People Are The Competitive Advantages We Read In Chapter 3
People Are The Competitive Advantageas We Read In Chapter 3 Functiona
People Are The Competitive Advantageas We Read In Chapter 3 Functiona
People Are The Competitive Advantage As we read in Chapter 3, functional strategy is the the level of strategy that each department must do to help the organization meet it's goals and objective. Human Resources Strategy help shape the skills and behaviors necessary to achieve goals. The video below is an explanation that a full time faculty member, Prof. McLean, has recorded for you, and I think it should be very helpful. Please view it for more details.
Review this handout - Strategy at Macomb Community College and post your initial responses here to the following: Your two top strategy actions that would support the mission and the vision The employee behaviors necessary to carry out the strategies you mentioned in #1. Replies are very specific this week. They should be an evaluation of your classmate's response to #2 above. Determine what you think HR Functional Strategies (policies and procedures) are needed in order to produce the necessary employee behaviors. Tip: View the Professor's Discussion for specific information on HR functional strategy.
Posts and replies should be complete thoughts, add value, and be written using College English. They should also contain examples and/or reference to the text/lecture where appropriate. Be sure to check back regularly and answer any questions posed to you. See the course syllabus for the quantity requirements and for more details. Note: You won't have access to others' posts until you post in the forum.
Paper For Above instruction
Introduction
Effective strategic management at an organizational level hinges on aligning departmental strategies, particularly Human Resources (HR), with the overarching mission and vision. As articulated in Chapter 3, functional strategies serve as crucial levers in achieving organizational goals by shaping employee skills, behaviors, and policies. This paper explores two strategic actions supportive of Macomb Community College’s mission and vision, the necessary employee behaviors to enact these strategies, and the specific HR functional strategies that facilitate desired employee conduct.
Top Strategic Actions Supporting Mission and Vision
The mission of Macomb Community College emphasizes providing accessible, high-quality education that prepares students for success in their careers and lives. Correspondingly, the college's vision advocates for innovative, student-centered learning environments that foster lifelong success. To support these objectives, the first strategic action involves enhancing faculty development programs to promote innovative teaching techniques and incorporate technology effectively. This initiative aligns with the college’s commitment to quality education by ensuring faculty are equipped with contemporary pedagogical skills, ultimately improving student engagement and learning outcomes.
The second strategic action involves expanding student support services, including academic advising, career counseling, and mentorship programs. Such expansion directly supports the college’s mission of student success by reducing barriers to educational attainment and fostering a supportive learning community. Both actions underscore an organizational focus on quality and accessibility, essential for advancing the college's strategic objectives.
Employee Behaviors Required to Implement Strategies
To implement the first strategy, faculty members must demonstrate behaviors that include a willingness to engage in continuous professional development, adaptability to new teaching technologies, and a collaborative approach to curriculum enhancement. For the second strategy, staff and faculty must exhibit proactive engagement with students, empathy, and a commitment to student-centered service. They should proactively identify student needs and collaborate across departments to provide comprehensive support. These behaviors foster a classroom and campus environment conducive to academic success and personal growth.
HR Functional Strategies to Drive Employee Behaviors
To cultivate the desired behaviors, HR policies and procedures must support ongoing professional development, recognition, and accountability. Establishing a structured faculty development program with incentives for participation can promote continuous learning and adaptation. Implementing policies that recognize and reward innovative teaching practices encourages faculty to embrace new methodologies aligned with institutional goals.
Moreover, HR should develop comprehensive onboarding and ongoing training programs focused on student engagement and support skills for staff and faculty. Performance appraisal systems must integrate behavioral metrics that evaluate collaboration, empathy, and proactive service. These policies reinforce organizational priorities and foster a culture aligned with strategic objectives.
For example, Macomb Community College could adopt a policy that links professional development incentives with specific teaching innovations or student support initiatives. Such policies motivate employees to continually improve and align their behaviors with the college’s strategic aims.
Conclusion
Aligning departmental strategies with organizational goals through targeted HR functional strategies is vital for achieving mission and vision. By implementing strategic actions such as faculty development focused on innovation and expanding student support services, and by fostering the right employee behaviors through supportive policies, Macomb Community College can enhance its educational effectiveness. Tailored HR policies that promote continuous development, recognize exemplary behaviors, and embed accountability are essential in translating strategic intent into tangible organizational success.
References
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