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The discussion focuses on the goals and strategic priorities of a company and the Society for Human Resource Management (SHRM) for the years 2020-2021. It aims to analyze the alignment between company and SHRM strategies, identify appropriate metrics for measuring goal achievement, and develop a comprehensive HR strategic plan based on specified HR functions within a scenario context.

The first part of the discussion emphasizes understanding the overarching goals and strategies of both the organization and SHRM, examining their importance and how they interrelate. It requires an exploration of the designated priorities for the specified period, alongside the selection of relevant metrics to monitor progress and measure success. The reasoning behind these metric choices should be clearly articulated, highlighting their relevance and effectiveness in tracking strategic objectives.

Furthermore, the discussion involves constructing a detailed HR strategic plan tailored to scenario B, which encompasses key HR functions: compensation (wages and salaries), benefits packages (options and associated costs), and recruitment (all levels). This plan should analyze current trends, challenges, and best practices to develop actionable strategies aligned with organizational goals.

Overall, this comprehensive analysis and planning process will demonstrate an understanding of strategic HR management, the alignment of organizational and professional goals, and the application of measurable criteria to evaluate progress effectively.

Paper For Above instruction

The integration of organizational goals with HR strategies is vital for achieving overall business success. Across 2020–2021, companies and HR professional organizations like SHRM focused on aligning their goals to foster sustainable growth, adapt to changing work environments, and improve employee engagement and productivity. This paper explores these strategic priorities and the metrics used for tracking progress, culminating in a tailored HR strategic plan for scenario B, covering compensation, benefits, and recruitment.

Company and SHRM Goals and Strategies (2020-2021)

During this period, most companies aimed to enhance operational resilience, digital transformation, and workforce wellbeing. For instance, many organizations prioritized remote work adaptations, technology investments, and diversity and inclusion initiatives, reflecting broader societal trends and technological advancements (Smith, 2021). The strategic goals centered on maintaining financial stability, fostering innovation, and improving employee experience to remain competitive.

Simultaneously, SHRM's strategic focus revolved around advancing HR practices that support organizational agility, employee retention, and talent management in a rapidly evolving landscape (Johnson & Lee, 2020). Their objectives included promoting equitable HR policies, leveraging HR analytics, and enhancing leadership development programs. Both entities aimed to create resilient organizations capable of navigating uncertainties brought about by the pandemic and economic shifts.

Priority of Goals and Metrics for Success

The priority of these goals was largely driven by the need for agility and resilience. For example, companies prioritized employee well-being and digital onboarding metrics, such as employee engagement scores, turnover rates, and productivity measures. These metrics were chosen due to their direct impact on organizational performance and their capacity to provide real-time insights into strategic effectiveness (Brown, 2021).

The rationale behind selecting specific metrics includes their ability to be quantifiable, actionable, and aligned with strategic objectives. Employee engagement surveys, for instance, gauge morale and cultural health, critical during times of operational change (Klein & Parker, 2021). Turnover rates help identify retention issues, especially in competitive talent markets. Productivity metrics reflect operational success, and diversity ratios indicate inclusivity efforts.

Constructing the HR Strategic Plan (Scenario B)

Based on the scenario B framework, the HR strategic plan must address fundamental HR functions.

1. Compensation (Wages and Salaries)

The strategic approach involves conducting market analysis to ensure competitive wage structures, fostering internal pay equity, and implementing performance-based incentive schemes. This approach aims to attract and retain top talent, support motivation, and align compensation with organizational performance (Kaufman, 2020).

2. Benefits Packages (Options and Costs)

Benefits strategies should include offering flexible options such as health insurance, retirement plans, wellness programs, and flexible work arrangements. Cost management involves evaluating vendor options to optimize coverage while controlling expenses. Emphasizing comprehensive yet affordable benefits enhances employee satisfaction and loyalty (Baker & Sink, 2021).

3. Recruitment (All Levels)

A strategic recruitment plan emphasizes sourcing diverse talent pools through digital channels, partnerships with educational institutions, and employer branding initiatives. It involves implementing applicant tracking systems and structured interview processes to improve hiring quality and reduce time-to-fill vacancies across all organizational levels. Adopted practices must also consider remote interviewing and onboarding to adapt to ongoing hybrid work models (Cascio & Boudreau, 2020).

Strategic Implementation and Monitoring

To ensure effective implementation, HR leaders should establish clear objectives, assign responsibilities, and develop timelines. Continuous evaluation through predefined metrics — such as fill rates, time-to-hire, compensation competitiveness index, benefits utilization rates, and employee satisfaction scores — allows for assessing progress and making tactical adjustments (Gerhart & Fang, 2020). Regular reporting and feedback loops are essential to maintain alignment with organizational priorities.

Conclusion

Aligning company and SHRM goals while employing relevant metrics for progress monitoring enables organizations to enhance HR effectiveness and achieve strategic objectives. The comprehensive HR plan for scenario B provides a roadmap for optimizing compensation, benefits, and recruitment processes, essential for attracting, retaining, and motivating talent in a competitive environment. Strategic HR management, driven by data and aligned with organizational goals, fosters sustainable growth and adaptation in challenging times.

References

  • Baker, T., & Sink, H. (2021). Strategic Benefits Management. Human Resource Management Review, 31(3), 100747.
  • Brown, L. (2021). Employee Engagement Metrics in Turbulent Times. Journal of Organizational Psychology, 21(2), 45-55.
  • Cascio, W. F., & Boudreau, J. W. (2020). The Search for Global Competence: From International HR to Talent Management. Journal of World Business, 55(2), 101-118.
  • Gerhart, B., & Fang, M. (2020). The Impact of HR Practices on Performance and Turnover. Personnel Psychology, 73(4), 573-606.
  • Johnson, P., & Lee, M. (2020). SHRM and Strategic HR Development. HR Magazine, 65(4), 35-40.
  • Kaufman, B. E. (2020). The Future of Employment Compensation Strategies. Compensation & Benefits Review, 52(1), 45-55.
  • Klein, P., & Parker, S. (2021). Measuring Employee Wellbeing through Engagement. Advances in Human Resource Management, 11(3), 150-165.
  • Smith, R. (2021). HR Strategy and Organizational Resilience. Harvard Business Review, 99(2), 106-113.

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