Strategic Leadership and Human Resource Practices in Organization

This article discusses the purposes and functions of HRM, recruitment and selection approaches of 3M, and the importance of healthy employee relations in an organization. It also highlights the strengths and weaknesses of recruitment and selection approaches.

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Running head: Strategic leadership and human resource
0
Practices in organization
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Strategic leadership and human resource practices in organization
9/9/2018
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Strategic leadership and human resource
Practices in organization 1
TABLE OF CONTENTS
Question 1..................................................................................................................................2
Question 2..................................................................................................................................7
Question 3..................................................................................................................................9
Question 4................................................................................................................................11
REFERENCES.........................................................................................................................13

Strategic leadership and human resource
Practices in organization 2
Question 1
The 3M Company is a multinational company, was formally known as the Minnesota Mining
In addition, Manufacturing Company. It is a multinational company in America. 3M started a
15 per cent time program, that program is all about to allow the employees to use their paid
time to hatch their own ideas. This had resulted in creativity and innovation (Chadwick,
Super and Kwon, 2015).
Human resource management is all about the optimum utilization of manpower and drives
the employees towards achieving the organizational goal. There are various purposes and
functions of HRM.
Purposes of HRM:
Internal customer management:
Human resource management has various purposes. The productivity of the company is
directly related to the efficiency of the employees. HR department of the organization attracts
candidates according to the skills required by the organization. 3M Company focuses on
internal customer management of the company. Customer service management has great
importance in the organization. Human resource management department of the 3M
Company also serves many internal and external customers and creates relationships (Lumen,
2018).
Laws:
Hiring and firing of employees are totally depends on the state and federal laws, no one can
fire the employees without following the laws and policies of the state and government of the
particular country. The 3M Company keeps updating and distributing the company’s
employee handbook as it is the duty of the human resource department of the organization.
Ensuring that the organization provides equal employment opportunities to the employee is
the duty of HRM (Bailey et al., 2018).
Metrics:
Metrics is all about the interaction among all the departments of the organization that
generates a sense of friendship, motivation, competition, and many more qualities or

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Practices in organization 3
attributes that are good for the individual as well as for an organization. The HR manager of
the 3M Company weighs budget plans, performance goals on metrics basis. When there is
high turnover among the employees, HR manager of 3M Company evaluates and find
solutions based on metrics (Woodrow and Guest, 2014).
Cultural sensitivity:
HR manager is responsible for managing the diverse culture at the workplace, and
responsible for cultural awareness among the employees. Human resource department of the
3M Company manages the overseas hiring of employees, for that knowledge of international
culture is necessary. HR manager also anticipates the delays and forms the plans and
strategies (Boon et al., 2018).
Functions of HRM:
Recruitment and selection: Recruitment and selection is the hiring of employees on a roll
and off the role.
Use of tools and technology during the recruitment process
Preparation of employees ‘contracts, negotiating salaries and benefits
Meeting all the requirements of the hiring and ensure the adherence to HR policies and roles
to that of the organization.
Training and development:
Onboard training of employees and the development and training of new employees is the
work of the human resource department of an organization (Wright and McMahan, 2011).
This process of training and development of 3M includes conferences, internal and external
meetings, and educational courses of various types according to the requirement and demand
of the different departments of the organization
Evaluation of employees and providing them opportunities is the task of the human resource
department of the organization
Compensation:
3M Company set the appropriate wages and salaries for employees of the organization

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Practices in organization 4
Preparation of pension plans, negotiation for insurance, and other types of benefits are the
crucial tasks of the HRM performed by the HR department of the 3M Company (Yamao and
Sekiguchi, 2015).
Safety and health:
3M’s human resource department gives special emphasis on the safety and health issues of
the employees, as safety and good health are the basic needs of an individual. Ensuring the
safe and clean environment for employees is the legal requirement set forth by the
Occupational Safety and Health Administration (OSHA). (Minbaeva, 2005).
Implementation of safety measures and laws in an organization is the duty of the human
resource department of the organization
Discussion of labor laws and compliance with unions is the task performed by the HR
department of the 3M Company. This approach of discussion with labor and compliance
unions helped the company in resolving the issues related to the labor.
Employee and labor relations:
Mediating and resolving the disputes between employer and employee, as well as employees.
Ensuring the adherence of employees to the organization’s rules and policies
Termination of employee’s contracts when necessary:
Hiring and firing of employees is the role of the HR department, so the firing of an employee
when finding irrelevant to the job performed by the Human resource department of the
organization. Termination of employees for various reasons and preparation of firing letters
and various legal works related to the employee (Maheshwari and Vohra, 2015).
Human resource management is not only confined to training and development, recruitment
and selection, compensation, safety and health but also it has great contribution to the
strategic planning of the organization. Strategic planning is crucial for every business and it is
the task of top-notch professionals in the organization like the board of directors and CEO’s
(Noe et al., 2006).
Human resource department of the 3M Company plays a very important role in the
planning and growth of the organization.

Strategic leadership and human resource
Practices in organization 5
Planning and hiring of employees according to the requirements of the company.
Training and development of the employees when needed like, when the company is in
expansion phase or when the company made any change (Dhar, 2015).
Formation or preparation of competitive incentive plans, that helps in competing with rivals
in the market
Keep a check on the laws and legal policies of the other states within the country or also on
other countries.
Setting best transportation facilities for employees, and logistics facilities for the organization
is the task of the organization (Noe et al., 2006).
Importance of human resource management for 3M Company, and how this HRM
helps in achieving the organizational goal.
Key elements of the HR are aligned with the organization’s strategy. Human resource
department of the 3M is responsible for planning and formulation of strategy also. Best HR
practices of 3M allowed its employees to spend their 15 minutes on their own ideas that help
in innovation. This strategy of 3M helped in bringing innovation and generation of new
technologies. This strategy resulted in creativity and exploration of one’s own attributes
(Bailey et al., 2018).
Focusing on the hiring of right candidate with the right skills is the strategy of 3M; this helps
it in fulfilling the right need of the organization. Job design and diversity management did by
the 3M, helped it in maximizing the employee’s performance. Job design is the core function
of the human resource management; it includes methods of job design, relationships of jobs,
contents and many others. Specific job design of the 3M improved the quality of the
employees as well as work (Minbaeva, 2005).
Question 2
Recruiting and selecting the candidate is the job of the human resource department of the
organization. Recruitment and selection is science as well as an art. Approaching this process
is done through reactive and proactive attitude. Responding to the new job vacancies quickly

Strategic leadership and human resource
Practices in organization 6
before the opening of positions is helpful in building a pool of qualified candidates Wang,
(Chich-Jen and Mei-Ling, 2010).
The “15-minute” strategy or “think time” helped in recruiting the employees. Specialized
workers were highly prized.
Following are the recruitment approaches of 3M:
Skills inventory: Ideal candidate for the specific job is the foremost choice of every
employer for the company. Traits that have to be in each candidate must be clearly defined by
the organization. 3M had prepared a set of traits that it desired to be in their employees. This
approach of recruitment helped 3M in employing best-fit employees and these employees
helped 3M in achieving the goal of the organization (Downey et al., 2015).
Attracting workers from age groups: 3M attracted workers from all age groups; different
workers from the pool of talent lead to the proper functioning of the organization. Conducting
recruitment programs at colleges attract fresh graduates from the different backgrounds. 3M
employed employees from different corners of the world.
Communication of company culture to positioned employment brand: Companies in the
field of technology are lacking in female workers at the higher technical position. 3M focused
on recruiting the female workers for higher technical positions. 3M culture reflected the value
of diversity (Bailey et al., 2018).
Following are the approaches to selection:
There are several ways of selecting the candidates from the pool of talents. 3M used the
following methods to select employees:
Conduct interviews: Interview is the most common or universally accepted method of
selecting the candidate for the specific job. There are various stages of interviews for
selecting the candidate. Interviews are of two type, structured and unstructured in nature.
Structured interviews assess the behavioral and situational aspects of the candidates. 3M
followed both types of interviews for recruiting a candidate for the vacant position. Both
behavioral and situational interviews assess the logical and critical thinking of the candidate.
Telephonic interviews: the Telephonic interview is the initial stage of the process of
interview. Telephonic interview assesses the communication skills of the candidate.

Strategic leadership and human resource
Practices in organization 7
Telephonic interview is the part of the face-to-face interview. 3M followed this process to
Judge Person over the telephone; this gives the in-depth knowledge about interpersonal,
communication, patience and many more skills of the person. Best practices of selecting the
candidates gave the company competitive employees and impressing peers with a creative
mind (Chuang and Liao, 2010).
Assessment centers: An assessment centers are not the place, it is the process followed for
the selection of a candidate. Under this assessment group of participants, undertake a series of
tests and exercises under observation. This assessment assesses the competencies of the
candidates and helps in finding out the bests of all.
Employees at 3M were engaged in innovation and brought a competitive edge to the
business. Employees together brought new products to the market. Moreover, this dedication
of the employees made the company stand in Fortune 500 lists of admired companies of the
world.
The positive contribution from employees led the company towards achieving the goal of the
company. The increased market share of the 3M is the work done by employees of the 3M.
There are various strengths and weaknesses of the approaches of recruitment and selection
below explained:
Inefficiencies: The General weakness of the recruitment process is to search the tools for
conducting the recruitment process. Unfortunately, sometimes it would be very difficult for
the company to find right tolls for the recruitment process.
Narrow ideas: Recruiting candidate from internal only restricts the enterprise from outside
the company. However, a company would miss the opportunities present, if it focuses on
internal recruitment only (Huxham and Vangen, 2013).
Time and expense: the External process of recruitment typically takes more time to
complete and attract a high cost. To recruit candidate externally is a very difficult task for the
company.
Question 3

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Practices in organization 8
Managing healthy employee relations in an organization is a prerequisite for organizational
success. High and strong relations are required for productivity and human satisfaction.
3M is an innovative company; it gives every one of four employees to follow their instinct to
take advantage of the company. A healthy relationship with the colleagues and fellow
workers will result in ease of work and lead to the increasing productivity of the individual as
well as of an organization. Strong employees’ relation of 3M led to the good decision making
in the company, employees at 3M are free to express their views on any decision making of
the company, and they all are given freedom to contribute in the decision-making process of
the company (Kooij, and Boon, 2018).
If employees work happily together then this will result in the happy organization to be work
in. At 3M, employees work together and discuss things with each other. This culture of
working together happily evaporates the tension automatically.
Good employee relation at 3M motivates the employees and made the employees trust one
another when there need arises. Secure and confident environment makes the employees
share their emotions with each other.
Healthy employee relation at 3M discourages conflicts among employees; there is little scope
for any disputes where there are healthy and strong relations between employees (Alfes et al.,
2013).
Healthy employee relation also reduces many problems like absenteeism and many more.
Motivated employees never thought of being absent. Healthy employee relation at 3M
reduces the scope for frequent fake short leaves. It is very essential for all employees to
concentrate and focus on their work along with maintaining the positive environment in the
workplace.
Code of conduct at 3M, a code of conduct is the part of every organization, it is very crucial
to be followed by every employee of the organization. These codes of conduct are very
critical for growth and sustainability of the organization. Code of the conduct of 3M defines
the way that they work in an organization. All the employees of the company are responsible
to follow the codes of conduct of the organization and to follow the ethical and legal policy
of the organization. Executives and managers both are responsible for the accountability of
codes of conduct of the organization (Management paradise, 2018).

Strategic leadership and human resource
Practices in organization 9
The human rights policy is applying to each employee of the organization. Anyone who is
doing business with 3M is also bound by human rights policy.
Compensation is all about providing competitive pay in the market. 3M’s employees include
a variety of components that build strong financial future of the company.
The healthy and safe environment was designed to protect the employees. 3M brought new
science to the world of innovation. 3M always take further new steps for their employees to
protect them (Baek and Park, 2018).
Question 4
Human resource management department of 3M is strategic in nature. HR department of the
company plays a very important role in the formulation of best HR practices for the
functioning of the company. Human resource management is known for efficient utilization
of resources for achieving the goals of the organization (Bolman and Deal, 2017).
Two of the best HR practices followed by the 3M Company, are explained through
examples:
Example 1
Diversified manufacturing company of the world 3M was given the Personnel Journal
Options Award for vision. Human resource department of the 3M has developed the strategic
staffing system to meet the need of the organization. That strategy of the company was
known as designated requisition system. This process of the staffing ensures the availability
of best employees regardless of economic difficulties. The regular employees of the
company, whose jobs were eliminated, put on the unassigned list. List consist employees who
will be the first in line for available positions. This HR practice of 3M made the company
different from others. HR department of the 3M Company highly contributed to the strategic
decision making of the company (Hanif, Anwar, and Hamid, 2018).
Example 2
3M’s leadership competency framework reflects the several recommendations that were
regarding the construction of a competency model for the company. Relating competencies to

Strategic leadership and human resource
Practices in organization 10
the realistic workplace practices of the organization and express them as an outcome rather
than procedure.
The expressions of the competencies allow the demonstration, observation, and assessment.
Working with senior executives of the organization at the development stage had ensured the
best practice of the competency model of leadership. The competencies were expressed in
language that was related to the people (Kooij and Boon, 2018).

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