Human Resources Management (HRM)

1. Explain why the human resource function should be aligned with an organization’s strategic plan .
2. Explain how current global conditions in Maersk’s industry impact human resource management practices within this organization (use ideas from the
Module One discussion on this topic).

ANSWER

Human Resource Management

Human Resource Management is a key department in an organization that must not be ignored when it comes to strategic planning. Overlooking the department might lead to loopholes in the management of a company, thereby even causing loss making and recruitment of incompetent employees. Many employees always know the Human Resource Department as that which only handles job-related challenges and does the counseling in an organization. Contrary to that ideology, the department carries with it too much weight and responsibility, which is crucial for company management and employee recruitment. This paper focuses on a case study of the A.P. Moller-Maersk Group, identifying the significance of the HR function’s involvement when handling strategic plans in an organization. The paper will also summarize how the subject company’s current global circumstances have affected human resource management.

The first reason why Human Resource Management should be aligned with an organization’s strategic plan is to ensure that the company is well-positioned to successful scaling; the HR management professionals can plan for respective shifts that will enhance the future growth of the business. In circumstances where the company looks forward to scaling the workforce, the HR is capable of planning for the future change of communication before the targeted time; this will help minimize the lost time and prevent the loss of revenues in unfilled positions. The second reason is to ensure that the time taken to fill vacant posts is minimized, thereby ensuring continuity of the workflow. Informing HR will enable the availability of suitable tools and technology in readiness for efficient recruitment and onboarding of new employees. The involvement of HR will also enhance the creation of a steady employment brand via automated recruitment marketing efforts, for instance, the branded career portals and the targeted email course of action.

The third reason is to ensure that all the employees are well motivated and excited about their duties. Some of the HR roles are performance evaluation, succession arrangement, and career pathing; HR can also recognize talent acquisition software, which will boost its success. HR can also ensure the employees’ satisfaction, hence contributing to a fruitful workforce with minimal turnover. Involving the HR in the onboarding procedures results in high employee maintenance and performance; the HR’s capability to oversee employee growth and development will ensure the modeling of the company’s corporate culture and employee perception. Finally, the fourth reason for involving HR in strategic planning is to ensure the continuity and monitoring of the culture; the involvement of HR will enable effective recruitment and growth of employees’ future. HR will also align the existing culture by creating forward-thinking professional development for the existing employees. The company will also be able to provide favorable working environments, thus focusing on the set goals, values and cultures (Nankervis et al., 2019).

Initially, the Maersk Group did not have a functional HR function in their strategic plans. The company became locked out of the current global changes, which made them lose several young employees to their competitors. The current global changes made them lose very competent employees since they did not have the necessary techniques and tools to retain them; its retention rate dropped drastically. The group then decided to establish a functional HR department, which later influenced the operations positively; the company started giving out rewards to well-performing employees, recruited the most suitable employees for the right job, and nurtured leaders within the company. The HR management had to re-evaluate the retention and training strategies to keep their competent employees. The introduction of a functional HR enabled the company to get back to business by keeping pace with the current global changes. The HR had to devise new recruiting methods and select external employees; the subject management introduced new approaches such as social media and websites to develop the best candidates for the jobs. The HR management was then able to select suitable areas to pick their employees from a group of applicants. A functional HR has enabled the company to employ qualified and skilled employees, thereby making it ready for future global market changes; therefore, the company is prepared to curb any current and future challenges that might harm their business.

References

Nankervis, A., Baird, M., Coffey, J., & Shields, J. (2019). Human resource management. Cengage AU.