Discussion 1
1) I wanted to get a head start on this question to help us move forward. Its exciting for us to discuss HRM strategy as change is the only constant. HRM leaders are faced with challenges of continually evaluating how they can help their teams grow and strategic planning is essential to that process as it forms the long-term planning aspect. Dessler (2017) lays this out very well with the strategic planning contingencies that may assist HRM and business leaders.
UOP has a strategy and it has continuously been modified to meet the changing environment based on Strength, Weakness, Opportunity and Threat (SWOT) analysis and Political, Economic, Social and Technological (PLET) scans, as the environment is never constant. UOP has had to adjust to managing staff, curriculum, locations, teaching modality, managing and budgeting, in large scale to expand and grow locally and internationally.
There are financial, intellectual and sustainability issues when organizations do not change for the larger regard. Can you describe a few issues?
2) Evaluate the pros and cons of an organization's HR department aligning its strategy with the overall organizational strategy.
3) The pro's of aligning the strategy, it could help evaluate the HR policies. When you start to develop strategies you start going over the policies that are in place at the moment and that is when you start to evaluate your HR policies. Also, this helps with monitoring the progress of achieving the goals that you have put forth for your organization. Another pro would be it is a great team motivator. With a goal in mind, this makes the team feel confident in achieving their goal. Another pro is that you want to make sure that everything that you are trying to achieve for the HR policies are compliant with the law. This helps with future issues. Cons would be, first making sure that the information that you have is safe. Making sure that only select people including lawyers can only see the items at hand to prevent any problems in the future. Another con, the time and money it costs to get the strategy going. You want to make sure that you have the right training available to make your organization successful. If you are not careful you could be paying for training that is not even needed. Wasting time and money. Another con is to make sure that you dont have to much analysis and data. When that happens you end up spending more money trying to make it work. In the end you end up going to an more advanced software which costs more money once again. Replies?
Discussion 2
1) Assess whether individual HR departments should have strategies or whether there should be one overarching strategy for the entire HR team.
Explain the advantages and disadvantages of each approach.
2) HR departments functions are always changing. It is therefore crucial to adopt individual strategies depending on the functions involved. For instance, if the job involves technological function, the HR department should adopt strategies that maximizes the objective of the organization. The adoption of one overarching strategy will limit the scope at which the HR can achieve its objective. Organizations fail when they do not have practical, tactical implementation plans that consider the changes that must occur to align the organization around the strategy. HR can be an important partner in determining what aspects of the organization will need top be addressed going forward, who will be impacted and how, and what actions will be required to ensure success. Replies?
3) I agree that HR functions seem to be always changing. In HR it is expected that rules, laws, and regulations are kept up on in each are as well as the entire team. Each state may have different laws would be one example. In the state of Washington employees may call in because a family member is sick to include spouse, child, or parent while in Oregon it really only applies to a sick child to not have something count against someone. FMLA rules also fall into having a category outside of sick time. I believe rules and regulations are even changing in certain cities within a state to include wages just for example. In Oregon it is not unheard of now for minimum wage to be different based upon a location that is worked. I believe Seattle, WA has made the news a lot for this difference. A good strategy to follow might be making sure everyone is trained on how to handle something with an employee for example. If managers have training constantly it can help to make sure the business is able to be successful. I think HR can have a SWOT analysis to help determine how something will help or affect and organization for example. Replies?
Discussion 3
Review the materials and learning activities, and reflect on your learning so far this week.
Respond to one or more of the following prompts in one to two paragraphs:
1. Provide citation and reference to the material(s) you discuss. Describe what you found interesting regarding this topic, and why.
2. Describe how you will apply that learning in your daily life, including your work life.
3. Describe what may be unclear to you, and what you would like to learn.
Text Book: Dessler, G. (2017). Human Resource Management, 5th Ed. Pearson Education, New York.
The response should include a reference list. Double-space, using Times New Roman 12 pnt font, one-inch margins, and APA style of writing and citations.