You Are The Human Resource Director At A Company That Has De

Question

You Are The Human Resource Director At A Company That Has Decided To A You are the Human Resource Director at a company that has decided to adopt a “cost leadership” competitive strategy. Its main goal is to increase its sales by 30% within 1 year. Currently, you have forty salespeople. Five of them are going to retire within 3 months. The others have attended their last training course (a 2-day course on sales techniques – basic) four years ago. Considering that strategy, business goal, and workforce situation, you are required to prepare an HRM plan containing: an introductory description of the link between your organization’s business strategy and your HRM strategy; your employment planning and forecasting strategy; your recruitment and selection activities; you will also prepare a job description and job specification for the profile(s) that you think you should hire; the test(s) that you would use for employee selection; the way in which you are going to interview the candidates explaining: type(s) of interview, types of questions, with examples; the training process and training methods that you will adopt for the newly hired employee(s); the performance appraisal system and tools that you will utilize; the total reward package for the employee(s) that you will decide to hire; and a comprehensive approach to retaining employees. Please justify all your choices.

Dr. Jack HW Helper · Accepted Answer

Introduction: Linking Business Strategy to HRM Strategy The strategic decision of adopting a cost leadership model fundamentally influences the Human Resource Management (HRM) approach. In context, the primary aim is to minimize costs while maximizing sales, which necessitates aligning HR practices with efficiency, productivity, and cost-effectiveness. The HRM strategy must support organizational goals by recruiting and developing sales personnel capable of achieving increased sales targets with minimal overhead, fostering a performance-driven culture, and emphasizing retention strategies that embolden cost-effective employee engagement. Effective HR alignment ensures that recruitment and training efforts reinforce the goal of operational efficiency, thus providing a competitive advantage in the marketplace. Employment Planning and Forecasting Strategy Given the imminent retirement of five salespeople within three months, proactive workforce planning is essential. Forecasting involves analyzing current workforce data, performance metrics, and turnover rates to estimate future staffing needs. In this context, a combination of quantitative and qualitative methods will be employed: trend analysis of sales performance, turnover rates, and industry recruitment benchmarks. The immediate priority is to recruit at least five competent salespeople with skills aligned to a cost-efficient sales approach, with the potential to onboard additional staff if sales projections exceed expectations. Succession planning should also be integrated to prepare remaining staff for leadership roles while ensuring minimal disruption. Recruitment and Selection Activities Recruitment will focus on attracting candidates with a proven record of cost-effective sales and strong interpersonal skills. Job advertisements will highlight the necessity of performance efficiency and relevant experience. Selection activities include structured interviews, psychometric testing, and practical simulations. Le

You Are The Human Resource Director At A Company That Has De

You Are The Human Resource Director At A Company That Has Decided To A

Paper For Above instruction

Introduction: Linking Business Strategy to HRM Strategy

Employment Planning and Forecasting Strategy

Recruitment and Selection Activities

Job Description and Job Specification

Job Description:

Job Specification:

Selection Tests and Interview Process

Training and Development Methods

Performance Appraisal System and Tools

Total Reward Package

Employee Retention Strategies

Conclusion

References