Strategic Human Resource Management: Maximo's Employment Report

This report provides an overview of strategic human resource management, using Maximo as a case study. It begins by examining Maximo's approach to defining employment relationships, including the implementation of a performance review software, a 360-degree feedback system, and clear communication channels. The report then analyzes the impact of these choices on organizational performance, highlighting how they contribute to setting clear expectations, building stronger employee relationships, and fostering innovation. The report concludes that Maximo's strategic HRM practices, such as performance reviews, feedback systems, and effective communication, play a vital role in enhancing organizational performance. The report references various academic sources to support its analysis.

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
Strategic Human Resource Management
Name of the Student:
Name of the University:
Author Note:

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Executive Summary:
The aim of the report is to provide an overview of strategic human resource management in
the light of Maximo. The report commences with a discussion about the choices made by
Maximo in defining employment relationship. The report also discusses about the impact of
the choices on the organizational performance.

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Table of Contents
Introduction:...............................................................................................................................3
Choices Made by Maximo in Defining Employment Relationship...........................................3
The Impact of the Choices on the Organizational Performance................................................4
Conclusion:................................................................................................................................4
References:.................................................................................................................................5

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Introduction:
The report aims at providing at overview of strategic human resource management in
the context of the choices made by Maximo in maintaining the employment relationship.
Building of employment relationship takes place when the employer and the employee agree
on work that needs to be executed. Such work is often performed under the control and
supervision of the employer and the employees on the other hand receives a wage. The report
also discusses how Maximo’s choice impacts the organizational performance.
Choices Made by Maximo in Defining Employment Relationship
I have found that innovation have resulted in a much relaxed approach for
maintaining employee relations. To maintain employment relationship Maximo introduced a
performance review software which is intuitive, user friendly and colourful and allowed the
managers in reviewing employee performance (Kehoe and Wright 2013). The company also
used a 360 feedback system for ensuring that the employees receive a feedback from the
managers, peers and the junior colleagues for improving their performance (Aggarwal and
Thakur 2013). Maximo also follows a two way communications as a key part of the
organizational culture and in maintaining employee relationship. The company defined
communication channels for dealing with the problem of employees (Leekha and Sharma
2014). Therefore, Maximo has allowed its employees in emailing questions to the senior
managers that are addressed in the monthly huddles attended by the whole organization either
remotely or in person. Besides, the huddles also shares information regarding the happenings
of a business so that the employees are able to view where they actually fit.

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The Impact of the Choices on the Organizational Performance
The choices made by Maximo had the following impacts on organizational
performance:
It helped in setting expectations: The choices made by Maximo helped in
establishing clear expectations. This helped in conveying the idea about how their
performance ultimately has an impact on the organizational performance and the steps that
needed to be carried out for achieving a positive feedback (Anitha 2014).
Helps in Building Stronger Relationship: It also helped in building loyalty and trust
thereby helping in building stronger relationship. Besides, it also focused on meeting the
individual needs, conveyed crucial information and provided necessary feedbacks which
were not only constructive but also positive (Mikkelson, York and Arritola 2015). This in a
way contributed to the organizational performance.
It promotes Innovation and Ideas: The choices of Maximo also led to newer
innovation and ideas. It helped the employees to understand the factors contributing to the
organizational performance and thus focuses on not only making improvements but also in
spotting innovation opportunities contributing to further success (Ghosh 2013). Besides, the
employee’s realization about their performance and feedback being addressed, shared and
reviewed by the senior management motivates them in contributing to the organizational
performance.
Conclusion:
On a concluding note, I can say that maintaining employment relationship is a vital
factor in determining organizational performance. In report, Maximo maintained employee
relationship through the adopting a performance review software, 360 degree feedback

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system and an effective communication channel for its employees that not only helped in
sharing the issues as well as feedback. This in a way contributed to the organizational
performance.

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References:
Aggarwal, A. and Thakur, G.S.M., 2013. Techniques of performance appraisal-a
review. International Journal of Engineering and Advanced Technology (IJEAT), 2(3),
pp.617-621.
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3),
p.308.
Ghosh, A.K., 2013. Employee empowerment: A strategic tool to obtain sustainable
competitive advantage. International Journal of Management, 30(3), p.95.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Leekha Chhabra, N. and Sharma, S., 2014. Employer branding: strategy for improving
employer attractiveness. International Journal of Organizational Analysis, 22(1), pp.48-60.
Mikkelson, A.C., York, J.A. and Arritola, J., 2015. Communication competence, leadership
behaviors, and employee outcomes in supervisor-employee relationships. Business and
Professional Communication Quarterly, 78(3), pp.336-354.