...Running Head: ALIGNMENT OF HRM AND BUSINESS STRATEGIES 1 Alignment of HRM and Business Strategies Name Professor Travis Davidson Strayer University HRM 530 – Strategic Human Resource Management January 22, 2015 Propose how you would ensure the HR strategy is in alignment with the business strategy. In order to ensure the HR strategy is aligned with the business strategy, HR needs to be proactive. It is HRs responsibility to identify the necessary skills to do the job and successfully recruit, promote, and evaluate based on those skills. According to the VP of the Center for Workforce Preparation at the U.S. Chamber of Commerce, Beth Buehlmann, she says that 75% of today’s workforce will need additional training “just to keep the jobs they have today” (Morden, 2013). Every company’s HR strategy needs to have a vision which is a picture of the anticipated future, a mission that is strong and convincing, goals that lead to the achievement of the needs and wants, strategy to achieve those goals, and initiatives to implement the strategy (Wheeler, 2012). Describe the HR job position and the responsibilities listed for that HR department. The Marriott HR department position is headed up by the HR Coordinator. This position is responsible for supporting recruitment, training, benefits, payroll, performance appraisals, and career development. Implementation of HR programs and initiatives is the responsibility of the HR Manager which requires...
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...Assignment 3: Dismissal Meeting Imagine that you are an office manager and you have been tasked with the job of coordinating and heading the dismissal meeting for an employee layoff. Write a six to eight (6-8) page paper in which you: 1. Propose three (3) ways that a manager can cope with any negative emotions that may accompany an employee layoff. 2. Describe a step-by-step process of conducting the dismissal meeting. 3. Determine the compensation that the fictitious company may provide to the separated employee. 4. Using Microsoft Word or an equivalent such as OpenOffice, create a chart that depicts the timeline of the disbursement of the compensation. 5. Predict three (3) ways that this layoff may affect the company. 6. 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. Dismissal Meeting Within any company, managers must be reminded that the focus of a layoff is not on the actual individual being released, but rather on the position itself. The layoff decision is made based on the needs of the company and the position. If the individual is not fulfilling the position or if the position is no longer necessary, the...
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...HRM 530 Full Class All DQs Assignments and Final Exam Click Link Below To Buy: http://hwcampus.com/shop/hrm-530-full-class-dqs-assignments-final-exam/ HRM 530 Week 1 DQs Technology and Strategic HRM (graded) This course focuses on the strategic value that technology brings to HRM and the business. Thanks to technology, HRM is now a strategic partner in companies. How specifically has technology created this strategic partnership? Share an example. What value has resulted from this strategic partnership? HRM Technology Trends (graded) From the lecture, you can see how far HRM has evolved. Conduct some research using your text, supplemental readings, and other academic sources. What are some of the current trends in HRM technology? Where do you see HRM technology headed? Provide specifics. HRM 530 Week 2 DQs HRM Strategic Partnership (graded) As shared in this week's lecture, HRM has moved from support to strategic partner. The examples shared included tracking employee work time, tracking leaves, and time tracking for payroll purposes. How has, and how can, HRISs impact this strategic partnership? Review an example from your employer or through research on how a business has used HRM technology to create a strategic focus. HRIS E-Engineering (graded) Business Process Re-Engineering (BPR) is a valuable tool to help organizations assess the probability of process change. Why might this be an important concept for HRM professionals introducing...
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...GMGT 530 GMGT530 Complete Course Click below link for Answer http://workbank247.com/q/gmgt-530-gmgt530-complete-course/28010 GMGT 530 Week 1 Organizational Behavior Issues Paper ABC, Inc. is a competitor of your organization headquartered in a different country on a different continent. ABC has just announced that its shareholders approved the acquisition of your company. As the CEO in the acquired company, you have been asked to start the process of creating the changes necessary to make the merger-acquisition successful. You are being held accountable for maintaining your organization’s performance measures while dealing with the human elements of this situation. Resources: University Library and textbook readings Write a 700- to 1,050-word paper describing the key challenges that will face the organizations as they merge. To accomplish this, you must complete the following: * State the assumptions you will use for your analysis; specifically, identify the industry for both companies and the country where each company is located. In addition, identify the specific organizations you will be discussing. Select a company, for example, that will be ABC, Inc. for your specific situation. * Identify the elements of your organization’s culture and your perceptions of the importance of each element for your organization to operate effectively. * Use the text reading and at least three peer-reviewed sources from the University Library resources to identify the key...
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...Britni Davis January 21, 2013 HRM 530 Ethical Issues in HRM Strategy Dr. Daniel C. Frost Introduction As a Human Resource Management Consultant you are there to solve the problems of the company that has hired you. Also not only is that the key objective of your job you have to be ethical due to not messing up business relationships with other clients you may have. This paper will focus on different objectives that a HRM Consultant may have while doing his or her job. Identify the areas of overlap in the new client organization with others that you have had as clients. An Area that may overlap in a new client organization with others that you have had as clients would be giving a completive edge to another client. An overlap could be when a HR consultant departs one client and joins another. The knowledge acquired at the previous company can be sensitive and valuable to the new client. This can cause ethical problems for me as the new HRM consultant. Ethical Dilemmas: There are many ethical issues that can come about in the case of HRM consulting. When you have knowledge of the company and previous assignments that can be useful in your new position. As a consultant you can encounter many obstacles some can be being Fair, Competitive Edge and not being biased. Fairness: The wisdom of a consultant improves with experience. An old client‘s project experience has helped the consultant in providing a more wise consultation to future clients. Therefore, whether or not...
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...head: Ethical Issues in HRM Strategy HRM 530: Assignment #1 Nakesha Booker Strayer University Dr. Obi Iwuanyanwu July 15, 2012 When hired as a newly HRM (Human Resource Management) consultant, you must first understand your role before you can began assisting with any issues or other areas of overlap. The primary role of a HRM consultant “is to assist the client to identify needs, develop an action plan and facilitate change to enhance the success of your organization. Our management, human resource, and training services are designed to improve productivity, efficiency, communication and employee morale” (Welcome to HR Consultants, Inc., 2009). Once you have a thorough understanding of your duties in this role you can successfully develop an action plan that will aid in the implementation of necessary changes within the organization. Some areas of overlap that you many encounter in a new client organization could include; but not limited to the following: talent acquisition, retention, employee morale, and training. Each of these roles (in my opinion) is vital in the successfulness of any organization. If you, as a HRM consultant can acquire the needed talent, effectively train them while instilling the need of excellent employee morale, you will be able to retain these employees keeping, while maintaining a high retention rate. While not all candidates selected will be successful, the important part is that HRM consultants keep and reward...
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...Week 6 Assignment 3 Outback Steakhouse Linda D. Mitchell HRM 530 Professor Jerome Newman Strayer University Discuss how the employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage. It is Outback’s belief that employee’s is what gives the company a competitive advantage and that employees are the primary reasons a company is successful. Therefore, since the competitive advantage to an organization’s success is its choice in the individuals they hire there has to be an effective hiring process in place to weed out those individuals that do not fit into the culture they’ve established. Their intention is to provide a positive employee experience to prevent a high turnover rate. They have created a selection process for hourly and management workers that will help hire and retain people to successfully run their organization. Their selection process helps the organization achieve a competitive advantage because it allows Outback to recruit the applicant, assess their qualifications, then select the most qualified individual by selecting candidates who are motivated and their willingness to adapt to the culture, vision, values and beliefs of Outback Steakhouse. Discuss the importance of fit to Outback Steakhouse. As stated earlier it is Outback’s belief that they need to hire employees that can adapt to their culture, vision, values and beliefs. It’s also, important to Outback that the individuals they hire...
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...Assignment 1: Ethical Issues In HRM Strategy Trimmier McClellan Dr. Linda Force HRM 530 January 27, 2013 Identify the areas of overlap in the new client organization with others that you have had as clients. If you have limited experience with these types of problems, be sure to research common issues to complete this question. In Human resources (HR), problems can arise when dealing with a company’s productivity, hiring new employees, setting up training, and preventing discrimination. An important task of the human resource department is work with employees so they can be very productive. Productivity most often leads to higher revenue for a company. The HR department usually critically considers the amount of people that work each shift, group tasks, bonuses, and other factors that may keep the morale high. These factors are related to each other, so the challenge is to not affect one factor without largely affecting another. There can be difficulty making changes that do not negatively affect a company’s budget. The HR department is usually responsible for some forms of recruitment. They may attend job fairs send out emails, or post job postings to create interest in the company. Because of globalization, companies have to compete with each other internationally rather than just locally. Companies also have a hard time creating incentives for their employees that help balance work and family. Employees today look for a company that will minimize their personally risks...
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...Assignment #3: Employment Laws and Strategy HRM 530 Benita Ellis-Young Feb 17, 2013 Prof. Kenneth Lewis Employment Laws and Strategy Describe the scenario that you have selected and its corresponding employment laws. Benefit decreases for the entire employee population. There are several laws that influence benefits in the state of Maryland. From the website www.md.gov, fringe benefits include minimum wage, overtime, meals and breaks, vacation, holidays, sick leave, jury duty, severance, medical/hospitalization coverage, dental coverage and pension and retirement plans. The laws for the state of Maryland do not require that employers offer all of these benefits. Employers are able to select which benefits they will offer. The required benefits are minimum wage, overtime, and meals and break times. All other benefits are at the discretion of the employer. Companies are not always able to offer a variety of benefits and may decrease the benefits being offered in order for the company to remain profitable. Economic hardships affect the organizations operations and cause employers to layoff, cutback, or shutdown. Minimum wage for the state of Maryland is currently $7.25 and the Federal wage is also $7.25. Employers are obligated by law to pay at least the minimum wage. The state requires employers to pay overtime to employees that work 40 hours or more at a rate of 1 ½ times their normal salary. Salaried employees may be exempt. Employees under the age of 18 are required...
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...Name: Cox, Cynthia HRM 530 Summer 2010 Save as: Last Name, First Name – Assessment 5 Checklist (example: Brown, Zelphia – Assessment 5 Checklist) Assessment #5 – Compensation and Benefits - Discussion Case – Collegiate Promotions APA FORMAT | YES | NO | General | | | 12 point Times New Roman Font | | | Margins | | | * 1 inch margin - top | | | * 1 inch margin - bottom | | | * 1 inch margin - left | | | * 1 inch margin - right | | | Unjustified right margin (ragged edge) | | | All paragraphs indented (1/2 inch or 7 spaces) | | | Double spacing only | | | Title Page | | | * running header (no more than 50 characters, in header section of page, 12 point Times New Roman Font)/page header | | | * Your first and last name | | | * title of the Assignment ( Assessment #5) | | | * Institution name (Strayer University) | | | * date (month day, year ; example June 13, 2010) | | | Section headers (Do NOT restate the question in the paper.) | | | * Compensation Effectiveness (see item #1 in course guide) | | | * Price Range (see item #2 in course guide) | | | * Prediction (see item #3 in course guide) | | | * Protected Sales Area (see item #4 in course guide) | | | * Independent Contractor (see item #5 in course guide) | | | Proper in-text citation | | | * author name(s) and year of publication in parenthesis | | | * each paragraph...
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...Alignment of HRM and Business Strategies Assignment 1 Strategic Human Resources Management- HRM 530 Ford Motor Company believes it is one of the greatest automobile manufacturers of all time. One Ford, One team, One Plan, One Goal is the mission and vision for its company, which is an American diversified global automobile industry, and that was founded in 1903, by Henry Ford (“History of Ford Motor Company”, 2015). These vehicles have changed how the world view and drove automobiles. Their core values are putting people first, pursuing excellence, embracing the change, acting with integrity and serving our world. They have always worked on the base of founding principles and their heritage. Propose how you would ensure the HR strategy is in alignment with the business strategy. According to the OPM, HR (1999), alignment means to incorporate decisions about people with decisions about the results an organization is trying to obtain. Companies that successfully align HR with the business mission accomplishments do so by integrating HR with the planning process and activities that support the mission and goals of the company, while building a strong relationship. Aligning Human Resources (HR) Strategy with the Business Strategy, Ford is committed to ever changing upgrades and developments to help ensure the company can realize its goals. This company’s values and vision will provide the groundwork for everything it does to include its employees, what’s right for the customer...
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...Alignment of HRM and Business Strategies John Marsh Dr. Ronald Harrison DeVry University: HRM 530 Winter Quarter 2015 Propose how you would ensure the HR strategy is in alignment with the business strategy. First and foremost a company is run by the vision and mission of its founders. Typically, the main focus of many companies is to provide a good or service and gain a profit. I would ensure that even though HR is important, the business strategy comes first. Therefore, I would press the fact that HR needs to know and adhere to the business strategy of the company when making all of its decisions. Let the business strategy be the outline for success. HR should be trained on the business strategies of the company and keep them in mind while conducting all of its decisions. The company that I chose to review is Ford Motor Company. In review of the Ford website, it appears that the alignment of business and HR is on the forefront of their thinking as well. The website states that the HR department “Strategically partners with operations to diagnose the needs of salaried employees and deliver solutions that align with business goals. We also facilitate implementation of Ford’s people cycle plan.” (Human Resources, 2015) This statement is a direct response to ensuring that goals and strategies are on par. Describe the HR job positions and the responsibilities listed for that HR department. The Ford Motor Company HR department has many different responsibilities...
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...Assignment 4: HRM and Culture Angina A. Blakney Dr. Geri Puleo Strategic Human Resource Management, HRM 530 September 4, 2012 Introduction The minicase “Cracks in a Particularly Thick Glass Ceiling,” discusses how women in South Korea are conflicted when it comes to their careers. Although, the women of South Korea are slowly changing the corporate culture there are some men who are resistance to change. They’re use to the educated women of South Korea choosing the traditional career path, careers in the fields of education. But due to the Asian financial crisis in 1998 where thousands of men lost their jobs or took pay cuts, and their wives had to assist financially. Due to this situation women started small businesses and worked part-time job, and a couple of years later the Korean government banned gender discrimination in the workplace, requiring businesses with 500 employees to provide child-care facilities, creating additional opportunities for women. This minicase shares a story about a Korean women name Choi Dong Hee who worked for SK research arm she was the only woman who’d worked for the company. Choi believed that the company didn’t recognize nor did they utilize her talent. So, Choi demonstrated her talent by creating and conducting a yearlong study recommending the company to modify their policy permitting subscribers to use any wireless portal. Choi proposal was denied, but she didn’t give up she was consistent, dedicated to her vision, and convincing...
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...Assignment 3: First Day on the Job Monica Lomax Strayer University HRM 530-Dr. Barrett November 28, 2011 Employee satisfaction has a huge impact on the employee turnover rate in any company. The correlation between the two is obvious. If employees are satisfied with their job, the turnover rate will be lower than that of a company with unhappy employees. Malik, a new manager to a company, witnessed how an unsatisfied employee could be a potential loss of an asset. On Malik’s first day at his new job he was approached by one his new employees who was in distress. She came to him expressing how exhausted and frustrated she was with her job and that she planned to quit soon, despite being one of the organizations top performing employees. The employee told Malik that the workload was inconsistent. Ultimately, the employee felt overworked and the organizations shows a lack of challenge and skill enhancement for the employees. (Stewart & Brown, p.394) The concerns of this employee are the concerns of many employees from companies and organizations world wide. Employee satisfaction is the terminology used to describe whether employees are happy and are fulfilling their desires and needs at work. Factors contributing to employee satisfaction include treating employees with respect, providing regular employee recognition, empowering employees, offering above industry-average benefits and compensation, providing employee perks and company activities...
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...Assignment #1 Shelby Mitchell Instructor: Dr. Denise J. Pica-Branco HSA 530 May 16th, 2013 Introduction Inclusive of this paper will be the steps I, the manager of HR, deem necessary to increase the progression of effectiveness of HRM in this organization. This paper will also examine current trends in health care that have an impact on human resource management. In this paper I will suggest a significant opportunity for HR to become more of a strategic partner within an organization. Afterwards, I will recommend a model of human resources management that would be the most appropriate for healthcare. This paper will recommend a strategy that HR could implement in order to develop more effective relationships between Human Resources and the organization’s managers and senior executives. Lastly, included in this paper I will determine a specific employment law that may affect the hiring and selection process at the acute hospital in your community. Current trends in healthcare that are affecting human resources management Currently, there are both positive and negative trends in healthcare human resources. However, present trends in the health care industry are unlimited. These trends include some of the following: • The aging of the workforce and retirement of the Baby Boom generation (those born between 1945 and 1964). • Problems finding skilled workers. • Economic uncertainty...
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