Analysis and Recommendations for HR Management Strategies and Policies

This report, authored by a student, addresses the challenges of implementing human resource management reforms within an organization. The student, acting as a new HR manager, explores various techniques, including fostering a positive workplace culture, adopting open-book management styles, and utilizing a 360-degree performance management feedback system. The report emphasizes the importance of aligning HR policies with business strategies, analyzing the existing business strategy through environmental scans and SWOT analysis, and evaluating the relevance of current HR policies. The report also highlights the difficulties in aligning HR and business priorities and underscores the need for HR processes to support the company's objectives. References to relevant HR management literature are included.

Running Head: HR
HR
Name of the Student
Name of the University
Author Note
1.

1HR
Taking up the challenge of bringing in Human Resource management reforms within
an organization is an enormous tasks as it involves carefully understanding whatever is
already present and ensuring that any deduction and addition is to achieve the objectives
laid down for the company. In this paper, I will be doing the same AS the New Human
Resource Manager.
1. Three techniques or approaches that can be used by me as an HR are:
Practicing the culture of safety, health and happiness within the workplace to ensure
that employees are willing to give their all because their wellbeing is looked after. In a
positive workplace, people feel comfortable and inclined to work because of the
motivation and praise they receive for every good work done. In this kind of
techniques the feelings of the employees are monitored by carefully taking surveys
and ensuring that they take part in them so that the management can resolve any
issues they may be facing (Mabey, Skinner & Clark 1998).
The Open Book Human Resource management styles is also a way in which I can
become an open book and share various kinds of information about the contracts of
the company, the policies that are being put to use, the sales the company is making,
the new clients the company is willing to serve, the personal data and more with the
employees so that they feel they are very integral part of the company and they will
also become interested in the various strategies of the company.
A 360 degree performance management feedback system can also be utilized to help
facilitate feedback from seniors, colleagues and subordinates. This facilitates positive
feedback that is motivating and can be utilized.

2HR
2. The strategy of the existing business can be analyzed and understood using a scan
of the environment and a SWOT analysis to understand the Strengths,
Weaknesses, Opportunities and Threats for the same (Wright & Snell 1991). The
customer segments and objectives of the company need to be understood followed
by the business model the company follows. Insightful research will help in
understanding the strategies along with discussions with the existing employees
and managers.
3. The existing HR policies will be checked for relevance and discarded if it no
longer relevant. The HR policies that are imposed from outside entities need to be
included within new plans if they are relevant and mandatory.
4. To identify the HR policies that are no longer relevant and only serves to hinder
the organization, a feedback chain can be created in which the people’s
acceptance of the same will be checked (Grobler 2005). The managers will be
asked if the find the policies relevant to the organization’s strategies. It will also
be checked from my perspective by drawing up possible outcomes of the same.
5. Aligning HR policies and strategies with business strategy can be extremely
difficult in nature. However, it is integral that they align else the company’s goals
will be impossible to meet. In order to business, mostly things are taken into
perspective from a business profits point of view. However, when it comes to the
HR policies, they are meant to keep the priorities of an employee’s first. Thus
there is a clash of priorities in each case and thus it is very difficult to align them
(Cole 2002). However, the business will not run without the employees and thus
to help better achievement of goals, alignment will integral.

3HR
Thus it is evident that any change and techniques that will be implemented by me
should be in accordance to the objectives and strategies of the company and both the parts of
the business should be perfectly aligned. With correct HR processes and policies, the
business will inevitably do well.

4HR
References
Cole, G.A., 2002. Personnel and human resource management. Cengage Learning EMEA
Grobler, P.A., 2005. Human resource management in South Africa. Cengage Learning
EMEA.
Mabey, C., Skinner, D. and Clark, T. eds., 1998. Experiencing human resource management.
Sage.
Wright, P.M. and Snell, S.A., 1991. Toward an integrative view of strategic human resource
management. Human resource management review, 1(3), pp.203-225.