...Strategic HR Management Laura Wilson HSA 530 Health Services Human Resource Management Dr. Queensberry June 14, 2013 1. Abstract In this paper I will describe the unique challenges of managing the human resources function for my specific organization, also I will analysis the competencies required for my specific position, and determine in which areas I need to develop and I will provide specific examples to support my rationale, next determine the role I think the company could play in developing me for the opportunity, what would I need the company to do? How would it benefit the company? And last develop a strategic view of human resources that supports my institutional organizational strategy. 2. Describe the unique challenges of managing the human resources function for your specific organization. Recruitment and retention of the correct number of qualified staff is very high on the list. Everyone knows there is a big nursing shortfall, but there is a need for highly qualified individuals all around. Due to the rapid growth of the healthcare sector and its sheer size, it is a challenge to fill jobs. And despite this need, there are obvious pressures for cost containment with people accounting for the lion’s share of an organization’s costs. Because of that, there is a pressure to make the HR organization world class, or at least strive to be better. As a result, it has become an imperative to employ better processes and technologies to overcome the challenges...
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...Center for Effective Organizations WHAT MAKES HR A STRATEGIC PARTNER? CEO PUBLICATION G 09-01 (555) EDWARD E. LAWLER III Center for Effective Organizations Marshall School of Business University of Southern California JOHN W. BOUDREAU Center for Effective Organizations Marshall School of Business University of Southern California Center for Effective Organizations - Marshall School of Business U n i v e r s i t y o f S o u t h e r n C a l i f o r n i a - L o s A n g e l e s, C A 9 0 0 8 9 – 0 8 7 1 (2 1 3) 7 4 0 - 9 8 1 4 FAX (213) 740-4354 http://ceo-marshall.usc.edu What Makes HR a Strategic Partner? Edward E. Lawler III Center for Effective Organizations University of Southern California 3415 S. Figueroa Street., #200 Los Angeles, CA 90089-0871 Tel: 213-740-9814 Email: elawler@marshall.usc.edu John W. Boudreau Center for Effective Organizations University of Southern California 1 What Makes HR a Strategic Partner? Edward E. Lawler III and John W. Boudreau Executive Summary For several decades, the HR function in corporations has been encouraged to become a strategic partner. Data from a longitudinal study of large corporations suggest that HR is not now a strategic partner and that little or no movement toward it becoming one has occurred. An analysis of what HR can do to become a strategic partner shows some clear actions that HR can take. These include talent development in HR, creating corporate centers of excellence, developing the right...
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............................................Introduction 2.2....................................................................Corporate Strategy 2.3.....................................................................Strategic human resource management and human resource strategies 2.4.....................................................................Conclusion 2.5.....................................................................Recommendation 2.6......................................................................Bibliography LITERATURE REVIEW ON THE STRATEGIC FIT/INTEGRATION BETWEEN BUSINESS STRATEGIES AND HR STRATEGIES 2.1 INTRODUCTION This chapter presents a review of the relevant theoretical and empirical literature from books, referred journals, research projects and the internet. The achievement of any set of corporate objectives requires deployment of the two most important basic resources, namely, people and money. Deficiency in either of the two can reduce the best laid strategy to a valueless pipe dream. Organisations seem to find it more difficult to develop human resource strategies which are linked to business strategies despite a widespread recognition that this is important (Hussey, 2000). For Press Trust to achieve its strategic plans, it is only by having the right quantity and quality of management and non-management personnel on board. People that are capable and efficient in their field of work will not only enhance the performance of the...
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...their processes with the organizational goals. HR works as a guiding force to help organizations achieve these goals. Strategic HR as stated by Mello (2014), “involves the development of a constant, aligned collection of practices, programs, and policies to facilitate the achievement of the organizations strategic objectives” (p. 150). Strategic HR has an administrative focus which involves being a strategic partner, change agent, administrative expert, and employee champion. This gives the individuals involved with HR the advantage to partner with top manage to decide on what is needed to get different task done. HR professionals can demonstrate how a competitive advantage can be achieved by putting the right people in the right place. Strategic HR planning is essential for keeping the organization on track and making sure current processes meet current needs. Aggregate planning helps the accomplish goals which follows a sequent of processes for competition. Succession planning is what help keep the organization going when key positions become vacant. Strategic planning establish key processes within the organization and steps to taken to ensure that these process sustain to meet objectives. Reyes Fitness Centers, Inc. (RFC) want to bring more strategic value to their organization, employees activities, and employee projects. Analysis RFC is looking to increase their customer experience while retaining their current employees. HR is looking to keep and increase their budget...
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...HRM 5355 Strategic HRM Midterm A strategic HR approach provides three critical benefits, including facilitation of: Development of a high quality work force through its focus on the types of people and skills needed Having a high quality workforce has a major influence in the operations of an organization. A workforce that is knowledgeable, adaptable, and receptive to new changes ensures the efficiency of the work system. According to Mello (2011), “An organization is only as strong or as weak as its employees, and the skills, backgrounds, and motivation these employees bring to their jobs will therefore be a key factor in the organization’s overall performance” (p.108). Planning could be in the form of performing a need analysis regarding human capital as it can help assess what is needed in terms of skills and capabilities in order for an organization to gain a competitive advantage. Planning can also include evaluating the external and internal market to evaluate what compensation and benefits are needed in order to attract the right employees. Evaluating what competitors offer and building a strategy to attract the right personnel can also result in attaining a high quality work force. Furthermore, it is essential for an organization that once they have the required skills from the current human capital pool that these be updated along with the goals and strategies of the organization. Having outdated skills would make a company lag in the outside market and...
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...strategy like that, human resource management plays a big role at Siemens. Sophisticated engineering and services require more focus on employee selection, training, and compensation than in the average firm, and globalisation requires delivering these services globally. Siemens sums up the basic themes of its HR strategy in several points. These include: 1. A living company is a learning company. The high tech nature of Siemens's business means that employees must be able to learn on a continuing basis. Siemens uses its system of combined classroom and hands on apprenticeship training around the world to help facilitate this. It also offers employees extensive continuing education and management development. 2. Global teamwork is the key to developing and using all the potential of the firm's human resources. Because it is so important from employees throughout Siemens to fee! free to work together and interact, employee's have to understand the whole process, not just bits and pieces. To support this, Siemens provides extensive training and development. It also ensures that all employees feel they are part of a strong unifying corporate identity. For example, HR uses cross border, cross cultural experiences as prerequisites for career advances. A climate of mutual respect is the basis of all relationships - within the company with society. Siemens contends that the...
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...Strategic HR Approach Strategic HR Approach A HR Director has many job responsibilities throughout the work day. They ensure that payroll and accounting are done properly; they are in charge of the hiring and training of new employees. They must also keep up to date information and training for current employees who wish to continue to work for the company. Also HR directors also have to deal with the termination of employees. One other task which HR directors must deal with is employee safety. They must ensure the company and the employees are following all federal and state guidelines. By following all safety and security measures maintains the employer and employee have proper balance within the workplace. Listed below are four case scenarios in which I, as the HR director, must ensure all federal guidelines are being met by the company to offer the best outcome for the employees involved. Case Scenario 1: Medical Bills This employee has been a dedicated employee within the company for the past 25 years of service. They have been diagnosed with cancer which has required them to be hospitalized for two months. While in the hospital, they have accumulated a numerous amount of medical bills due to different treatment options. With the mounting amount of medical bills and no work, this employee is seeking additional help from the employer with additional medical costs and to help cover the cost of these bills. The company is already following state and federal guidelines...
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...vice presidents that would handle all of the relevant areas and facilities. The human resources department is broken down into sections and there are vice presidents over each of these respective sections that would report to me. The groups include our (1) division offices which oversee our hospitals and surgery centers, (2) operations and recruitment, (3) employee relations, (4) benefits and compensation, (5) information systems, (6) executive workforce development, (7) human resources IT&S, (8) community relations and foundations and (9) organizational leadership and development. Each one of these subgroups covers all of the various human resources functions within the organization. According to Flynn, Mathis and Jackson (2011), “HR professionals in all segments of the industry will be faced with the challenge of recruiting and retaining the right number of competent employees for their organizations” (p. 11). Our organization like many others has the challenge of recruiting and retaining mostly registered nurses but we cannot forget about retaining the employees that we presently have. There are human resource departments at each of our hospitals that handle the hospitals and affiliated surgery centers and these human resource...
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...Strategic HR Approach HRM-552 Professor Sherri Johnson July 21, 2013 Strategic HR Approach An employee of 25 years received cancer treatment and was hospitalized for 2 months. He or she is now asking for additional money to help pay medical bills. In this scenario, AS the HR manager, I would go over the different health benefits that the employee had prior to his or her illness. If the employee had medical insurance, I would refer them to their selected medical provider to have them determine what benefits they are eligible for and also what they would need to do to obtain payment for their bills. I would also look into whether or not the employee had any type of disability insurance that they would have elected during their open enrollment period. This type of insurance is very beneficial in situations where the employee is out of work or has missed time from work due to an illness. If there are no other alternatives available for the employee there is always to ask employees to help donate to the employees cause, if the employee is willing to have this situation made public and be willing to accept donations given from fellow employees. This approach will be the most effective because many times the employer is unable to help the employee with certain situations and this may very well be one of those situations. However, providing as much assistance as possible will make the employee feel that the employer has done everything that they...
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...Strategic HRM Plan Team B HRM 498 November 3, 2014 Instructor Table of Contents Executive Summary………...……………………………………………………………………3 Choice of Organization - Walmart……………………………………………………………….5 Environmental Analysis………………………………………………………………………….6 Divisional Effectiveness Measurements...……………………………………………………….8 Final Report………………………………………………………………………………………9 Cultural HR Issues……………………………………………………………………….10 Emerging HR Issues………….……………………………………………………….....12 Five Year Action Plan……………………………………………………………………………16 References………………………………………………………………………………………..17 Executive Summary Walmart is one of the world’s largest retailers, serving communities worldwide and employing millions throughout their growing organization. This global organization has faced large amounts of scrutiny over the years and has seen legal repercussions from failure to comply with labor laws. Continuing to grow and rise above competitors, Walmart’s strategic HR plan needs to address some of these key opportunities and set the right employees in place to deliver on the company mission and vision. An effective strategic plan will also benefit the organizations reputation and image, both internally and externally. Ongoing pressures and cultural HR issues Walmart faces includes environmental preservation and the companies initiatives to “go green”, as well as the organizations reservations and discouragement towards...
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...and Acquisitions and corporate restructuring are large parts of the business world. Some of these transactions are friendly and some not so friendly (Mergers and Acquisitions (M&A), 2007). In either case HR should be involved from the beginning of the merger process rather than calling on them post-merger to begin managing the merger at that point (Lindquist, 2007). HR is uniquely qualified to provide the business acumen, analytical skills, and close collaboration with mangers that is needed to handle the organizational and people issues that a merger raises (Lindquist, 2007). When two companies decide to merge they go through a process called due diligence, this process can take anywhere from months to a year, with the average being about 3 months (no author, 2005). HR professionals are valuable partners when they are utilized during due diligence. Due diligence allows the two companies to provide all the documents concerning their organizations, these documents include compensation rates, bargaining agreements, employment contracts and severance agreements, job classifications and pay rates, employee handbooks, affirmative action plans, and any number of documents that show each organizations alignment (no author, 2005). After all documentation has been gathered then HR professionals should review and prepare an organizational chart for the companies that shows the number and type of employees and their departments,...
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...Strategic HR Approach Rebecca Hardy HRM/552 - Organizational Training and Development 06 April, 2015 Professor Patricia Addesso Strategic HR Approach Human Resource Managers must deal with a wide range of issues on a daily basis. They are charged with the task of determining the strategy that will best resolve the issue for the employee as well as ensuring that the organization is staying in compliance with all governmental regulations. The following scenarios will allow us to take a look at some of the situations that could arise for a Human Resource Manager and determine the best strategy for resolving those issues. Scenario 1: An employee of 25 years received cancer treatment and was hospitalized for 2 months. He or she is now asking for additional money to help pay medical bills. As the human resource manager I would take a look at the health insurance and disability benefits that the employee has available to them. Knowing this information will help me determine the best course of action for the employee. For example, if the employee has a flexible spending account that they have been putting money aside in, this may be an option that is available for helping to cover the medical costs. The employee should have already submitted a claim for any short-term disability benefits that could possibly be available, but if they have not helping them to obtain these benefits for the time period that they were out may help provide additional funds for the team member...
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...Romans (A) Introduction (1) Romans is the _LONGEST__ of Paul’s letters. (2) Romans is the most _____THEOLOGICALLY SIGNIFICANT___ of Paul’s letters. (3) The letter of Romans has been greatly influential in the history of the Church (i) Augustine CHRISTIAN WHO LIVED IN THE 4TH CENTURY. HE BECAME CONVINCED THAT CHRISTIANITY IS TRUE, BUT COULDN’T SUBMIT TO CHRISTS LORDSHIP. HE HAD SINS THAT WASN’T WILLING TO GIVE UP. CHILD SAID “TAKE UP AND READ.” ROMANS CH 13 13-14. (ii) Martin Luther FATHER OF PROTISTHANT REFERMATION. BELIEVES THAT YOU HAVE TO EARN GODS FAVOR. EXCOMUNICATED FROM THE CATHOLIC CHURCH. (iii) John Wesley ENGLISH REVIVALIST. (4) Is Romans a systematic presentation of Paul’s Theology? YES & NO: YES, BECAUSE IS WRITTEN SYSTEMATICALLY. NO, BECAUSE WAS NOT WRITTEN AS A SYSTEMATIC THEOLOGY. (B) Author (5) Claim of the text – written by Paul. (6) Little scholarly debate about this claim (C) Date and Place of writing (7) Paul likely wrote Romans in ____AD 57____________ to Christians in Rome. (8) Paul did not found the church at Rome (we do not know who did). (9) A man named ___TERTIUS_________ (Rom 16:22) served as Paul’s amanuensis. (10) The place this letter was probably written -- ___CORINTH____________ (11) The letter was likely carried to the Romans by ___PHOEBE_____ (Rom 16:1-2) (D) Audience (12) There probably were...
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...you think it is important for HR to be a strategic partner to the business? Within a business the Human Resource department is a strategic partner, also there will be appropriate utilization for the human resources in any company, in order to direct the business to achieve it appropriate goals. Utilizing this can result into an asset, or advantage for all individuals involved. In my opinion it is important for HR to be a strategic partner for a business because HR partners help Motivate, and help retain worthy hard working employees for the company. This is achieved by the right Training curriculums in order to aid in enhancing employee’s skills set or provide new skills that are necessary to help improve the company’s capability and functionality at that given time. Also it help’s in architecting incentive plans for employees in order to motivate them and somewhat modify in working environment. HR is strategic partners due to the fact that there are boundaries between the employees and employers. Guidance is given between the two entities in respect to dealing with matters in an appropriate matter according to company standards or rules. They also participate incorporating the company beliefs on the importance of the corporation’s plans in its entirety. HR instilling in every individual the corporation’s policies and procedures throughout and making sure that it is being followed to its entirety. In all HR is a great strategic partner in any company because...
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...A Perspective on HR Strategic Influence Human Resources is such a broad set of individuals who make up the work force of an organization, business or an economy. The knowledge for which each individual bring to the table is astounding. However, global staffing and management talent has become increasingly scarce. Globalization is one of many factors that are responsible for the direct transformation of human resources today. “The global supply of talent is short of its long-term demand, and the gap is a challenge for employees everywhere.” Only those companies that are willing to put emphasis on their human course practices to transform global labor market conditions will be able to catch the attention of and save high performing employees. Phelps (Pwc p. 29, 2012) statement regarding HR functions “there is still a lot to be done” is quite accurate. In the U.S., many companies depend upon outsourcing. It used to be a time when there was a physical place that workers could visit to seek advice, pick up a form, or complain. Now a days, many internal HR functions have been “cut to the bone” said Peter Capelli, a management professor and director of the Center for Human Resources at the Wharton School of the University of Pennsylvania. Outsourcing firms can take up various tasks, from payroll to benefits to recruiting, to free up a client to focus on its strengths (Korkki, 2012). The economic down turn and financial crisis has many of the management...
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