Bartlett and Ghoshal’s article Building Competitive Advantage Through People discusses three areas of human resource management, which impacts today’s competitive workforce, all of which revolve around one thing, people. What is a key to any successful company being competitive begins with the recruitment strategy. It is essential to hire the right people for the right job and “attract the right people for those positions” (Jacoby, 2014). This recruitment foundation needs to be built on the understanding that “people are the key strategic resource” (Bartlett & Ghoshal, 2002, p. 35). The next area of focus is talent development, which needs to be entrenched in the culture of the organization. This not only includes conventional training
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Investment in human capital is the most effective and efficient way for organizations to achieve their strategic goals. In Romans 12:4, “For as we have many members in one body, but all the members do not have the same function”, each person brings a unique insight, worldview and skill to an organization. In the fast paced, competitive global world in which we now live, organizations must be strategic in the hiring of their talent. Competition adapts swiftly, so companies need to constantly plan and prepare as they grow to keep their foundation strong. Organizational partnerships with HR will allow for businesses to fully acquire and embrace diversity in their recruiting and hiring strategies, by encouraging management to “look beyond their current scope of recruiting sources” (Dessler, 2015, p. 594). Leman and Pentak give a strategy in their book to ensure the right people are in the right jobs with their first principle, “always know the condition of your flock”(Pentak & Leman, 2004, p. 25). As HR managers, we need to know and understand the people we are going to hire, their capabilities and how they will add to the success of the business. Human resources must partner with front line managers to make an “ongoing commitment to locating and attracting the best of the best at every level and from every source” (Bartlett & Ghoshal, 2002, p. …show more content…
We need to invest in our employees and continue to develop them. Traditional classroom training is still a viable option, but companies need to incorporate feedback, coaching, mobile apps and knowledge sharing through social collaboration tools such as SharePoint, blogs, video or micro-blogs. Social collaboration tools such as these, “better engage employees and foster a learning culture” (Wentworth, 2014). Strategic training and development initiatives are based on the business environment and an understanding of the organization’s goals and resources. Leman speaks to this type of investment strategy by leaders, basically stating you reap what you sow. If a company is willing to invest their time, money, trust and loyalty in their employees, their employees will “return this investment with heartfelt following” (Leman & Pentak, 2004, p. 106). The biblical principles in Proverbs continually illustrate how seeking wisdom results in desired outcomes. Just as it is right to seek biblical wisdom, companies that train or develop their employees will also benefit with success in reaching their
Investment in human capital is the most effective and efficient way for organizations to achieve their strategic goals. In Romans 12:4, “For as we have many members in one body, but all the members do not have the same function”, each person brings a unique insight, worldview and skill to an organization. In the fast paced, competitive global world in which we now live, organizations must be strategic in the hiring of their talent. Competition adapts swiftly, so companies need to constantly plan and prepare as they grow to keep their foundation strong. Organizational partnerships with HR will allow for businesses to fully acquire and embrace diversity in their recruiting and hiring strategies, by encouraging management to “look beyond their current scope of recruiting sources” (Dessler, 2015, p. 594). Leman and Pentak give a strategy in their book to ensure the right people are in the right jobs with their first principle, “always know the condition of your flock”(Pentak & Leman, 2004, p. 25). As HR managers, we need to know and understand the people we are going to hire, their capabilities and how they will add to the success of the business. Human resources must partner with front line managers to make an “ongoing commitment to locating and attracting the best of the best at every level and from every source” (Bartlett & Ghoshal, 2002, p. …show more content…
We need to invest in our employees and continue to develop them. Traditional classroom training is still a viable option, but companies need to incorporate feedback, coaching, mobile apps and knowledge sharing through social collaboration tools such as SharePoint, blogs, video or micro-blogs. Social collaboration tools such as these, “better engage employees and foster a learning culture” (Wentworth, 2014). Strategic training and development initiatives are based on the business environment and an understanding of the organization’s goals and resources. Leman speaks to this type of investment strategy by leaders, basically stating you reap what you sow. If a company is willing to invest their time, money, trust and loyalty in their employees, their employees will “return this investment with heartfelt following” (Leman & Pentak, 2004, p. 106). The biblical principles in Proverbs continually illustrate how seeking wisdom results in desired outcomes. Just as it is right to seek biblical wisdom, companies that train or develop their employees will also benefit with success in reaching their