Topic: Strategic HRM, Worker’s beliefs, productivity, and profitability, The financial impact of HR activities, Business ethics
Do you think it is easier to tie human resources to the strategic management process in large or small organizations? Why?
It is easier to tie human resources to strategic management processes for larger organizations for two reasons:
Larger companies have a larger budget with an average of over $4,000 per employee
With larger companies, employees can use the self-service option to view HR policies and payroll. Benefits etc. without having to involve HR, whereas, in a small company, the employees may tend to address their manager for these concerns immediately.
Consider one of the organizations you have been affiliated with. What are some examples of human resource practices that were consistent with that organization’s strategy? What are examples of rules that were inconsistent with its strategy?
How can strategic management within the HRM department ensure that HRM plays an influential role in the company’s strategic management process?
What types of specific skills (such as knowledge of financial accounting methods) do you think HR professionals will need to have the business, professional-technical, change management, and integrative competencies necessary in the future? Where can you develop each of these skills?
Noe, R. A. (2020). Human Resource Management (12th ed.). McGraw-Hill Higher Education (US). https://reader2.yuzu.com/books/9781260780734