Strategic Organization Initiatives vs Hr Approaches
ASSIGNMENT 1
LARA Z. ALTINOK
MBA 533
HUMAN RESOURCE in MANAGEMENT
Instructor: Dr. George Zagursky
Introduction
This paper will analyze two strategic initiatives of an organization and how they match up with the HR approaches. Many organizations realize that it is their people who bring them a competitive advantage in the marketplace. Well planned HR management policies and practices are one of the common denominators of successful organizations. Let us take a look at how two strategic initiatives of an organization play a role in HR management. First initiative is diversity. Most American companies embrace and encourage diversity amongst their employees. These companies believe that diversity brings different approaches to product development and leads the way to globalization; all of which manifests in profit. Second initiative is promoting health and safety at work. Unsafe work conditions or occupational health issues can impact an organization’s bottom-line. In many organizations, one of the major goals is to reduce occupational hazards, avoid injuries, and minimize manpower loss. HR must accommodate the needs of the organization. Ivancevich & Konopaske (2013) said, “today, because of the recognition of the crucial importance of people, HRM in an increasing number of organizations has become a major player in developing strategic plans and facilitating changes within the organization” (p. 8).
Strategic Initiative 1: Diversity
Companies realize that employing diversity at workforce will give them a better understanding of the demographics of the marketplace they serve thus creating a competitive edge for themselves. Ivancecich & Konopaske (2013) asserted that an increasing number of studies illustrated that diversity-friendly strategies have a significant impact on the end results (p. 50). Companies create an image of being socially responsible while increasing their profit margin by expanding their consumer base. HR approaches
LARA Z. ALTINOK
MBA 533
HUMAN RESOURCE in MANAGEMENT
Instructor: Dr. George Zagursky
Introduction
This paper will analyze two strategic initiatives of an organization and how they match up with the HR approaches. Many organizations realize that it is their people who bring them a competitive advantage in the marketplace. Well planned HR management policies and practices are one of the common denominators of successful organizations. Let us take a look at how two strategic initiatives of an organization play a role in HR management. First initiative is diversity. Most American companies embrace and encourage diversity amongst their employees. These companies believe that diversity brings different approaches to product development and leads the way to globalization; all of which manifests in profit. Second initiative is promoting health and safety at work. Unsafe work conditions or occupational health issues can impact an organization’s bottom-line. In many organizations, one of the major goals is to reduce occupational hazards, avoid injuries, and minimize manpower loss. HR must accommodate the needs of the organization. Ivancevich & Konopaske (2013) said, “today, because of the recognition of the crucial importance of people, HRM in an increasing number of organizations has become a major player in developing strategic plans and facilitating changes within the organization” (p. 8).
Strategic Initiative 1: Diversity
Companies realize that employing diversity at workforce will give them a better understanding of the demographics of the marketplace they serve thus creating a competitive edge for themselves. Ivancecich & Konopaske (2013) asserted that an increasing number of studies illustrated that diversity-friendly strategies have a significant impact on the end results (p. 50). Companies create an image of being socially responsible while increasing their profit margin by expanding their consumer base. HR approaches
References: Census of Fatal Occupational Injuries News Release. (2012, September 20). U.S. Bureau of Labor Statistics. Retrieved May 4, 2013, from http://www.bls.gov/news.release/archives/cfoi_09202012.htm Ivancevich, J. M., & Konopaske, R. (2013). Human Resource Management. New York, NY: McGraw-Hill Irwin.