER NOW AT writtask.com | an organization opts to pursue a low-cost strategy, the HRMS must adjust to the strategy by keeping costs in check while simultaneously identifying strategies that will help the organization to optimally utilize the available | PLACE YOUR ORDER NOW AT writtask.com | an organization seeks to apply the differentiation strategy and intents to distinguish itself from the competition, HRM must shift towards attracting, selecting, and retaining those employees that will help to achieve those | PLACE YOUR ORDER NOW AT writtask.com | to sufficiently facilitate employees in order to motivate them to perform highly.

Responses

Peer 1

I concur with the view that despite each department in an organization having their own goals, those goals should be aligned with the overall goals of the | PLACE YOUR ORDER NOW AT writtask.com | the engine of the company’s human capital should ensure that every employee understand those overall | PLACE YOUR ORDER NOW AT writtask.com | such as organizational culture can only be instilled in employees through training which is a core obligation of the HRM.

Peer 2

From the discussion response, I agree that there are several duties of an organization’s HRM namely; recruitment and selection, training and development, feedback and appraisal of performance, remuneration and | PLACE YOUR ORDER NOW AT writtask.com | duties are executed to ensure that every employee is conversant with the organization’s | PLACE YOUR ORDER NOW AT writtask.com | such, HRMS should ensure that there is collaboration between key departments for the purpose of guaranteeing that those goals are realized.

Reference

Zeuch, M. (2016). Handbook of Human Resources Management. Heidelberg, Germany: Springer Berlin Heidelberg.