Strategic HRM Report: Global Plastics Inc - HRM 498 Analysis

This report focuses on the strategic human resource management (SHRM) challenges faced by Global Plastics Inc, a company operating globally. The report analyzes issues such as talent loss, ineffective onboarding processes, and outsourcing of key HR functions. It highlights the importance of aligning HR with the company's strategic goals, particularly in employee retention and development. The report suggests metrics for measuring the success of HR strategies, including key performance indicators (KPIs) related to revenue and employee performance appraisals. It evaluates strategies such as financial reviews, customer feedback, and improved job descriptions to enhance employee engagement and team productivity. The conclusion emphasizes the need for Global Plastics Inc to retain top talent and improve HR practices to achieve its strategic objectives. The report provides a comprehensive overview of SHRM principles and their application in a real-world business scenario.

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
Strategic Human Resource Management
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Table of Contents
Introduction................................................................................................................................2
Issues in Global Plastics Inc.......................................................................................................2
Metrics for measuring success of the goals................................................................................3
Evaluation of strategy................................................................................................................4
Conclusion..................................................................................................................................4
References..................................................................................................................................6

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Introduction
Strategic human resource management refers to process that helps in linking human
resources function with that of strategic objectives of company that helps in improving the
performance of employees. It helps in managing the people in a proactive manner that
promotes the goals of a company. Global Plastics Inc is a state of art manufacturing facility
that have immense experience in the area of injection molding (Global-plastics.com., 2020).
This report throws light on the issues taking place in the company and aligns them with the
strategic plan of the company. This report talks about the metrics that can help in measuring
the attainment of goals of the business. This report elucidates on the strategies that can be
undertaken that can help the business in overcoming the issues.
Issues in Global Plastics Inc
The predecessor of Janet was responsible for the layoffs in the company that drained
the company of the valuable resources. The organisation lost the experienced employees that
can prove to be damaging for the prospects of the company. The strategic goal of the
organization is the retention of the top talent and develop the highly qualified employees. The
departure of the highly skilled and the knowledgeable employees acted like a barrier in the
path of strategic goals that was formulated by the company. The participation of human
resources in on boarding process of company was of very limited nature that did not acquaint
the employees with the mission and the strategic goals of the organization (Paauwe & Boon,
2018). The role of the human resources was to act as a strategic partner to the business
however the human resources failed to deliver in this area that was harming the progress of
the organization. The human resources had outsourced the function of the recruitment to the
third parties who did not have much knowledge about the functioning of the company. The
department of Global Plastics Inc did not conduct the interviews or the assessments that could

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help the employees in knowing regarding their functions in the company. The training was
outsourced to the other companies who provided the on-line courses that did not benefit the
employees of company (Rees & Smith, 2017). It failed to improve the perception of the
employees regarding the particular department where they would work that can come in the
way of progress of employees in the company.
Metrics for measuring success of the goals
There are certain metrics that can be used by Global Plastics Inc that can help the
company in understanding the efficacy of the strategies of the business. The company can
develop the key performance indicators that can help it in understanding the capability of the
workforce. The revenue that is generated by the company can serve as an important indicator
that can help the business in understanding the knowledge along with the skill set of the
employees (Delery & Roumpi, 2017). The quantifiable measures can help in tracking and
assessing status of the specific business process. The general performance appraisal can be
held in the organisation that can help the employees in growing fully aware about their
responsibilities in the company. The continuous interaction taking place in between
employees and the managers can help the employees in setting the goals that can help in their
professional development (Boon et al., 2018). It can enable the employees in knowing about
the responsibility of their roles that can help them in delivering effective performance in
company. It can also make the managers understand whether the employees have been able to
do the justice to the entire process that can ensure the success of strategies of the company.
The meetings can be held in the company that can make the managers in understanding the
efficacy of the training in the company. The regular conversations taking place in between
the employees and the managers can help the senior management in Global Plastics Inc in
understanding whether the training that have been provided to the employees have been
successful (Brewster, 2017).

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Evaluation of strategy
The financial review can be conducted by Global Plastics Inc that can help the
company in the assessment of the business cash flow, cost base along with the working
capital of the company. It can help the company in capturing the customer feedback by
making use of the sales data along with the complaint forms. The company would undergo
the increase in the profits in the event of being able to retain the talent that would show the
superior skill set and the knowledge of the employees of company (Zehir et al., 2016). The
general performance appraisal can serve a useful purpose in the company and it can make the
employees now about the values and the vision of the organization. It can help workers in
understanding about the actions which are important in the job and it can improve the
perception of the employees regarding their department. The job description of the employees
were not consistent and it can prove to be useful in increasing the value of the employees in
the company. It can help in the area of the employee engagement that can furnish the useful
benefits for the company. The meetings taking place within company can increase the team
productivity as it can improve interpersonal relationship taking place in between the members
of the team. It can help in providing the inspiration to the members of the team that can help
in the arena of the team collaboration. It can aid in the process of framing the short term
along with the long term goals that can be instrumental in improving the perception of the
employees within the framework of Global Plastics Inc. It can remove the bottlenecks in the
path of the employees that can prove to be useful for the retention of the employees in
company.
Conclusion
Global Plastics Inc wants to retain the top talent that can create the way for the
development of the company. Departure of employees who were highly skilled in the
company was a hurdle in path of the strategic goals which were devised by the company.

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There was outsourcing of the training that impedes the advancement of the company and the
online training courses did not serve any real purpose for the new employees. The
development of key performance indicators can make the organisation understand capability
of workforce. General performance appraisal taking place in the company can enable
employees in understanding about their job responsibilities within the company. Continuous
interaction between the workers and the senior managers in company can be instrumental in
setting goals of company which can render help in the professional development of workers.

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References
Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating strategic human capital
and strategic human resource management. The International Journal of Human
Resource Management, 29(1), 34-67.
Brewster, C. (2017). The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35).
Routledge.
Delery, J. E., & Roumpi, D. (2017). Strategic human resource management, human capital
and competitive advantage: is the field going in circles?. Human Resource
Management Journal, 27(1), 1-21.
Global-plastics.com. (2020). About Us. Retrieved 14 February 2020, from
http://www.global-plastics.com/about-us.aspx
Paauwe, J., & Boon, C. (2018). Strategic HRM: A critical review. In Human resource
management (pp. 49-73). Routledge.
Rees, G., & Smith, P. (Eds.). (2017). Strategic human resource management: An
international perspective. Sage.
Zehir, C., Gurol, Y., Karaboga, T., & Kole, M. (2016). Strategic human resource
management and firm performance: The mediating role of entrepreneurial
orientation. Procedia-Social and Behavioral Sciences, 235, 372-381.