Human Resource Case Study

Human Resource Case Study

Human Resource Case Study The human resource management is at the heart of the organization operations. The ability to recruit, training, and retain employees is based on the Human resource department. For an organization to be successful; the functioning of the HRM must be aligned with the organization vision, missions and objectives must be clearly outlined

Most importantly, the HR must also be aligned with the organization strategic plan. Alignment is a critical aspect that helps the organization to identify if new hiring is required and its best fit or whether to keep looking. This is central in identifying the workforce gaps and important position in the business, it guides on to effectively identify and train potential employees and leaders. In addition, aligning HR with strategic plan plays a crucial role in recognizing any given employee who is no longer fit for the organization.   

HRM Function and Practices

Explain Why the Human Resource (HR) Function Should Be Aligned with an Organization’s Strategic Plan

Aligning the HR strategy with the overall strategic plan of the company is fundamental since it helps in creating a competitive advantage that the organization seeks or needs over its competitors. The Society for Human Resource Management articulates that “to be successful business or organization, it is important for business leaders together with the human resource management professionals to grippe, understand and agree on the various variables that affect the ability of the organization to realize its strategic objectives (Society for Human Resource Management, 2018).” A well-organized HR department has been established to be the main reason for employee’s retention. This is because, if employees feel appreciated and cared for and upon realizing that they can make a difference in the organization, they tend to be committed to their work and demonstrates loyalty. Human Resource Case Study

Explain How Current Global Conditions in This Industry Impact Human Resource Management (HRM) Practices Within Organizations

Maersk is a Danish business conglomerate and has been established to be among the world leading companies in container shipment (Groysberg & Abbott, 2012). Following the global economic recession of the year 2008, Maersk become a more globalized company and the company has been on the verge of accommodating the increasingly negative impacts on its workforce due to the current global condition experienced in this industry. As a result, the head of the HR and the senior director of Maersk Group Human Resource Department agreed to carry out an evaluation of what was going astray. This is vital because it will help the organization to determine a plan that will enhance it to address arising issues. These issues include the company culture, external hiring, gaps in training and development and employees turnover (Groysberg & Abbott, 2012). To address these issues, the organization needs to come up with a comprehensive and effective plan. Human Resource Case Study

Staffing

Describe A Process to Recruit and Select New Employees Who Are Aligned with The Organization’s Vision and Goals from The Case Study

The analysis of the case study reveals that Maersk organization hires young and untrained employees who are considered as a fresh graduate from high school. The newly recruited personnel are taken through a two years training program and they are posted in different countries to carry out the respective jobs. The employees develop a family atmosphere with the company where most of them spend an estimated 40 to 50 years working in the organization (Groysberg & Abbott, 2012). In this regard, the management of Maersk Company finds it challenging or difficult to lay off its underperforming employees due to this closely knit family structure. Pantouvakis and Karakasnaki note that Maersk Company has worked towards aligning its goals and vision by adopting a homogenous and strong company focused culture (Pantouvakis & Karakasnaki 2018). Moreover, the two authors articulate that it does not depend on whether you buy or build it is figuring out under which condition you buy or build (Pantouvakis & Karakasnaki 2018).  Thus, the company maintains on recruiting people without special skills but engages then in training and development to ensure that they are up to the task of handling the company’s duties and responsibilities.  

Compare and Contrast Recruitment and Selection of Internal Versus External Candidates Using Best Practices from The Society for Human Resource Management (SHRM) Website. Recent research on SHRM has established that employees are the most valuable assets in an organization. This is because they take a central responsibility for the success or failure of a business (Bohlander, Morris & Snell, 2016). Thus, when an organization is hiring, its main focus is bringing on board the grea