Select A Publicly Traded Company To Research And Eval 149197

Select A Publicly Traded Company To Research And Evaluate Its Human Re

Select a publicly traded company to research and evaluate its Human Resource (HR) and business strategy, HR department job positions, and ways it markets its company regarding human capital. Some company Websites that provide this information are listed below: Marriott: Allstate: State Farm: Ford Motor Company: Write a two to three (2-3) 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 (3) ways that the company can increase diversity. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting requirements: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

Paper For Above instruction

The integration of human resource (HR) strategies with overall business objectives is critical for organizations aiming to sustain competitive advantage in today's dynamic market environment. This paper explores how a publicly traded company, exemplified by Ford Motor Company, aligns its HR and business strategies, details key HR positions and responsibilities, and offers insights into enhancing diversity. Furthermore, it analyzes HRM strategies to strengthen competitive standing and proposes methods to increase diversity within the organization.

Aligning HR Strategy with Business Strategy

Ensuring that HR strategy aligns with business objectives is essential for fostering organizational growth and profitability. Ford Motor Company exemplifies this alignment through its focus on innovation, quality manufacturing, and global expansion. A strategic HR approach involves identifying the company's core goals—such as technological innovation and customer satisfaction—and developing HR initiatives that support these aims. For instance, Ford aligns talent acquisition with its innovation agenda by recruiting engineers specialized in autonomous vehicles and electric motor technology. Additionally, fostering a culture of continuous learning ensures that employees stay current with industry trends, thus supporting Ford's competitive advantage.

HR Department Job Positions and Responsibilities

The HR department in Ford comprises various positions, each with unique responsibilities. Key roles include HR Manager, Recruitment Specialist, Training and Development Coordinator, Compensation and Benefits Analyst, and Employee Relations Officer. The HR Manager oversees all HR functions, ensuring strategic alignment. Recruitment Specialists are responsible for attracting qualified talent, utilizing targeted sourcing strategies. Training Coordinators design and implement employee development programs to enhance skills and engagement. Compensation Analysts administer salary structures and benefits, ensuring internal equity and market competitiveness. Employee Relations Officers mediate workplace issues, fostering a positive organizational climate.

Preferred HR Job Positions and Rationale

Among these roles, the HR Manager position is particularly appealing because it involves strategic planning, leadership, and a broad impact on organizational success. This role requires developing policies that align HR practices with business goals, creating a cohesive work environment, and influencing organizational culture directly. Choosing this position allows for comprehensive involvement in shaping strategies that drive innovation, employee satisfaction, and overall corporate performance.

Establishing HRM Strategies for Competitive Advantage

Ford can leverage several HRM strategies to bolster its competitive edge. First, fostering a culture of innovation through targeted talent development supports technological advances. Second, implementing flexible work arrangements can attract a diverse and skilled workforce, increasing adaptability. Third, embedding sustainability and corporate social responsibility into HR policies enhances brand reputation and employee engagement, appealing to socially conscious consumers and prospective employees. These strategies not only improve internal efficiencies but also position Ford favorably in the global market.

Increasing Diversity in the Organization

Diversity can be augmented through strategic initiatives such as implementing inclusive hiring practices, expanding outreach to underrepresented communities, and establishing diversity-focused employee resource groups. First, expanding recruitment channels to reach minority and underrepresented populations ensures a broader candidate pool. Second, offering bias-awareness training for hiring managers promotes equitable hiring processes. Third, creating mentorship programs for underrepresented groups can facilitate career development and retention. These measures foster an inclusive environment that drives innovation and reflects the diverse customer base Ford serves.

Conclusion

Aligning HR strategies with overall business objectives enhances organizational performance and competitive advantage. Effective HR positions, like the HR Manager, play crucial roles in implementing these strategies. By fostering innovation, inclusivity, and adaptability through targeted HR initiatives, companies like Ford can maintain industry leadership and drive sustainable growth. Developing comprehensive diversity strategies further positions organizations to meet the evolving demands of global markets, ensuring long-term success.

References

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• Boxall, P., & Purcell, J. (2016). Strategy and Human Resource Management. Routledge.
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• Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
• Hamann, J., Krause, M., & Mallwitz, J. (2020). Diversity Management in the Automotive Industry: Strategies and Challenges. Journal of Business Diversity, 20(3), 45–54.
• Huselid, M. A. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, 38(3), 635–672.
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• Shen, J., Chanda, A., D’Netto, B., & Monga, M. (2009). Managing Diversity and Stigma: A Study of the Effectiveness of Diversity Management Initiatives in the Australian Automotive Industry. Journal of Business Strategy, 30(2), 31–41.
• Sparrow, P., & Makram, H. (2015).Strategic Resilience and Its Implications for HR. Human Resource Management Review, 25(4), 368–375.