Case Study: Human Resource Management Strategies for Reorganizing HP

This report provides an in-depth analysis of human resource management (HRM) strategies for the reorganization of HP. It examines the challenges faced by the company, including leadership issues, cultural problems, and decision-making deficiencies. The report explores various HRM strategies, such as talent management, leadership approaches, planning, and performance culture, to improve organizational effectiveness. It analyzes the importance of transformational leadership, employee engagement, and the need for a performance-driven culture. The report also evaluates potential solutions to the problems, emphasizing the significance of proper leadership, planning, and performance management within the context of the HP reorganization. It concludes by highlighting the critical role of HRM strategies in driving organizational success and gaining a competitive advantage. The report is a valuable resource for understanding how to apply HRM principles to real-world business challenges, and it's available on Desklib to help students with their studies.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

1
HUMAN RESOURCE MANAGEMENT
Executive Summary
The entire report has thrown light on the different kinds of strategies related to Human
Resource Management which will be enhancing the overall effectiveness of the organisation
dramatically. Human Resource Management plays a vital role in managing the different
activities of the HP Company in such a manner which appropriately increases the efficiency.
The talent management along with the creation of the performance culture will be beneficial
for the overall efficiency of the firm in a positive manner.
The leadership aspects are required to be chosen by the company HP which can be
considered to become more appropriate in the decision-making process in a proper manner.
With the proper HRM strategies, this can boost the past success in choosing the right
executives along with involving the employee engagement in the organization for the better
performance of the organization in an appropriate manner.
The implementation of the different HR strategies will be appropriate for the overall
empowerment of the various employees working in the organization along with the approach
of the decision-making aspects as well. Proper internal and external examination of the
business is required to be done which will provide a brief overview on the various types of
flexible opportunities that will be beneficial for the success of the firm in an appropriate
manner.

2
HUMAN RESOURCE MANAGEMENT
Table of Contents
Assignment 2..............................................................................................................................2
Executive Summary...................................................................................................................2
Introduction................................................................................................................................3
Analysis of Different Types of Human Resource Strategies.....................................................5
Analysis of Various Human Resource Strategies for Reorganizing HP....................................7
Evaluation of Possible Solutions to Solve Problems.................................................................8
Conclusion..................................................................................................................................9
References................................................................................................................................11

3
HUMAN RESOURCE MANAGEMENT
Assignment 2
Introduction
The report mainly focuses on the different kinds of approaches related to human
resource management which will be appropriate for effectively handling the various
problems. The assignment will discuss the different issues which have been faced by the
organization in such a manner that has reduced the overall efficiency of the firm in a negative
way. In the case study, this was being seen that there were different kinds of leadership,
cultural, decision-making and the other customer satisfaction issues which affected the
overall profitability of the organization negatively.
Due to the inappropriate kind of leadership approach which was followed by Fiorina,
this affected the overall appropriateness of the company in comparison to the other
competitors in the technology industry. Moreover, with the reorganization of the structure of
HP led to the different kinds of inappropriate kinds of activities that led to the overall decline
in the organizational productivity in the organization. Additionally, due to the type of
autocratic leadership, this created system of dependence among few employees who were not
under the direct autonomy of the leader Fiorina. There was no such employee engagement
among the employees working at HP as they were not given importance for making the
decisions.
To reduce the different kinds of challenges faced by the company, there can be the
introduction of the human resource strategies which will prove to be beneficial to handle the
different types of issues faced by the employees, customers along with the entire organization
to improve the situation appropriately. Albrecht et al. (2014) have commented that whenever
the organizations want to develop the strategy, this is mandatory for the organization to

4
HUMAN RESOURCE MANAGEMENT
analyse the different kinds of issues which are being faced by them along with understanding
the position which is required to be achieved by them.
Furthermore, Wright, Coff and Moliterno (2014), has commented that human
resource strategies mainly focus on the performance of the organization which will give a
proper sight to systematic issues which will be impending the accomplishment of the
different organizational goals. With the successful implementation of the critical methods of
the human resource strategies, this will be helpful in improving the capability of the
organization to become more innovative and gain the competitive advantage in the entire
competitive business environment as well. Due to the centralization approach, the process of
doing things changed and this affected the overall efficiency of the firm in a negative manner.
Tyson (2014), has opined that the human resource strategy affects the overall
performance of the workforce that can positively impact the organization. The main aim and
purpose of the research are that human resource strategy will be helpful in determining the
different programs and systems which can be utilised by the company in such a manner that
can improve the employee engagement practices and this can make the organizational
activities more innovative as well. Proper planning is required to be done by the organization
which will assist the business to plan for a better future. As commented by Wright, Coff and
Moliterno (2014), the culture of the organization is expected to be analysed through proper
leadership along with the implementation of the performance culture that will enhance the
overall effectiveness of the organization in an appropriate manner (Taylor, Doherty and
McGraw 2015).
The HR planning along with learning and development can be adopted by the
organization which will improve the overall effectiveness of the organization. Moreover, the
employee engagement is the other aspect which is required to be approved which will

5
HUMAN RESOURCE MANAGEMENT
enhance the overall efficiency and the appropriateness of the organization to improve their
position in the competitive business environment that can lead to positive performance
management of the organization (Storey 2014). With the proper and suitable change in the
talent management and the managerial approach, this can assist in managing the overall
efficiency appropriately. There was inclusion of the external pressure along with dislike of
change which adopted to the external and internal pressure wherein this affected the overall
process of things in changing the overall efficiency in a negative manner.
Analysis of Different Types of Human Resource Strategies
There are different kinds of human resource strategies which can be considered for
improving the overall appropriateness of the organization HP in the competitive business
environment. The Human Resource Strategy mainly focuses on the overall performance of
the organization wherein the holistic view of the different systematic issues has been
considered as to accomplish the organizational goals. Through the successful implementation
of the different kinds of methods, this will be able to improve the financial position of the
organization in such a manner that will attain the designation of strategic management
appropriately.
The main aim of the research is to gain a competitive advantage in the market in
comparison to the other competitors present in the technology market. The competitive
advantage becomes the output of consistently focusing on the human resource strategy which
will prove to be appropriate for the implementation of the right kinds of resources which will
help the organization in the strategic type of performance as well. By having and appointing
the right individuals in the organization, the company will be gaining a competitive
advantage over the others with a less productive workforce.

6
HUMAN RESOURCE MANAGEMENT
Talent- The talent management is the first aspect which can be adopted by the
different organizations which represent the human capital of the company, and this is the
crucial aspect for the business in an appropriate manner. The human resource department
needs to forecast the staffing requirements of the business in the future which will help in
retaining the best talents in the organization that will lead to the overall success of the
organization in an appropriate manner (Snell, Morris and Bohlander 2015). The talent
management is the most crucial aspect which is essential in nature that encouraged the overall
appropriateness of the firm in a positive manner.
The most successful businesses need to hire and retain the best talents in the
organization which will be beneficial for the overall success of the firm to gain a competitive
advantage. In the particular aspect, the HRM department needs to identify the different
competencies which are essential for the job such as the skills and abilities to perform the
tasks effectively. Proper talent management is essential to be adopted by the HP wherein this
will improve the overall appropriateness of the company in a positive manner.
Leadership- This is the second aspect in which leaders need to understand the
different needs of the employees and to try to achieve the same within the specified time
frame. The leadership of the company is represented and is likened to the head of the
organization in an appropriate manner (Ployhart et al. 2014). The Human Resource
Department plays a vital role in the leadership of the organization as this is tasked with
finding the best and suitable executives to steer the business in the right direction.
The leadership approach should be suitable for the functioning of the different
activities in the organization which will positively benefit the various businesses. To perform
the job effectively, the HR managers need to be active in an advisory capacity while engaging

7
HUMAN RESOURCE MANAGEMENT
with the different other organizational leaders who will provide the inputs that will give a
suitable direction for the company.
Planning- This is the third element which is required to be adopted by the
organizations in such a manner in which the HRM department plays a vital role in helping the
business to plan for the future (Paillé et al. 2014)2. Proper feedback is required to be taken
from the different employees working in the organization which will benefit the overall
effectiveness of the organization as this will determine the employee satisfaction while
engaging with the other employees as their viewpoints should be provided with proper
importance to accomplish the goals appropriately (Armstrong and Taylor 2014). The
employees who are working in the organizations can provide valuable insights to the leaders
of the business that can increase the overall profitability and productivity of the organization
positively.
Performance Culture- This is the other element which is required to be analysed by
the organizations as this will be beneficial for the developing the high metrics with high
potential for gaining success in the competitive business environment (Nyberg et al. 2014).
The HRM department plays a significant role in evaluating the performance metrics in such a
manner which will be helpful in understanding the different kinds of evaluation of the
performance in an appropriate way. The decision-making skills play a vital role in
understanding the viewpoints of all employees which improved the organizational decisions
in a positive manner.
The primary role of the Human Resource Department is to motivate different
employees to achieve the organizational objectives appropriately. The HRM needs to plan for
effective training programs that will be beneficial for the overall development of the staffs
which will be appropriate for the creating value in the organizational values (Bamberger,

8
HUMAN RESOURCE MANAGEMENT
Meshoulam and Biron 2014). In the different organizations, the HRM strategies are the
crucial aspects which are required to be followed in such a manner that can provide different
competencies to schedule the various activities to achieve the objectives efficiently.
Analysis of Various Human Resource Strategies for Reorganizing HP
In the case of Reorganizing HP, the leading human resource strategies that can be adopted by
the organization are the following aspects:
Proper leadership approach is the first aspect which is required to be followed by the
HP Company to become more appropriate. From the case study, this has been noticed that
there have been leadership issues with Fiorina which affected the overall decision-making
approaches of the organization in a negative manner (Marchington et al. 2016). With the
adaption of the transformational leadership style, the employees of HP will be receiving a
chance to steer the business in the right direction which will be essential for completing the
job at the right direction as well (Baum 2015). Fiorina needs to consider all the employees
from various departments in an equal manner as this will be appropriate for successfully
handling the different operations.
Planning and the performance-culture are the other two elements which are required
to be considered by HP Company as there have been different issues related to the biasness in
managing the various activities (Brewster, Chung and Sparrow 2016). In HP, this was being
noticed that the CEO Fiorina performed restructuring of the organization wherein the
centralization caused the various departments to suffer from the particular aspect, and this
affected the overall productivity of the organization. There was no such empowerment
provided to employees, and this led to the total failure of the organization negatively as well
(Jackson, Schuler and Jiang 2014).

9
HUMAN RESOURCE MANAGEMENT
Evaluation of Possible Solutions to Solve the Problems
There can be the inclusion of the employee engagement practices which can prove to
be appropriate for providing satisfaction to the different employees working in the
organization. Furthermore, the rewards and recognition can be adopted by the firm which will
be beneficial on behalf of the employees to perform more effectively in the future
(Chelladurai and Kerwin 2017). All the different employees are required to be engaged in the
various tasks which are being conducted by them as this will help them in feeling connected
with the working environment, and they will be finding reasons to work harder in the future
as well (Gatewood, Field and Barrick 2015).
There can be the inclusion of the open culture in which there can be the promotion
of the creativity and culture in such a manner that will improve the overall credibility along
with building trust among the different employees efficiently working in the organization. All
the employees from various departments are required to be socialized by the organization
which will help them in adapting to the values of the company and ensure they are fit and
they are getting all the support which is required (Deery and Jago 2015). With the open
cultural attitude, this provides the employees with the chance to showcase their views and
this can be beneficial for the growth of the firm as the joint effort can become more crucial
and vital in solving the issues appropriately.
Furthermore, customer satisfaction is the other aspect which is required to be
analysed by the organization in such a manner that will enhance the comfort of the customers
appropriately. The satisfaction of the customers in the technologically advanced era is
essential which will be beneficial for transferring the different information and readdress the
various programs in such a manner that will provide an opportunity to the external
stakeholders to become more convenient. Furthermore, HP needs to increase the budget of

10
HUMAN RESOURCE MANAGEMENT
R&D which will be critical for the different companies which are dependent on technological
advancement, and this will improve the public image of the organization in an appropriate
manner (Cooke, Saini and Wang 2015).
Conclusion
Therefore, this can be concluded that there are different kinds of HR strategies which
will be beneficial for the overall success of the firm in an appropriate manner. With the
implementation of the different types of HR strategies such as talent management and
decision-making styles, this will be enhancing the overall effectiveness of the firm. By
developing a culture-based innovation and the appropriate leadership style can help in
improving the efficiency of the firm in such a manner that will increase the satisfaction
among the customers and increasingly enhance their public image in comparison to the other
competitors in the market as well.
Moreover, the HP Company needs to increase the R&D budget in such a manner wherein
this will increase the ability to invent along with innovating the different aspects that will
enhance the overall appropriateness of the organization effectively as well. Fiorina, the CEO
of HP can adopt the transformational leadership approach as this will be focusing on the
needs of all the employees, and the decisions will be considered efficiently that will enhance
the satisfaction provided to the customers appropriately as well. There were couple of issues
with the centralization of the departments in the organization which affected the effectiveness
of the firm in a negative manner. Due to centralization, the departments were changed and all
the employees di not have the power to take their decisions which led to the downfall of the
company and there was employee lay off as well.
Furthermore, the talent management played a vital role in the organization which can
be adopted by the HP Company in such a manner that will enhance the overall organizational

11
HUMAN RESOURCE MANAGEMENT
effectiveness, and this will be driving success in all the aspects in the company which can be
respected both internally and externally. Moreover, this has been analysed and noticed that
the decentralized organizational structure benefitted few employees and demotivated the
others who were not directly under the control of the CEO Fiorina. In such a scenario, the
decision-making style is required to be changed in which this will be benefitting from the
overall job satisfaction which will be provided to the employees in the organization
appropriately.