Selecting A Publicly Traded Company To Evaluate HR And Busin

Selecting a publicly traded company to evaluate HR and business strategy

Choose a publicly traded company and research its Human Resource (HR) and business strategy, HR department job positions, and ways it markets its company regarding human capital. Write a two-page paper proposing how to ensure the HR strategy aligns with the business strategy. Describe the HR job positions and responsibilities within the HR department. Identify which HR job positions you prefer and explain why. Analyze how the selected company can establish HRM strategies to improve its competitive advantages. Propose three ways the company can increase diversity. Use at least three credible academic resources, excluding Wikipedia and other non-scholarly websites. The paper must be formatted in Times New Roman, size 12, double-spaced, with one-inch margins, and follow APA style for citations and references. Include a cover page with the assignment title, your name, professor’s name, course title, and date. The cover page and references are not counted in the two-page limit.

Paper For Above instruction

Selecting a publicly traded company to evaluate its Human Resource (HR) and business strategy provides a valuable opportunity to analyze how strategic HR management can contribute to a company's competitive edge. For this paper, we will focus on Ford Motor Company, a well-established leader in the automotive industry, known for its innovative approaches to workforce management and marketing strategies centered around human capital.

Aligning HR Strategy with Business Strategy: Ensuring alignment between HR and business strategies requires a clear understanding of the company's overarching goals. Ford's business strategy emphasizes innovation, sustainability, and global market expansion. To support this, HR policies must foster a highly skilled, adaptable, and diverse workforce. Implementing strategic workforce planning and promoting a culture of continuous learning can enable Ford to meet evolving industry demands. Connecting HR initiatives, such as leadership development and talent acquisition, directly with business objectives, ensures coherence and supports long-term growth.

HR Job Positions and Responsibilities: The HR department at Ford typically includes roles such as HR Manager, Talent Acquisition Specialist, Employee Relations Coordinator, Compensation and Benefits Analyst, and Diversity and Inclusion Officer. The HR Manager oversees the department, aligning HR policies with business goals. Talent Acquisition Specialists handle recruitment processes, ensuring the company attracts top talent. Employee Relations Coordinators manage employee engagement and conflict resolution. Compensation Analysts develop competitive pay structures, while Diversity Officers work to enhance workplace inclusivity.

Preferred HR Positions and Reasons: Among these roles, I would prefer the Diversity and Inclusion Officer position. This role is vital in fostering an inclusive work environment that values diverse perspectives, which enhances creativity and decision-making. Given the global shift toward diversity, this position directly contributes to Ford’s strategic goal of market expansion and innovation, making it both impactful and aligned with my interests in social justice and organizational development.

Establishing HRM Strategies for Competitive Advantage: Ford can establish HR strategies that support innovation by investing in training programs that develop technical and soft skills. Additionally, adopting flexible work arrangements can attract diverse talent and improve employee satisfaction. Emphasizing employer branding and employee value propositions in recruitment efforts enhances the company's reputation, aiding retention and attraction of top candidates.

Increasing Diversity: To foster greater diversity, Ford could implement targeted recruitment initiatives aimed at underrepresented groups, such as partnering with diverse professional organizations. Developing mentorship programs for minority employees can promote retention and career progression. Finally, conducting regular diversity audits and refinement of policies ensures that inclusion efforts remain impactful and aligned with evolving societal standards.

In conclusion, aligning HR strategies with business objectives, prioritizing inclusive HR roles, and implementing targeted diversity initiatives can significantly enhance Ford's competitive position. This strategic integration supports sustainable growth and reflects a commitment to fostering a dynamic, innovative, and diverse workforce.

References

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