PerfectCustomPapers | The impact of organizational practices on the implementation of Human Resources decisions.

The impact of organizational practices on the implementation of Human Resources decisions.

Analyze the impact of organizational practices on the implementation of Human Resources decisions.
Analyze the relationship between effective Human Resources strategies and organizational outcomes.
Critique Human Resources initiatives and their influence on effective organizational performance.
Integrate the Human Resources balanced scorecard to sustain a competitive advantage.
Appraise the impact of stakeholder preferences on Human Resources strategies.
Develop a strategic Human Resources plan that aligns to stakeholder preferences, business strategies, and organizational outcomes.

Scenario
You have been hired as the new vice president of HR of a publicly-traded company. You have been brought into the organization to specifically address the current shortcomings of HR support to the organization and make the necessary adjustments so that HR strategy is aligned to the overall corporate strategy.

One of the first areas in which you need to familiarize yourself with is how well (or not) the current HR strategies support the organization’s mission and goals. Therefore, you will need to analyze the organization’s HR strategies and assess how these HR strategies enable the organization to be successful. For instance:
How do these HR strategies create competitive advantages?
What are some ways in which the current HR strategies can be enhanced to further enable the organization to be competitive?
How can you identify core deliverables of the HR strategies, and how do they align to organizational outcomes?
Instructions
As part of your role as VP of HR, you will need to research your organization – note that it is publicly-traded. Therefore, you will need to access its 10-K in order to build the strategic HR plan. You will also need to identify your organization’s core competencies. In addition, make sure to review your organization’s website, especially the HR/careers page, and other outside resources so that you can identify the main components of the HR strategies that were in place before you joined in your new role.

The CEO of the organization has asked you to create a strategic HR plan for the organization based on your research. This plan should include the following:
The organization’s long-term strategic goals and market differentiation
The organization’s position within its external environment, including its current and projected market leadership position
The organization’s values and culture
Current level and mix of human capital/workforce (depending on data available)
Analysis of current employees, identifying gaps in areas needed to support forecasted goals
Talent management areas that should be of greatest importance to support the organizational strategy (e.g., recruitment, retention, training & development, etc.)
Tools and technologies needed to support these recommended HR strategies
Implications of not implementing the recommended strategic HR plan

Sample Answer

The implementation of Human Resources (HR) decisions is influenced by a number of organizational practices, including the following:

Organizational culture: The organizational culture sets the tone for how HR decisions are made and implemented. For example, in an organization with a strong culture of employee empowerment, HR decisions are likely to be made with input from employees.

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Leadership: The leadership team plays a key role in the implementation of HR decisions. Leaders can set the example for how HR decisions are made and implemented, and they can provide the resources and support necessary for successful implementation.
HR policies and procedures: HR policies and procedures provide guidance on how HR decisions are made and implemented. Well-defined policies and procedures can help to ensure that HR decisions are made consistently and fairly.
Training and development: Training and development programs can help employees to understand HR policies and procedures, and they can also help employees to develop the skills necessary to implement HR decisions effectively.

The relationship between effective Human Resources strategies and organizational outcomes

Effective HR strategies can have a significant impact on organizational outcomes. For example, HR strategies that focus on employee engagement and retention can lead to increased productivity and profitability. HR strategies that focus on talent development can lead to increased innovation and creativity. And HR strategies that focus on diversity and inclusion can lead to a more positive and productive work environment.

Critique Human Resources initiatives and their influence on effective organizational performance

There are a number of HR initiatives that can have a positive impact on organizational performance. These initiatives include:

Employee engagement: HR initiatives that focus on employee engagement can help to improve employee morale, productivity, and retention.
Talent development: HR initiatives that focus on talent development can help to improve employee skills and knowledge, which can lead to increased productivity and innovation.
Diversity and inclusion: HR initiatives that focus on diversity and inclusion can help to create a more positive and productive work environment, which can lead to increased innovation and creativity.

Integrate the Human Resources balanced scorecard to sustain a competitive advantage

The HR balanced scorecard is a tool that can be used to measure the effectiveness of HR strategies. The HR balanced scorecard typically includes four dimensions: financial, customer, internal business processes, and learning and growth. By measuring the effectiveness of HR strategies in these four dimensions, organizations can ensure that their HR strategies are aligned with their overall business goals.

Appraise the impact of stakeholder preferences on Human Resources strategies

The preferences of stakeholders, such as employees, customers, and shareholders, can have a significant impact on HR strategies. For example, if employees want more flexible work arrangements, HR strategies will need to be adjusted to accommodate these preferences. If customers want a more personalized customer experience, HR strategies will need to be adjusted to provide the necessary training and development for employees. And if shareholders want to improve the company’s bottom line, HR strategies will need to be adjusted to focus on increasing productivity and profitability.

Develop a strategic Human Resources plan that aligns to stakeholder preferences, business strategies, and organizational outcomes

A strategic HR plan is a document that outlines the HR strategies that an organization will use to achieve its business goals. A strategic HR plan should be aligned with the stakeholder preferences, business strategies, and organizational outcomes. This means that the HR strategies should be designed to meet the needs of stakeholders, support the business strategies, and contribute to the achievement of organizational outcomes.

Conclusion

The implementation of HR decisions, the relationship between effective HR strategies and organizational outcomes, the impact of HR initiatives on effective organizational performance, the integration of the HR balanced scorecard to sustain a competitive advantage, the appraisal of the impact of stakeholder preferences on HR strategies, and the development of a strategic HR plan that aligns to stakeholder preferences, business strategies, and organizational outcomes are all important topics in the field of HR management. By understanding these topics, HR professionals can develop and implement HR strategies that will help their organizations achieve their business goals.

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