Business and Management: HR Strategies Analysis Report

This report provides an analysis of human resource (HR) strategies within a business context. It emphasizes the importance of the HR department in aligning with organizational goals, focusing on recruitment, compensation, and training. The report examines three key HR strategies: assessing employee capabilities, forecasting future HR needs, and providing training opportunities. It discusses the pros and cons of each strategy, with a focus on how these strategies contribute to sustainable, measurable, and long-term business goals. The analysis includes the use of workforce management software and comprehensive onboarding training programs. The report recommends regular training initiatives to enhance employee skills and adapt to changing work processes while acknowledging potential challenges. The overall conclusion highlights the benefits of these HR strategies in fostering systematic business operations and the importance of consistent policy implementation.

Running Head: Business and Management
Business and Management
Name of the Student:
Name of the University:
Author’s Note

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Introduction
Human resource department is catered to be one of the important departments of the
organisation and the strategies are determined on how the HR process will run and how it will
make sure that it works and assist the organisation to meet up the target goals (Noe et al, 2017).
When the strategies have to shut down the basic foundation it also caters to how the human
resource manager formulates the strategies of the organisation and how it fits in the job for the
entire employee working in the organisation. The aim of the assignment is to reflect on the
feasible approaches to the Hr strategies, identify the pros and cons and recommend on the chosen
strategies and action which is taken as sustainable, measurable and meeting its long term goals. It
is the responsibility of the manager to cater and review all the HR strategies because it helps to
advance its flexibility, innovation and compete on the advantages. The process of reviewing the
policies also fulfills the purpose of the organizational culture and improves the business
performance.
Brief description
The brief description of the above business case caters to the human resources
departments and develops the plan for the purpose of recruitment, compensation and training on
the business goals of the organization. It also ensures when there is a chance of compensation
and meets the organizational success (Cascio 2015). It helps to enhance the management system
and the practice of developing and attracting the employees for the purpose of benefit to both the
employers and the employee. The human resource department assists the practice of
management that works independently within a silo. The management interacts within the

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organisation and the other departments in order to understand the goals and strategies that aligns
with the objectives as well as with those in the organisation. The following three strategies of the
human resource department has its own pros and cons and the chosen strategy is measurable,
sustainable and assist to meet their business goals.
Analysis of the situation
The three Human Resource strategies that is suitable for this business case are:
 Firstly it is important to determine the capabilities and the required tool of the employees
to compete their job. The HR personnel needs to pen down the appropriate goals and the
requirement of the employee because it is important to fulfill the basic requirements of
the employee. It is the department’s duty to reason out how the tool will create an impact
on the employee and built their ability to perform their roles. On an instance it can be
clear with an example where a company employs staff on an hourly based it is also
crucial to understand the workforce management software (Kramar 2014). This particular
Hr software is comprised of important Hr functions such as time of entry in the office, to
scheduling of holidays and sick leaves.
 Secondly the strategy of analyzing and forecasting the future requirements of the HR. it is
comprised of the time to start the process and the in future expands its workforce. This
positive attitude should be inculcated within the top level managerial people because
developing its current work enforces the implementation of the company futures growth.
To achieve the implementation of the human resource it is important to start with the
process of recruitment and catering the Hr professionals with the searching of the

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candidate who possess the skills which has been identified with the HR strategic
planning.
 The last strategy of facilitating the candidates or the employees with the opportunity to
train themselves in the field they are expertise in. A comprehensive on boarding training
will help to train the employee and increase the employee retention (Hoque 2013). Once
the company had onboard its own employee well there is another important step which
helps to retain them to keep them engage.
Potential Solution
The potential solution for the employee is to provide them with training because it
facilitates the employee to improve their skills in which ever field they are working. It also gives
them an opportunity to learn new skills and provide them with an opportunity to eliminate few
steps in the manufacturing process. The decision of timeline to carry the steps is strategically
managed with the HR. The demands of the employee must be predicted and in relation with the
employee must be associated with the skills that require the needs of the company (Armstrong
and Taylor 2014). It is the skill of the manager to understand the of the employee and discover
them as an expert in the particular area. It ensures relevant solution of the company’s policy and
understands the aim, mission and vision and makes it easier for the HR personnel to formulate an
effective resource management.
Findings
With the help of the training process it is analyzed that the HR department must take up
this initiative every eight to ten months so that the employee’s finds different way of working

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and eliminating the process or step which is unnecessary in the progression of work. the
monotonous nature of the work will not be hampered and it will be an interactive session here
the employees can upgrade their skills. But the disadvantage part of the organisation to cater
these activities is because there might be a specified way in which the employee works now if
there is a frequent change in the method or process or work they might not be comfortable
working or can also find the work hard as some cannot cope up with the changes.
Recommendation
It can be recommended that there is no specified disadvantage of the reviewed HR
strategies rather these assist in running the company or the business in a systematic manner. It
can be made sure that the Human Resource department facilitates with an opportunity of
formularizing the policies for the upper and lower level employees. The rules must be
maintained by each and everyone working in the particular field.

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Reference
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation and
performance. Routledge.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management, 25(8), pp.1069-1089.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.