Discovering HRM Under A New Lens

Discovering Hrm Under A New Lens

Discovering HRM Under A New LensPlease respond to the following: Think back to the time period when you started your MSHRM program at Strayer. Describe at least two (2) differences between how you viewed HR at that time and how you view HR now. Review the video titled “ Strategic HR †(4 min 43 s). Next, create an HRM strategy for an organization you are familiar with. In your HRM strategy, address the following elements: Alignment with the general business strategy Strategic vision Productivity Job satisfaction Turnover Absenteeism.

Paper For Above instruction

When I commenced my Master of Science in Human Resource Management (MSHRM) program at Strayer University, my perception of Human Resources (HR) was initially quite simplistic. I viewed HR primarily as an administrative function responsible for recruiting, onboarding, and ensuring compliance with legal requirements. Over time, through coursework and exposure to strategic HR concepts, my perspective has evolved significantly. Two major differences in my understanding of HR now versus then include: firstly, recognizing HR as a strategic partner that drives organizational success, and secondly, understanding the importance of aligning HR practices with overall business goals.

Initially, I considered HR as a compliance-focused department that managed employee paperwork and handled grievances. Now, I see HR as a crucial component in shaping organizational culture, fostering employee engagement, and contributing to competitive advantage. This shift stems from understanding that strategic HR practices can influence productivity, innovation, and talent retention, ultimately impacting organizational performance positively.

The video titled "Strategic HR" underscored the importance of integrating HR strategy with business strategy. It highlighted that HR professionals need to transcend administrative roles and become strategic partners, aligning HR initiatives with the company's long-term goals. This perspective aligns with my current understanding, emphasizing that effective HR strategy involves careful planning around organizational vision, workforce productivity, and employee well-being.

Applying this knowledge, I propose an HRM strategy for a medium-sized technology firm I am familiar with. The core of this strategy is to align HR initiatives with the company’s broader business objectives, which focus on innovation, rapid growth, and customer satisfaction. The strategy includes the following elements:

Alignment with Business Strategy: HR practices will prioritize attracting, developing, and retaining innovative talent capable of supporting the company's growth ambitions. Recruitment efforts will focus on sourcing candidates with high adaptability and technical expertise. Additionally, HR will implement continuous learning programs to keep employees abreast of emerging technologies.

Strategic Vision: The HR department will foster a culture of innovation, collaboration, and accountability. This involves establishing clear communication channels between leadership and employees and promoting values that support agility and creativity.

Productivity: To enhance productivity, the firm will adopt flexible working arrangements, leverage technological tools for remote collaboration, and set measurable performance objectives aligned with organizational goals. Regular training and development sessions will be provided to improve skills and efficiency.

Job Satisfaction: Employee engagement initiatives will include recognition programs, opportunities for career advancement, and maintaining a healthy work-life balance. Feedback mechanisms such as surveys and focus groups will be used to tailor initiatives to employee needs and preferences.

Turnover: To reduce turnover, the firm will develop competitive compensation packages, promote internal mobility, and foster a supportive work environment. Exit interviews and retention analytics will be used to identify and address potential causes of turnover.

Absenteeism: To manage absenteeism, HR will implement proactive wellness programs, flexible scheduling, and employee assistance programs (EAPs). Clear policies on attendance will be communicated, and managers will be trained to recognize early signs of attendance issues.

In conclusion, redefining HR as a strategic partner crucially impacts organizational success. By aligning HR practices with the company's strategic vision and focusing on key areas such as productivity, employee satisfaction, and retention, organizations can foster a resilient, innovative, and engaged workforce capable of sustaining competitive advantage in today’s dynamic market environment. As HR continues to evolve into a strategic function, its impact on organizational outcomes will become increasingly significant.

References

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