HRM and Strategic Alignment: Importance for Business Success, Analysis

This essay examines the critical importance of aligning Human Resource (HR) programs with an organization's strategic goals. It highlights the detrimental effects of operational strategies developed without HR involvement, emphasizing HR's role in providing skilled personnel and forecasting their deployment. The essay stresses the importance of HR in employee satisfaction, performance analysis, and training needs, as well as in managing organizational change and maintaining employee trust. It uses Google as a prime example of successful HR integration across marketing, finance, and development, and the importance of work analysis, cost-benefit analysis, and internal strength analysis to compete in the dynamic business environment. References from relevant literature are provided.

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Human Resource Management
Essay
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HUMAN RESOURCE MANAGEMNT 1
Importance of aligning HR program with organization strategy goals
It has been seen that in many businesses, managers usually develop operational strategies
without involving HR program in the process and as a result of this when marketing department
starts looking for the personal strength they are not able to figure out how they can implement
this strategy on real ground (Lengnick-Hall, Beck, & Lengnick-Hall, 2011).). In addition, same
thing happens with other departments of the organization and the organization starts feeling
shorthanded. Therefore it is very important to involve HR program in almost every strategy of
the business operation so that the goals and objective of the organization can be attained in an
effective and efficient manner.
HR program plays one of the most important roles in the success of the organization by
offering organization right set of skilled people who can fulfill objectives of the organization. In
addition to this HR program also help in forecasting the deployment of people on the basis of
their skills (Jiang et al., 2012). It is the HR program which understands the value of employee
satisfaction and hence analyzes the performance of each employee in order to understand the
right choice for promotion and full fill new position. In addition to this HR program also try to
figure out the number of people who are in need of training in order to bring improvement in
their particular areas.
At present, change has become one of the most important parts of the organization
strategy because all the business is continuously on dynamic mode and therefore in order to
survive organizations have to adopt the change in their current business operation. In this
situation, HR program helps in formulation the change strategy in the organization by taking
trust of the employee into consideration in the form of communication the need of this change
and benefits associated with these change (Friedman, 2009). In addition to this, it is the HR
program which considered the balance of organization finance with expectation of the employees
in the form of benefits, allowances and trips in order to maintain the low level of employee
turnover ratio in the organization. Turnover ratio is connected to the aspect that if the employee
will not feel that their efforts and contribution towards the organization is not being valued, then
this dissatisfaction transforms into a high level of turnover ratio.

HUMAN RESOURCE MANAGEMNT 2
One of the best corporate examples is Google company in which their HR programs are
interlinked with all the strategy of the company it may be marketing, finance or development.
Every operation is being connected with the HR program in order to understand the overall
credibility of the process by exploring the number of skilled employees associated with the
program (Lombordo, 2017). In addition to this HR program are also connected with the work
analysis, cost-benefit analysis along with internal strength analysis of the organization in order to
compete in this dynamic business environment.

HUMAN RESOURCE MANAGEMNT 3
References
Friedman, B. A. (2009). Human resource management role implications for corporate
reputation. Corporate Reputation Review, 12(3), 229-244.
Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., & Winkler, A. L. (2012). Clarifying the
construct of human resource systems: Relating human resource management to employee
performance. Human Resource Management Review, 22(2), 73-85.
Lengnick-Hall, C. A., Beck, T. E., & Lengnick-Hall, M. L. (2011). Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review, 21(3), 243-255.
Lombordo, J. (2017). Google’s HRM: Training, Performance Management [online]. Retrieved
from: http://panmore.com/google-hrm-training-performance-management