Alignment Of HRM And Business Strategies Instructions Select ✓ Solved

Alignment of HRM and Business Strategies Instructions Select a

Select a publicly-traded company to research. Evaluate its human resource (HR) and business strategy, HR department job positions, and ways it markets its company regarding human capital. The following are some of the company websites that provide this information: Allstate: Human Resources Careers. State Farm: Human Resources & Training Careers. Ford: Careers. Aruba Marriott Careers. In addition, refer to the U.S. Bureau of Labor Statistics website, which identifies detailed roles for HRM personnel and offers you some insight into HRM positions.

Requirements Write a 2 to 3 page paper in which you: Propose how you would ensure the HR strategy is in alignment with the business strategy. Describe the HR job positions and the responsibilities listed for that HR department. Determine which HR job positions you would prefer and explain why. Analyze how the selected company can establish HRM strategies to improve competitive advantages. Propose three ways that the company can increase diversity. Use at least three high-quality academic resources in this assignment. Consider beginning with your course textbook and quality sources that can be found in the Strayer Library. Note: Wikipedia does not qualify as an academic resource.

Paper For Above Instructions

In today's highly competitive business environment, aligning Human Resource Management (HRM) strategies with overall business strategies is imperative for organizational success. This paper will evaluate the HR and business strategies of Ford Motor Company, a publicly-traded automobile manufacturer renowned for its global presence and innovative products. By understanding Ford’s HR department structure, job positions, and marketing strategies concerning human capital, we can propose ways to enhance HR alignment with business objectives, identify preferable job roles, suggest strategies for competitive advantage, and explore ways to increase diversity.

Aligning HR Strategy with Business Strategy

To ensure HR strategies align with Ford’s business strategies, several key actions need to be undertaken. Firstly, HR must develop an understanding of the broader business objectives, such as increased market share through electric vehicle (EV) innovation and sustainability initiatives. This can be achieved through regular meetings between HR leaders and executive management to discuss business goals and workforce needs. Such collaboration will help HR develop talent acquisition strategies that attract candidates with relevant skills in EV technology, thereby directly supporting the company’s ambition to lead in the EV market.

Secondly, HR should implement performance metrics that measure how well its initiatives support business objectives. For instance, if a business strategy is to improve customer satisfaction, HR could implement training programs aimed at enhancing customer interaction skills among employees. By regularly reviewing these metrics, HR can adjust its strategies in real-time to remain aligned with the business goals.

HR Job Positions and Responsibilities

Ford’s HR department comprises various positions that contribute to achieving the company's strategic goals. Common HR job roles at Ford include:

  • HR Generalist: Manages daily HR functions, including employee relations and compliance.
  • Talent Acquisition Specialist: Focuses on recruiting top talent, particularly in technology and engineering fields relevant to Ford’s business strategies.
  • Training and Development Coordinator: Creates programs aimed at developing employees’ skills, particularly in line with new product innovations.
  • Compensation and Benefits Analyst: Analyzes and designs compensation packages to ensure they remain competitive in the automotive industry.

The role of Talent Acquisition Specialist particularly catches my interest, as it allows for direct involvement in shaping the workforce that will drive future innovations at Ford. By ensuring that recruitment strategies focus on acquiring diverse, skilled candidates, this role can significantly impact the company's ability to thrive in competitive markets.

Establishing HRM Strategies for Competitive Advantages

To improve its competitive advantage, Ford can establish the following HRM strategies:

  1. Focus on Continuous Learning: By creating a culture of continuous learning, Ford can ensure its workforce stays ahead of industry trends, particularly in technology and sustainability, through workshops, seminars, and online courses.
  2. Enhanced Employee Engagement: Implementing programs that initiate feedback cycles can improve job satisfaction and reduce turnover, allowing Ford to retain top talent critical for innovation.
  3. Collaboration with Educational Institutions: Partnering with universities can provide Ford with a steady pipeline of talent trained in the specific skills needed for future roles within the company.

Increasing Diversity within Ford

Diversity and inclusion are vital for fostering innovation and reflecting customer demographics. Ford can implement the following three strategies to enhance diversity:

  1. Inclusive Recruitment Practices: Adopting blind recruitment techniques to minimize unconscious bias and ensuring hiring panels are diverse can enhance inclusivity throughout the recruitment process.
  2. Diversity Training Programs: Offering regular training programs on unconscious bias and inclusivity ensures all employees understand their roles in maintaining a diverse workplace.
  3. Employee Resource Groups (ERGs): Establishing ERGs can provide support for underrepresented groups and foster an inclusive culture that values diverse perspectives.

Conclusion

In conclusion, aligning HR strategies with business objectives is crucial for Ford to succeed in a competitive landscape. By focusing on specific HR roles that support strategic goals, implementing innovative HRM strategies, and enhancing diversity, Ford can cultivate a workforce capable of driving the company's current and future success. Emphasizing an inclusive and well-trained workforce will enable Ford to achieve its business goals and maintain a leading position in the automotive industry.

References

  • Boxall, P., & Purcell, J. (2016). Strategy and Human Resource Management. Palgrave Macmillan.
  • Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing Human Resource Management. Routledge.
  • Cascio, W. F., & Boudreau, J. W. (2016). The Search for Global Competence: From International HR to Talent Management. Journal of World Business, 51(1), 199-300.
  • Karadeniz, E. (2018). The Role of Human Resource Management in Competitive Advantage. Journal of Business Management and Application, 3(2), 133-145.
  • Ulrich, D., & Dulebohn, J. H. (2015). Are We There Yet? What's Next for HR? Human Resource Management, 54(2), 165-185.
  • Way, S. A. (2016). High-Performance Work Systems in Fortune 500 Companies. Business Horizons, 59(5), 509-519.
  • Youndt, M. A., & Snape, E. (2004). Human Resource Management Systems and Competitive Advantage: A Test of the Resource-Based View. Journal of Management, 30(2), 187-206.
  • Johnston, C. (2017). Creating a Diverse Workforce: The Benefits and Challenges of Diversity in the Workplace. Workplace Diversity Journal, 4(1), 21-32.
  • Pearson, C. (2017). The Importance of Employee Engagement in Diversity and Inclusion Initiatives. Journal of Human Resources Management, 5(1), 1-11.
  • U.S. Bureau of Labor Statistics. (2021). Human Resources Management. Retrieved from https://www.bls.gov/.

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