As a manager, how confident would you be in basing strategic decisions on the in

Question

As a manager, how confident would you be in basing strategic decisions on the information that you’ve obtained online for the SWOT on Automatic Data Processing company? What other sources of information can you use to effectively complete the SWOT Analysis? How can you check or cross-check the accuracy of some of the information? How could regulations such as The Sarbanes-Oxley Act of 2002 (see the link under Webliography) assist in ensuring the accuracy of the information? How confident are you about the accuracy of the information in your SWOT analysis? Why or why not?

Explanation / Answer

ADP’s mission statement is to “Power organizations with insightful solutions that drive business success.”

ADP would like to provide to our clients, the right technology to help ourclients aggregate valuable information about their business, and properly manage their data.ADP would like their clients to be able to rely on ADP technology and expert consulting to makethe best decisions in the human resources area, so as to create and strengthen their own HRstrategies in support of their business.As such, ADP will need to ensure its human resources strategy governing talentoperations, or its people business, is aligned with this mission and designed to fully support it.And the key elements of this strategy would include having the right people in the right jobs atthe right time for the right money doing the right things in the right places. Because people are

the foundation of ADP’s service, empowering the business to better support that workforce is amain goal of an HR strategy

ADP STRATEGIC HUMAN RESOURCES ROADMAP4Social responsibility: We believe in giving back to the communities where we work andlive. We encourage and support our associates' commitment to giving back and helping improvetheir communities.

(ADP, “Corporate”, n.d.).ADP’s mission statement is to “Power organizations with insightful solutions that drive business success.”

ADP would like to provide to our clients, the right technology to help ourclients aggregate valuable information about their business, and properly manage their data.ADP would like their clients to be able to rely on ADP technology and expert consulting to makethe best decisions in the human resources area, so as to create and strengthen their own HRstrategies in support of their business.As such, ADP will need to ensure its human resources strategy governing talentoperations, or its people business, is aligned with this mission and designed to fully support it.And the key elements of this strategy would include having the right people in the right jobs atthe right time for the right money doing the right things in the right places. Because people are

the foundation of ADP’s service, empowering the busi

ness to better support that workforce is amain goal of an HR strategy.

Human Resources SWOT Analysis

A SWOT analysis of ADP would yield key information about our strengths, ourweaknesses, our opportunities and any threats to our success (Mayhew, "Human ResourceSWOT Analysis").

ADP’s strengths enable HR strategy in the business. A major strength is the

support of Human Resources by the senior leadership who do support and promote strategicdevelopment for the HR area within the organization. These leaders will empower the peoplewho are responsible for executing the strategy. Another strength is the quality of our HR.

personnel. They are very skilled and seasoned. Their knowledge and expertise is critical incarrying out daily duties in support of A

DP’s workforce.

ADP’s organizational weaknesses put at risk any successful HR strategy. Some

weaknesses include budget cuts and constraints on spending. Because HR is typically a costcenter, this group always has to contend with being at risk for not having the right funds toexecute on strategic goals. This can affect the available technology, getting the right resourcesand hiring the right people when needed. More than other groups, HR must soundly justify anylarge expenditure as benefiting the organization through business cases. ADP is experiencinghigh turnover in its support teams, possibly creating low morale

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both of which factors are alsoweaknesses. If HR is busy handling these reactive issues, there may be little room for success.There are opportunities for ADP to be explored and exploited. As the organization begins to offer more decision-

support tools, and as market demand grows for ADP’s new

products and services, there is an opportunity to increase the workforce with local hires and moreskilled professionals from the community. There is also an opportunity to increase wages forexisting employees, and to be more aligned with local community goals and objectives,increasing the social value of the organization.Finally, ADP faces threats to its success from both internal and external factors thatnegatively impact Human Resources and ultimately ADP. One evident threat is othercompanies, whether in the same industry or not, who are able to spend what they have to, inorder to recruit the best workers. This can include offering higher wages, better workingconditions, or more comprehensive benefit packages, which tends to attract the best-qualifiedworkers.

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