Within Organizations The Human Resources Department Is Consi

Within Organizations The Human Resources Department Is Considered An

Within organizations, the human resources department is considered an ally by some managers and a barrier by others. The legal requirements of managing HR require you to be the dispenser of policies, procedures, and rules at times and a trusted counselor and guide at other times. There are varying perspectives on the value HR policies bring to an organization. In other words, the policies, procedures, or rules may be viewed as tools that help or hinder leaders from managing their people and will either detract from or enhance company performance. When not properly aligned with the company's goals, they can negatively affect the success of the organization.

You know that you need to review the current HR policies, procedures, and rules and anticipate that you may be recommending changes, additions, or deletions. Because you are still new and solidifying your position within the company, you are concerned that missteps now will cost you your "place at the table." You decide to consult with your mentor—an experienced, powerful HR executive at another company. She presents the following for you to consider: What steps will you take in your policy, procedure, and HR rules review with the jewelry company? What will that involve? As you consider their HR policies, how will you ensure they are effectively aligned with what you see as the company's goals? If you find areas where policy revision is needed, how will you present your recommendations? How do you feel your recommendations will be viewed? Do you anticipate resistance? If so, what plan do you have to overcome that? What do you see as the possible outcome from policy revision in terms of impact on the company's performance? Write her an e-mail addressing these issues. Note: You are required to use a minimum of 2 scholarly references in your research. Ensure that citations and references are formatted in compliance with APA style. Due Tuesday the 30th

Paper For Above instruction

Subject: Strategic Review and Revision of HR Policies at the Jewelry Company

Dear Mentor,

I hope this message finds you well. As I prepare to undertake the review of the human resources policies, procedures, and rules within the jewelry company, I am conscious of the significant influence these elements have on organizational performance and culture. My goal is to ensure that HR policies not only comply with legal standards but also align effectively with the company's strategic objectives.

To begin, I plan to conduct a comprehensive audit of the current HR policies, engaging key stakeholders across departments to gather diverse perspectives. This review will involve analyzing existing policies for clarity, relevance, and alignment with organizational goals. I will also benchmark industry best practices to identify areas for improvement (Armstrong, 2020). During this process, I aim to ensure that policies promote a positive work environment, support talent development, and foster fair treatment while remaining flexible enough to adapt to future changes.

Alignment with organizational goals is critical. I intend to examine the company's strategic plan and mission statement to identify core objectives such as enhancing customer satisfaction, fostering innovation, or expanding market share. Then, I will assess whether current HR policies support these goals or inadvertently hinder progress. For example, performance management systems should reinforce performance metrics aligned with strategic priorities (Dessler, 2019). Adjustments will be made to close gaps between policy and goal alignment.

If I identify areas requiring revisions, I will prepare a detailed proposal outlining the rationale, benefits, and potential challenges of each change. I will present these recommendations to leadership in a manner that emphasizes their strategic value and the positive impact on organizational performance. To facilitate acceptance, I will include evidence-based data and case studies demonstrating successful policy reforms (Boxall & Purcell, 2016).

I anticipate that some resistance may arise, especially if policies are deeply embedded or perceived as threatening to established practices. To address this, I plan to involve key stakeholders early in the process, solicit their input, and communicate the advantages of proposed changes transparently. I believe fostering a collaborative approach and providing training can ease transition and promote buy-in. Additionally, illustrating how revisions support company growth and employee well-being will help mitigate resistance.

In the long term, I expect that well-aligned and revised HR policies will positively impact the company's performance. These include improved employee engagement, reduced turnover, enhanced productivity, and a stronger organizational culture aligned with strategic aims. When policies are clear, fair, and supportive of organizational goals, they become powerful tools for driving business success (Ulrich et al., 2017).

Thank you for your guidance. I look forward to your insights on this approach and any additional recommendations you may have.

Sincerely,

[Your Name]

References

• Armstrong, M. (2020). Armstrong's Handbook of Human Resource Management Practice (15th ed.). Kogan Page.
• Boxall, P., & Purcell, J. (2016). Strategy and Human Resource Management. Palgrave Macmillan.
• Dessler, G. (2019). Human Resource Management (15th ed.). Pearson.
• Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2017). HR Competencies: Mastery at the Intersection of People and Business. Society for Human Resource Management.