Identify the strengths, weaknesses, opportunities and threats associated with an

Question

Identify the strengths, weaknesses, opportunities and threats associated with an organizations Human Resource Management. Propose Human Resource Management solutions to resolve identified problems Provide rationale to support Human Resource Management solutions

The written component of the case analysis will be between 6-8 pages long,
Things to consider and incorporate As there is a lot to consider during this analysis, you should be asking yourself these questions:What different Human Resource Management practices may need to be changed? What practices are strong? What theories support these observations?What specific changes may need to be changed to each practice and how will these changes be implemented? What theories should be cited or referenced?What specialized materials or information will be necessary for this implementation (9-box talent identification matrix, performance evaluations, etc) and should example materials be developed to further enhance the analysis?How will these practices be measured? What metrics should be incorporated? Is there a global component that needs to be considered? Do I have all of the information necessary to make the right recommendations? Is further inquiry necessary? If so, do this need to be included in the recommendations? Identify the strengths, weaknesses, opportunities and threats associated with an organizations Human Resource Management. Propose Human Resource Management solutions to resolve identified problems Provide rationale to support Human Resource Management solutions

The written component of the case analysis will be between 6-8 pages long,
Things to consider and incorporate As there is a lot to consider during this analysis, you should be asking yourself these questions:What different Human Resource Management practices may need to be changed? What practices are strong? What theories support these observations?What specific changes may need to be changed to each practice and how will these changes be implemented? What theories should be cited or referenced?What specialized materials or information will be necessary for this implementation (9-box talent identification matrix, performance evaluations, etc) and should example materials be developed to further enhance the analysis?How will these practices be measured? What metrics should be incorporated? Is there a global component that needs to be considered? Do I have all of the information necessary to make the right recommendations? Is further inquiry necessary? If so, do this need to be included in the recommendations? Identify the strengths, weaknesses, opportunities and threats associated with an organizations Human Resource Management. Propose Human Resource Management solutions to resolve identified problems Provide rationale to support Human Resource Management solutions

The written component of the case analysis will be between 6-8 pages long,
Things to consider and incorporate As there is a lot to consider during this analysis, you should be asking yourself these questions:What different Human Resource Management practices may need to be changed? What practices are strong? What theories support these observations?What specific changes may need to be changed to each practice and how will these changes be implemented? What theories should be cited or referenced?What specialized materials or information will be necessary for this implementation (9-box talent identification matrix, performance evaluations, etc) and should example materials be developed to further enhance the analysis?How will these practices be measured? What metrics should be incorporated? Is there a global component that needs to be considered? Do I have all of the information necessary to make the right recommendations? Is further inquiry necessary? If so, do this need to be included in the recommendations?

Explanation / Answer

Human Resource Management is the process of recruitment and selecting employee, providing orientation and induction, training and development, assessment of employee (performance of appraisal), providing compensation and benefits, motivating, maintaining proper relations with employees and with trade unions, maintaining employee’s safety, welfare and healthy measures in compliance with labour laws of the land.

SWOT analysis (or SWOT matrix) is an acronym for strengths, weaknesses, opportunities, and threats and is a structured planning method that evaluates those four elements of an organization, project or business venture. A SWOT analysis can be carried out for a company, product, place, industry, or person.

Strengths

Determining the strengths of your HR practices involves looking at how well your HR staff handles employee requests -- a staff that welcomes questions from employees and applicants alike is an obvious strength based on HR's goal to provide efficient customer service to employees. Other potential strengths include HR staff, their functional expertise and knowledge of HR disciplines. HR specialists whose knowledge of best practices and procedures are capable of carrying out functions that support the HR department's goals, all of which are considered strengths or internal factors that impact HR practices.

Weaknesses

Internal weaknesses threaten the efficiency of some HR practices. For example, if the HR department doesn't have the necessary technology for processing employment actions, it results in an HR department that isn't capable of fulfilling its obligations. Likewise, HR practices suffer when staff doesn't have the knowledge base necessary to process the employment actions or the required technical expertise. Significant internal factors that further threaten viability of HR practices might be budget constraints, which may prevent HR from outsourcing activities that can be more efficiently handled by an outside provider.

Opportunities

Opportunities are external factors that can improve or sustain effectiveness of HR practices. An unlikely factor that can have a tremendous impact on HR practices is a labor market saturated with HR practitioners. When there is a greater availability of HR experts, it means salaries will likely be lower than if there were fewer HR experts available in the labor market. When HR can secure talent that brings innovative and creative solutions for improvement, there are numerous opportunities for improving HR practices. In addition, opportunities for HR practices include increased revenue for the organization that can trickle down to additional funding for HR activities.

Threats

Factors that threaten your HR practices can stem from business loss and the subsequent budget cuts that could follow. In addition, threats to the efficiency of services to employees are competing businesses that might be offering more competitive wages and thereby recruiting talent from your organization. Or, external factors such as ineffective outsourcing services that force HR practitioners to wonder why HR activities were outsourced in the first place. Threats come from emerging competitors, economic uncertainty in the market the company serves or factors such as a diminished labor pool and lack of training and development opportunities for HR staff.

Many organizations look for ways to become "employer of choice," a designation that means the company generally has low turnover, high regard for its workforce and a leadership team that embraces a holistic approach to organizational success. That holistic approach includes human resources management, the area that often is the launching pad for solutions to workplace issues that fall in its lap.

HR Issues & Challenges

v Employee Relations

v Compensation and Benefits

v Performance Management

HR Compensation Issues

v External Competitiveness

v Internal Equity

v Executive Compensation

v Recognizing and Rewarding Employees

Common Examples of Performance Management Problems

v Lack of Credibility

v Lack of Consistency

v Lack of Established Goals

v Lack of Clear Strategy

Principles for Addressing Workplace Conflict

Common and ineffective strategies to deal with workplace disputes include:

Principles to Help:

·         Brainstorm creative options. By involving the other person in resolving the conflict, you gain his or her commitment and develop a stronger working relationship.

Understanding Conflict Handling Styles

In a dispute, it's often easier to describe how others respond then to evaluate how we respond. Each of us has a predominant conflict style. We can gain a better understanding of the impact that our personal conflict style has on other people. With a better understanding, you can make a conscious choice on how to respond to others in a conflict situation.

Behavioral scientists Kenneth Thomas and Ralph Kilmann, who developed the Thomas-Kilmann Conflict Mode Instrument, have identified five styles—competition, collaboration, compromise, avoidance, and accommodation. No conflict style is inherently right or wrong, but one or more styles could be inappropriate or ineffective for a given situation.

1. Competing

Competitors come across as aggressive, autocratic, confrontational, and intimidating. A competitive style is an attempt to gain power and pressure a change. A competitive style can be appropriate when you have to implement an unpopular decision, make a quick decision, the decision is vital in a crisis, or it is important to let others know how important an issue is to you – "standing up for your right." However, relationships are harmed beyond repair and may encourage other parties to use covert methods to get their needs met.

2. Accommodating

Accommodators set aside their own needs because they want to please others in order to keep the peace. Smoothing or harmonizing can result in a false solution to a problem and can create feelings in a person that range from anger to pleasure. Accommodators are unassertive and cooperative and may play the role of a martyr, complainer, or saboteur. However, accommodation can be useful when one is wrong or when you want to minimize losses to preserve relationships. It can become competitive – "I am nicer than you are" – and may result in reduced creativity and increased power imbalances.

3. Avoiding

Avoiders deliberately ignore or withdraw from a conflict rather than face it. Avoiders do not seem to care about their issue or the issues of others. People who avoid the situation hope the problem will go away, resolve itself without their involvement, or rely on others to take the responsibility. Avoidance can be appropriate when you need more time to think and process, time constraints demand a delay, or the risk of confrontation is not worth what might be gained. However, avoidance is destructive if the other person perceives that you don’t care enough to engage. By not dealing with the conflict, this style allows the conflict to simmer potentially resulting in angry or negative outbursts.

4. Compromising

Compromisers are willing to sacrifice some of their goals and persuade others to give up theirs too–give a little, get a little. Compromisers maintain the relationship and can take less time than other methods, but resolutions focus on demands rather than needs or goals. The compromise is not intended to make all parties happy or find a decision that makes the most business sense, but rather ensures something just and equitable even if it causes a loss for both parties. Power is defined by what one part can coerce or get the other to give up. To split the difference game playing can result and the outcome is less creative and ideal.

5. Collaborating

Collaboration generates creative solutions that satisfy all the parties’ concerns and needs. Collaborators identify the underlying concerns, test assumptions, and understand the views of others. Collaboration takes time and if the relationship among the parties is not important, then it may not be worth the time and energy to create a win-win solution. However, collaboration fosters respect, trust, and builds relationships. Collaborators address the conflict directly and in a way that expresses willingness for all parties to get what they need.

Read more about how to handle conflict in the workplace; understand aspects of communication that reduce conflict such as managing emotions and having difficult conversations; and learn more about mediation, negotiation, and facilitation skills.

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