The role of Human Resources (HR) has evolved in the past 30 years from reactive to proactive. Instead of waiting for an issue to occur, many HR departments attempt to identify probable issues and their symptoms. Then, they consider the following questions:
How did we get here?
Where do we go from here?
How do we get to there (Lussier and Hendon, 2013)?
By being more proactive, HR departments are able to take the appropriate steps to analyse the symptoms, propose solutions and create a strategy before an issue begins.
Your Final Project in this module will allow you to develop a set of HRM recommendations for an assigned scenario organisation. The organisation is facing an upcoming transition, and you are hired to develop a HRM Consultancy Report to address HR issues during the upcoming change. The goal of your report is to analyse the organisation in your scenario critically in order to identify potential people management challenges, propose solutions and evaluate proposed recommendations for implementation.
Each of the Individual Assignments in this module will focus on a portion of your HRM Consultancy Report. Then, in Unit 6, you will submit the Final Project using Individual Assignments to complete your analysis and make your recommendations to the organisation.
In this Individual Assignment, you will focus on your scenario organisation’s upcoming transition. You will analyse relevant HR processes and OB concepts that may arise in the scenario.
To prepare for this Individual Assignment:
Review the Unit Introduction and the Learning Resources, including the HR/OB Matrix.
Familiarise yourself with the scenario organisation assigned by your Faculty Member. Visit the Final Project area on the to explore the details of the project and your scenario organisation. Please note that in order to complete your Final Project, you may have to make some assumptions and add additional details from your own experience and/or other case examples with which you are familiar.
Consider the transition your scenario organisation is facing and identify HR/OB Matrix relationships relevant to the scenario.
Think about where your assigned organisation is now and where you would like your organisation to be after the transition. What specific HRM approaches might be relevant?
To complete this Individual Assignment:
Analyse the current state of the field of strategic HRM in the context of a global environment.
Include two or three HR/OB Matrix relationships that may occur within your scenario organisation. Explain the pending transition for your scenario organisation and describe where you would like your scenario organisation to be in the future. What strategic HRM approaches may need to be revised and/or what new ones may need to be introduced and why?
Explain how the revised and/or new HRM approaches might affect staff management’s function/role. How might the revised and/or new HRM approaches affect how they manage and/or communicate with their staff? How might they need to adjust to make the approaches effective?
Support your Individual Assignment with current academic literature beyond your Learning Resources.
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The current state of the field of strategic HRM
The field of strategic HRM today is more closely associated with strategic management unlike in the past when strategic HRM scholarship extended across several fields such as industrial relations, industrial-organizational psychology and personnel management among others (Magali & Pekovic. 2013). Strategic HRM in today’s increasingly competitive business environment is a response to the rapid social, economic, political and technological changes that characterise most economies. In response to these realities, organisations are seeking ways of using their human resources to gain and maintain a competitive edge over their peers. Strategic HRM is, therefore mainly driven by the need for business decisions to portray management’s thorough knowledge of the interdependencies that connect organisations and their external environments. Consequently, the general definition of strategic HRM today encompasses three essential constructs namely: (a) HRM systems, (b) HRM partnerships and (c) Multiple stakeholders (Magali & Pekovic. 2013)....