Analyzing Maximo's Strategic Human Resource Planning & Development

This report analyzes Maximo's strategic human resource planning, particularly focusing on their learning and development initiatives and how they align with their approach to employee relations and change management. Maximo emphasizes a learning-centric environment with a significant budget allocated for employee development, fostering a strong bond between employees and the organization. Their approach includes self-nomination for specific training, flexibility, and a focus on workplace maintenance development, strengthening employee relationships. Maximo's talent management strategy and communication flow, both up, down, and sideways, contribute to effective change management by ensuring quick reporting and mitigation of issues. The report concludes that Maximo's learning and development approach, flexible working culture, and effective communication are key strategies for managing change effectively and achieving HRM strategic goals. Desklib offers a platform to explore similar solved assignments and resources for students.

Strategic Human
Resource Planning
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Table of Contents
Questions..........................................................................................................................................1
Question 1. Consider how Maximo’s approach to learning and development fits with their
approach to the employment relationship...................................................................................1
Question 2. How does their approach relate to their ability to manage change?........................1
REFERENCES................................................................................................................................3
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Questions
Question 1. Demonstrate the ways by which the developed Maximo’s method of learn and
develop matches with its tactics relates to the employment relations
From the above case study, it has been found that learning is the key part of Maximo's
approach as they have proper planning for their employee relationship as they have a significant
budget for the development and employee where they see future growth and development at
organization creates a strong bond of relationship with the company. Moreover, as per Maximo's
approach, an individual could nominate themselves for the specific learning or training which
can add value to the individual career. Nevertheless, Maximo deliberately keeps working with
the small group and creating flexibility, and focusing on the development of maintenance at the
workplace which automatically stronger the relationship with the employee (Reeve, 2020).
Moreover, Maximo's approach to classroom training is a small part of their strategic human
resource planning that fits with an approach to the employment relationship. According to
Maximo's approach, manager are focusing on the employee development plan and they are
focusing on spending time at the workplace which enabling and supporting in the development
of the individual; in the team and create a sense of team belongingness among the member and
foster employee relationship. Other than this, Maximo has taken the comprehensive approach for
talent management and for the learning and development of human resources strategies which fit
with their approach in establishing employee relationships (Shabir, Khan and Gani, 2021). The
conclusion of the above justification comes to a point that when an organization plan to focus on
the learning and development of the employee this approach helps them to keep track of their
employment relationship management program to achieve the strategical goals of the HRM
strategical planning goals i.e. managing and establishing a relationship with the peoples.
Question 2. Show in what ways does their tactics match with their capabilities to handle change ?
Maximo has experienced large and fast-paced change within the last 5 years. The strategical
approach is one of the prime factor in its tactics achievement to react fast to the change and
remain to adopt it in their business propaganda. However, their approach is related to their ability
to manage the change as they believes the layout of the corporate had fascinated them to endure
springy and make utilisation of the culture of learning to adopt the new changing challenge and
yield benefit of the new opportunity(Reeve, 2020). From the learning and development
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approach of Maximo, they are not fitting their approach with the employee relationship approach
but they are making themselves capable to manage the change effectively. However,
implementing the change communication is a challenge for the organization and in fact,
Maximo's approach has not talked much about the importance of communication for their
employee and organization. So. Later on, with the learning and development approach, they are
believing that their main strength of the approach is the flow of communication within with
organization that has always been up, down, and sideways. This illustration state that in case of
any mistake, the consequence of this are quickly reported and mitigation assessment and ways
are focused on taking action. Hence, Maximo's approach of sharing all the information not only
builds good employee relations at the workplace but also removes various hurdles in the
intention of the change (Lee and Kim, 2021). Hence, the learning and development approach,
flexible working culture, employee relations, and the effective flow of communication are the
strategical approach of Maximo's strategies to employees change effectively in business.
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REFERENCES
Books and Journals
Cárdenas, S.M.S., and et. al., 2021, June. Brand Architecture: Strategy for the Development of a
City Brand. In National Brand and Private Label Marketing Conference (pp. 24-32).
Springer, Cham.
Shabir, S., Khan, O.F. and Gani, A., 2021. Work-life interference: a perpetual struggle for
women employees. International Journal of Organizational Analysis.
Shahsavari-Pour, N., and et. al., 2021. Designing an interpretative structural model for human
resource agility. Middle East Journal of Management, 8(1), pp.92-109.
Lee, K.J. and Kim, S.G., 2021. Structural Review of Customer Incivility and Social
Competences of Frontline Employees for Prevention and Mitigation. Journal of Quality
Assurance in Hospitality & Tourism, pp.1-21.
Reeve, S., 2020, November. Optimizing and Digitizing Asset Reliability Strategies to Minimize
Cost and Maximize Performance. In Abu Dhabi International Petroleum Exhibition &
Conference. OnePetro.
Reeve, S., 2020, November. Optimizing and Digitizing Asset Reliability Strategies to Minimize
Cost and Maximize Performance. In Abu Dhabi International Petroleum Exhibition &
Conference. OnePetro.
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