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Family Dollar Human Resources Organizational Analysis

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Family Dollar Human Resources Organizational Analysis
Index

I. Executive Summary/Overview of Family Dollar

II. HR Scorecard- Analysis of Survey Results

III. Strategic HR Plan

IV. Business Case

V. References

I. Executive Summary/Overview of Family Dollar
EXECUTIVE SUMMARY
This organizational analysis is an assessment of Family Dollar Inc., in regards to its overall strategic Human Resource functions. The analysis and recommendations are based on survey results, which were gathered from key employees in the organization. Based on our survey findings, we were able to assess Family Dollar’s performance in these areas: training and development, pay for performance, performance management, staffing & selection, on-boarding, career advancement, employee involvement, commitment to mission, diversity & inclusion, Human Resource (HR) transactional, HR service, view of organization, and engagement. After reviewing and analyzing the data, we have determined that the company is not correctly aligned with their strategic direction. The strategic vision does not currently focus on human capital as a driving force “To accelerate revenue growth, expand operating margins and optimize our capital structure.”

The survey shows that there are opportunities identified with the alignment of operations and HR. To increase performance and reduce disconnect from these departments, the pay for performance, staffing, and the internal branding or view of the organization will need further action by the company.

The organizational analysis of the survey results identified three weaknesses, which we have built strategic goals to follow and meet the strategic vision’s target points. Each strategic goal is further built and supported by three independent tactical goals. The three drivers of engagement that will support the largest upward movement in the organization are pay for performance, staffing and view of the organization.


References: 13. Florida, Richard. Paying Retail Workers a Little Better Can Make a Huge Difference. 2012. 15. Carrns, Ann. Training in Trouble, Companies Question Programs’ Value. 2010. Retrieved http//www.boston.com/jobs/news/articles/2010/12/05/companies_question_value_of_diversity_training/ 16
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