Strategic Human Resource Management Analysis: Maximo's Report

This report delves into Maximo's strategic human resource management (SHRM) practices, examining how their approach to human resource planning (HRP) and flexibility contributes to achieving their organizational goals. It highlights their strategies for attracting new talent, partnerships, and specialist roles. The report also critically analyzes potential drawbacks, such as a focus on new talent potentially demotivating experienced employees, reliance on outdated structures, and the costs associated with outsourcing. The conclusion emphasizes the importance of effective SHRM for companies like Maximo, stressing the need to address drawbacks and implement significant approaches. References to relevant academic sources are also provided.

Strategic human resource
management

Table of Contents
Introduction................................................................................................................................3
Main Body..................................................................................................................................3
How Maximo’s approach to HRP and flexibility help them to achieve their goals?.............3
What are the potential drawbacks of their approach?............................................................3
Conclusion..................................................................................................................................4
References..................................................................................................................................5

Introduction
Strategic human resource management is basically related to make a connection and
able to make a connection in between the company’s human resource team and its strategies.
The main aim of the company is related to develop and make innovative and competitive
advantages and fit to the organisational culture and its development. All of these are related
to mainly comprehensive nature and make strategic human resource team (Bailey and et.al.,
2018). The chosen organisation in this report is Maximo, and report include the main success
and failure reason. The new style of human resource planning and achieve their goals and
make potential drawback to their approaches are discussed.
Main Body
How Maximo’s approach to HRP and flexibility help them to achieve their goals?
The need of human resource planning and flexibility which are given by Mexico is
very important as it will help the company to grow and make effective approaches to
understand the role and planning of the company.
 Their main approach is to attract the new and fresh talent as they are new in market so
they are able to work with full of energy and able to get deal with major universities
(Delery and Roumpi, 2017). Further they make a partnership deed with other
companies which has been provided them some 3D graphics and beautiful animated
services.
 In addition to that they are using effective matrix, and make a specialist who work and
manage their department in an organised way. Their main is to make initial creativity
and flow of idea that actually make a successful career in the gaming industry of the
customer and different competitors (Järlström, Saru and Vanhala, 2018).
 They are searching and recruit new talent of pool who are able to work in a significant
manner and provide relevant success growth within society.
What are the potential drawbacks of their approach?
This is again an important source to make more strategic approaches in planning
human resource team within the chosen organisation. Some of their potential drawback is that
they are working on new talent which make a highly decline motivated range in already
experienced and talented people in market (Leroy and et.al., 2018). The market is full of
talent if a company focus on only one side of the coin then it could be majorly affect the
growth of company.

Another one is that they are stuck on old structure and think that product based
approaches are one of the best approaches to work and manage in an authenticate approaches
(Moskalenko, 2018). Further in the search of new and talented people they are working and
assigning outsourcing companies to make more effective services which impact on the high
cost to company (Windey, Schivinski and Tyrna, 2017).
Conclusion
From the above report it is concluded that the use of effective strategic management
planning is very essential and effective for the companies like Mexico. The use of strategic
human resource planning and their development process through the planning is related to
major issues and changes which has to be face by the company. They have to make effective
strategies to remove drawback and make significant approaches.

References
Books and Journals
Bailey, C. and et.al., 2018. Strategic human resource management. Oxford University Press.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital
and competitive advantage: is the field going in circles?. Human Resource
Management Journal, 27(1), pp.1-21.
Järlström, M., Saru, E. and Vanhala, S., 2018. Sustainable human resource management with
salience of stakeholders: A top management perspective. Journal of Business
Ethics, 152(3), pp.703-724.
Leroy, H. and et.al., 2018. Managing people in organizations: Integrating the study of HRM
and leadership.
Moskalenko, A.A., 2018. Methodological characteristics of the use of strategic analysis in
HR-related decision-making. Academy of Strategic Management Journal, 17(4),
pp.1-7.
Windey, M., Schivinski, E. and Tyrna, J., 2017. Strategic planning: the need to look
ahead. Journal for nurses in professional development, 33(6), pp.318-319.