ET HI CA L I S SUES IN HRM STRATEG Y
by PHILLIP REID
Professor: Damaris Garrett
COURSE: STRATEGIC HUMAN RESOURCE MANAGEMENT 10/23/12
When providing Human Resources consulting to a new organization that is similar to ones that one has worked with in the past there are several opportunities and risks that must be identified when relying on knowledge gained from these previous experiences. Opportunities include, identifying areas of overlap, customizing your Human Resource Management strategy to the organizations business strategy, while emphasizing the importance of establishing Human Resource Management Strategies to improve a competitive advantage. Risks include ethical ...view middle of the document...
These are all key components when consulting for a new business whether or not it is similar to ones that we have worked with in the past. How do we as a consultant customize our Human Resource Management Strategy to the business strategies? We must first look at ways to gain a competitive edge through formulation of a strategy. Our first task is upon the realization that our best resources are our human resources,is to determine how do we drive these resources to ensure the success of the business.The first step in formulating a successful strategy is gathering information. We must scan the organizational environment in order to identify opportunities and potential threats. We must also assess internal capabilities and resources to determine the organizations strengths and weaknesses. Management then recognizes human resources as a rare resource that is difficult to imitate. Our second step is to analyze information and make a decision. In order to successfully complete this step we must form groups to provide collective input. We must encourage quick conflict, while setting flexible timetables driving the group towards making decisions. As we go through this second step we must ensure we are fostering an environment that diffuses politics while creating a culture of cooperation. Lastly, we must implement the decision. Implementing the decision includes taking action and making specific plans for the action. HR must be able to assign areas of responsibility and hold those assigned accountable for results, while developing procedures to measure ! 2
the success of our the decisions. Upon completion of the formulation of our strategy we will have determined our business approach. Will it be a strategy of differentiation, where we seek to produce a superior product, or will it be a strategy of cost where we focus on managing cost? What labor orientation will we pursue? Will we focus on hiring and developing our employees, while retaining them for long periods of time, or focus on hiring workers who already possess the skills needed. Our determining factor will be by answering the questions” What will give us a competitive edge, and How will we develop our employee?” Once these questions are answered, depending upon the life cycle of the business will determine our contribution as a human resource consultant and the focus of our strategy in successfully managing these resources. If the business is in an entrepreneurial stage we will need to focus on survival and growth through our...