Business Marketing Assignment

Fadi Jarrah
Introduction
Business is constantly evolving due to internal as well as external factors and the companies
are surviving in a changing environments of a market. In order to survive with in th
competitive market there is an extra supply of employees and labors caused by the global
recession. For survival in the market company needs to have an effective and efficient
employees in the organization which can help the company to gain a competitive advantage.
For this it is required that company should have proper human resource management in place
which is responsible for effective utilization of employees and labor with in the workplace of
the organization.
Keys Forces which help in Shaping Agenda of HR.
Models of The HR Function: One of the main objectives of the HR management is to make
effective utilization of the human resources within the organization and to develop a better
working relationships within the employees and to develop a human resource to optimum
level. One of the major function of HR department is to constantly plan for human resource,
making a proper job analysis, recruitment, development and training, career planning,
compensation, performance appraisals, etc. Also, the HR functions comprises of developing
an employee relations, employee researches, keeping track, record keeping and various other
functions.
Various priorities of HR are Leadership development or capabilities, Workforce planning,
Employee engagement, cultural transformation and, managing change developing a high-
work culture, and management of skills and talent.
David Ulrich, the greatest management person of HR, has got an ability to influence the
mechanics of HR, and it is still being used till date. He delivered the world-renowned Ulrich
model (Appendice 1) or the 3-legged stool model (Appendice 2). Ulrich Model included four
crucial HR roles which result in an effective management of organization. These roles in HR
are Administrative Expert, Change Agent, Employee Advocate and HR Business Partner. He
also introduced the concept of HR business partnering. It states that to achieving the common
organizational objectives, the HR managers should work in collaboration with the business
leaders. The Ulrich model has faced several criticisms in the past. The model has not made
any contribution towards strategic thinking and is also unable to motivate the higher levels of
management related to the required business enation in order to affect the strategic role.
Although this model is perceived to have an inaccurate way of managing people but it is still
used at present as it provides a good reference point for the HR framework, defines and also
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defines a role of the HR and in addition creates a proper structure of value for the
organization.
HR Strategies
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Developing a Human Resource strategy is essential for setting directions to all important
areas of HR which may include performance appraisal, hiring, compensation and
development .
Strategies of HR has got set of characteristics:
 It is required to have an analysis of company's external and internal environment.
 It may take long time for implementation.
 HR strategy help in shaping the direction and character of various activities HR
Management in an organization.
 Also, it helps in the allocation and deploying resources of the organization Such as
money, people and time.
 It is revised year after year on regular basis.
 Incorporation of judgment from expert senior HR management.
 It is responsible for a specific behavior.
 Includes all the key areas in HR: Learning & Development, Recruitment,
Compensation, Succession Planning and Performance Appraisal.
One of the key HR models to create the HR strategy is the standard causal model of HRM.
This model shows that the HR strategy is what the company wants to achieve in the future
and has been doing in the past. This also shows that HR activities helps in creating value if
aligned to what an organization wants to achieve. Also, it acts as a tool for arriving towards
the strategy of SWOT analysis.
Within SWOT analysis, company’s Weaknesses and Strengths, and Threats and
Opportunities are mapped in an effective way. Strengths of a company includes its core
know-what and know-how. The possible threats of a company may include high competition,
low purchasing capacity of customers, less value of economy, etc. so, it important that
company should develop suitable strategies in order to face threats over in the future. .
Appendice 3 is an example that I have chosen to show the SWOT analysis of Al Ghurair mall
that I am currently working in.
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Best practices of HR strategies
Wile developing, implementing as well as executing a strategy it includes six best practices
which are mentioned as below:
1. Professionals of HR should well know various strategies and also should know
how it is to be implemented in the organization: This helps in developing an
effective communication and also creates buy-in.
2. HR budget and Management buy-in are considered as critical enablers for
execution of strategies: Strategies of HR can never be accomplished within
isolation.
3. Various Initiatives of HR is to be aligned as per the strategy of HR: Strategy of
HR exists for a particular reason and it is important that it should be followed within
the organization.
4. Incentives related to performance should be directly connected with strategy
execution: An idea of providing compensation to employees has come from the very
beginning and still people work harder if their goals and incentives are aligned which
is the best way of improving the performance of employees and the organization as
well.
5. Strategies are to be monitored and execution of strategies is to be measured with
the help of KPI's (metrics that measure strategic goals): Implementation of a
particular strategy can never be effective if there is no consistency as monitoring of
the strategies.
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