Evaluating HR Strategies: Employee Value and Global Dynamics

This report explores the critical role of human resources management (HRM) in organizational success, emphasizing the value of employees as intangible assets. It discusses how HR operations impact business strategy, including aligning talent with strategic goals, fostering a positive culture, and engaging employees. The report covers various HR functions such as recruitment, staffing, benefits, and employee relations, highlighting their importance in strategic alignment. It evaluates company strategies and HR implementation, focusing on training, employee capability monitoring, and tracking external forces. Furthermore, it examines how companies can leverage diversity for strategic advantages and addresses the challenges HR professionals face in the global environment. The report concludes by underscoring HR's role in ensuring effective training, managing performance, and maintaining a competitive edge in the market.

Human
resources

Table of Content
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
Why people of the company are most valuable assest.............................................................................3
Impct of HR rrource operation in the HR business strategy of the company...........................................4
Discussion of the Myriad of HR function areas and how HR can ensure alignment with the company’s
strategic priorities....................................................................................................................................5
Evaluating the company strategies and HR implementation....................................................................6
How company can leverage diversity to their strategic advantages.........................................................7
Challenges of the HR professional face currently in the global environment and their role....................8
CONCLUSION...........................................................................................................................................9
REFERANCES.........................................................................................................................................11

INTRODUCTION
Human resource management term is used to describe both employees who used
to work in the company to run the organization and the other is department which is responsible
for the managing resources of the company related to the workers of the company. This is one of
the important part of the company to provide skillful people who can help organization to be
successful in their business. HR manger of the company recruits candidates by interview and
selection method and provide them proper training so that candidates can understand the task and
they can perform well in a task without any problem.
This report will explain that why people are most valuable asset of the company and how
they help company to be successful in their business. It will also cover the impact of Human
resource operation impact on the companies HR business strategy. This report will cover the
function of HR manage such as recruitment, selection, management of people etc. and it will
also include how HR can alignment with the company’s strategic priorities. It will examine how
company evaluates their strategies and HR implementation. This report will also discuss how
companies can leverage diversity to their strategic advantages and provide it will also include
proper example and scenarios. In the end of this report will discuss about The HR role in global
environment
MAIN BODY
Why people of the company are most valuable assest
People are on most valuable asset of every organization because they are responsible for
the success of the company. We can say that they are intangible assets of the company. In
today’s dynamic an change in the business world continuously, it is an human assists an dnot to
be fixed or tangible assets that differentiate an company from the competitors, today’s
knowledge economy distinguishes on company from the another with the one of the most
powerful factor which is Human resource (Mondy and Martocchio., 2016). Employee’s living in
the company might be replacing physically; however, employee’s knowledge and skill can’t be
replace by the properly replaced by the other person replacing them. Every Peron has different
skills according to their experience. That is well known by the decision maker of the business
that the skill of the workers, account for the 82 percent of a company. Efficiency of the
employees and their skill help company to take growth in the market without them company
cannot be successful in their business.
Here are some intangible assets of the company
Employees

Employees are most important part of the company and they have to provide services,
goods which company has offer. In the organization every department comprises of employees
with the different responsibility and specialty, be it information technology, finance, production
and marketing, so on and so forth (Cascio., 2015). Employees make row material to the final
goods, take care of the finance, run operation in the company, promote and advertise the services
and product to the market and maintain of the records of the company for the decision making
process for the company.
Custmers
Customers are king, and workers are the first customers to any o the company. Customers
buy the product from the company o they can satisfy their needs and demand and company make
revenue from the product selling to the customers. For the every organization I important for
them to provide better services and product to the customers so they can gain competitive
advantages and market growth (Cascio., 2015). Organizations can be successful if they are
providing better services to the customers. Company exchange their goods and services to the
customers for the money and they can gain respect in the market if they are able to satisfy their
customers.
Superior
Superior of the company have higher responsibility in the company and they are
responsible to deal with the clients and make their employees more effective and essential so
company can able to achieve their business goals and they can gain competitive advantages in
the market. They motivate employee and help them to achieve the objectives and Aim of the
company.
Impct of HR rrource operation in the HR business strategy of the company
HR manger of the company brings a talent in the organization and they are holistic
prospective on the talent alignment to the strategies of the business. According to the experts HR
have a unique position in the company and they help superior of the company to how they can
develop the strategies is just like as what the strategy is really. HR has an tools and ability to
provide a support to the company. They also provide knowledge full employees to the company
by their selection and recruitment method. They are able to understand the talent of the candidate
and right person for the right job (Bratton and Gold., 2017).
Keep culture top of the min as an enabler of strategy
Dysfunctional culture can be helpful to deliver the best strategies. Agriculture power can
able to enables the right strategic plan and vision. HR manger of the company is on the position
to drive the proper conversation about the current culture and how this culture may need to
evolve in the company to support the business strategy. The most successful HR mangers helps

the superiors of the company and worker alike articulate the desire culture in specific, related
behavior and examples.
Keep the employees engaged around the strategies and other ahead
HR manager of the company is responsible to provide a skilful worker so they can be
successful. They not only recruit the employees can select the people, they are also provide
employees a group activities and relationship between the superiors and employee’s of the
company so they understand each other and share their thought with each other this also help to
engage employees with the company strategies and HR help to give them chance help leaders in
the decision- making and review of the strategies.
Build plan align the organization levers’ to support the strategies
While the overall strategic objectives and major initiatives are critical, so are the cross-
functional plans that support execution of the strategy. In fact, many organizations fail when they
don’t have practical, tactical implementation plans that take into account the changes that must
occur to align the organization around the strategy (Chelladurai and Kerwin., 2018).HR can be
an important partner in determining what aspects of the organization will need to be addressed
going forward, who will be impacted and how, and what actions will be required to ensure
success. HR mashers play important role in the success of any organization. They help in the
planning when needed and also give suggestions to the superiors in the strategies.
Discussion of the Myriad of HR function areas and how HR can ensure alignment with the
company’s strategic priorities
New focus of the HR has recently had a lot of opportunities to recruit for the HR director
for an local client. In this job people required a high level of the experience in the Human
resources and they are having some important functions in the company.
Recruiting and staffing
This is one of the important and necessary functions of the HRM and they provide a
skillful workforce to the organization so they can achieve success in their business. They take
interview of the candidates according to their resume (DeCenzo, Robbins and Verhulst., 2016).
They also see their communication skills and candidates experience according to the job
position. If candidates skill and knowledge match with the job requirement then they select the
candidates and provide them a training to understand their responsibilities more in the company
Benefits
Coordination with benefits brokers to annually review plans for the compliances and
renewal; conducting open enrollment educational meetings with employees; making sure that
employees are enrolled and terminated from each benefit program with each vendor, as

appropriate; assisting managers with accident investigations and the coordination of workers’
compensation; completing the OSHA logs, as needed and posting when required; and tracking all
paid time off, to include the paperwork for the Family and Medical Leave Act (FMLA) and other
related benefits.
Composition
HRM department of the company assist and hire the mangers with the help of writing and
uploading the proper job description. They also provide them a proper salary according to their
job and they also provide composition on the salary.
Employees relationship
HR department provide training programs and communication practices so the employees
of the company can understand each other and they can also give respect to their realign and
culture (Brewster., 2017.). This is important for the company because this help to reduce the
conflicts in the workplace and employees work together to achieve objectives of the organization
more effectively.
HR can ensure the the strategic alignment with business priority
Strategic planning is the process of determining the organization's long-term objectives
and establishing the goals necessary to achieve them. The process involves an in-depth analysis
of current and anticipated conditions that may affect the organization's ability to achieve its
mission. A business strategy is a future-oriented plan for creating and maximizing competitive
advantages to accomplish the organization's mission. To successfully execute that strategy, each
function within the business needs to align its departmental strategy with the overall business
strategy. HR manger of the company and their function affect on the following areas of the
business- Training and development, employees law compliances and employees shifty and
security.
Evaluating the company strategies and HR implementation
Role of HR in evaluating company strategies
Evaluating the success of the company’s business involve assessing with their employees
and worker skills to deliver the outcomes from them (Stewart and Brown., 2019). It can be
beneficial for the company to integrating g the HRM in the strategic planning process enable a
company to ensure that to identify the objectives and goals and competitive advantages. HR
department of the company select and recruit and develop the right workforce to achieve this
Aim of the company.
Ensure the effective training
Employees of the company generally required a proper training to implement new
strategies. Hr department of the company develop the process to manage the company
development and they prepare a personnel to involve the new programs and initiatives. Once
they find they find the capability need by the company than they can able to design, develop,

define and deliver the lectures and seminars to educate the employees of the company and they
try to fill the kill gap of the company.
Monitoring employee’s capability
HR department implement the effective performance management systems, anticipating
the types of roles needed to fulfill the strategic plan and responding to demographic changes in
the workforce, Hr manger of the company always record and monitor the performance of the
employees and they also track the capability of the company and match the employees with the
right tasks to achieve the company’s strategic goals.
Tracking the external forces
In the additional to managing the employees of the company HR mange keep track the
external competition and market-place. They analyze the competitive environment and motor the
Factor such a political factors, economical factors, social, technological, environmental and legal
factor’s or other trends (Baum., 2016 ). It help to maintain the company presence in the market ,
exchange of the information colleagues in your field to validate the strategies you strive to
achieve make sense in the long run for succeeding in your industry.
Recruting new talent
Evaluating upcoming staffing needs effectively depends on understanding what your
company's strategic plan entails and aspires to achieve (Anderson, Fontinha and Robson., 2019).
This usually means hiring a diverse workforce to provide innovative and creative solutions to
complex problems. Evaluating strategies may include ensuring succession plans are in place, so
that as employees leave the workforce due to retirement or other opportunities, other workers are
ready to take their place. HR plays a critical role in ensuring that strategic plans can be
maintained over time. By integrating the HR department into the strategic planning and
evaluation process, programs that inspire, motivate and reward employees can reinforce your
leaders’ values to manage human capital effectively.
How company can leverage diversity to their strategic advantages
Braining employees from the different culture and background can help to create a
tremendous opportunities and also can help them to take the strategic advantages, it is important
for the company superiors to look for the employee’s ability to successfully managing
workforce? There are some strategies for the leveraging diversity in the company to strategic
advantages.
Set a clear, inclusive vision
It is important for the company to provide their employees and company members about
their vision and mission so they can understand their Aim and objective which they need to
achieve for the company.

Increase the quality and quantity of the conversation occurring with the direct report and
mangers
The grater the amount in the diversity in the workplace of the company the more
mangers of the company have to communicate the issue o the employees and problems faced by
them in the workplace. This helps to create a trust between the employees and managers and they
can understand the culture and work together to achieve the objectives and goals (Collings,
Wood and Szamosi., 2018). This also increases the work performance of the employees because
they will support each other in the task which will save the time and task will be done properly.
Walk and talk
In the past, if leaders were inconsistent, employees would talk about it in the bathrooms
and in the hallways, but that was usually as far as it went (John and Taylor., 2016). Today,
people are much more direct, so integrity is more important than ever.
Turn the company Hierarchy Upside down
Effectiveness of the day by day implementation needs to turning the company’s chart
upside down so the front line people of the company are at the top serving consumer while the
leader of the company move themselves in the supporting roles and they will focus into the
removing barrier and they will provide them a resources which can help them to take the
strategic advantage.
Consider the whole person
Don’t ask people to “leave their nerve endings at the door.” Employees want their
managers to know them as people—including the issues they might be dealing with both in and
out of work. Employees want to feel cared for, understood, and supported in their efforts to make
a difference at work.
Increase involvement
As Blanchard likes to point out, “No one of us is as smart as all of us.” One of the great
advantages in having a diverse population is that you can tackle a problem from a rich variety of
viewpoints (Reiche. and et.al., 2016). But you have to encourage participation and really listen to
what people have to say to make the most of that opportunity.
Challenges of the HR professional face currently in the global environment and their role
HR professionals are faced with the addressing the international problems on an even
increasing basis. This is true for even company which historically operates their business in the
local level. There is Major issue such as competition in the global market for the services and
product, Talent management in the international level, privacy and risk diversity and culture

problems and margining the global assignment. HR practitioners, new and heightened global
skills are required for HR practitioners to deal with international issues.
Technology and privacy issue
In the global level HR manger of the company have to understand the global technology,
privacy, regulation and data collections. They have to find the data security, hacking, theft and
privacy notification must be taken into the consideration (Wilton., 2016). Human resource
management tools must be configured to determine the proper system design accounting for the
tracking of the personal data , conversation of the currency and frequently methods should be
combined with the data encryption.
Understand the cultural diversity
A one of the key trait of the companies effective HRM is to understand the difference in
the culture within the company and make they have to make relationship with each other.
Different cultural norms related to the numerology issue, society norms and performance
management should be clear and understand on the basis of their counties.
Agility with the reward system
According to the basis of country, total reward system should be applied on the
company’s workplace. A Total reward system statement can provide proper guidance to in
developing of the international system based on what is provided by the home country of the
company, taxes, and employees expectation (Morgeson, Brannick and Levine., 2019). Example-
government of the some countries provide health care , retirement plans for the employees and
disability plans but in some other countries may be provide health care v with the common
practices to have the employees provide supplemental health insurance.
Managing the Global leadership
Effective global leaders have several key characteristics, many of which are similar to
any leadership role such as integrity, trust, interpersonal communication skills, people
development, vision, problem solving and strategic planning.
CONCLUSION
As per the report has been explained that why people in the company are most valuable
assets and how they help company to be successful in their business. It has been also covered the
impact of Human resource operation impact on the companies HR business strategy. This report
has been covered the function of HR manage such as recruitment, selection, management of the

people, benefits, employees relation with each other and succession planning and ethic etc. and
it has been also included how HR can alignment with the company’s strategic priorities. It will
examine how company evaluates their strategies and HR implementation. This report has been
also discuss how companies can leverage diversity to their strategic advantages with the proper
example and scenarios. In the end of this report has been describe the challenges of the Human
resource professionals today in the international environment and report has been explained what
their role in the international environment of the company. this all has been concluded in this
report with the proper discussion and examples.

REFERANCES
Books and journal
Mondy, R. and Martocchio, J. J., 2016. Human resource management. Pearson.
Cascio, W. F., 2015. Costing human resources. Wiley Encyclopedia of Management, pp.1-1.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S. L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Brewster, C., 2017. Policy and practice in european human resource management: The Price
Waterhouse Cranfield survey. Taylor & Francis.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. Wiley.
Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.
Anderson, V., Fontinha, R. and Robson, F., 2019. Research methods in human resource
management: investigating a business issue. Kogan Page Publishers.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Reiche, B. S. and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
John, R. and Taylor, B., 2016. Human resource management.
Wilton, N., 2016. An introduction to human resource management. Sage.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Morgeson, F. P., Brannick, M. T. and Levine, E. L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.