Creating Competitive Advantage

Improved Essays
Creating Competitive Advantage at the Executive Level
Peter F. Drucker stated, “Leadership has typically been regarded as the purview of the one person who is “in charge,” while the rest are simply followers—what is termed vertical or hierarchical leadership. Having said that, recent research indicates that leadership can move to the person with the key knowledge, skills, and abilities for the tasks facing any particular group at any given moment—what is termed shared leadership”. (Yamawaki, Maciariello, Pearce, 2010, p. 36) Human Resources continue to embed their way into executive leadership through shared leadership. Human Resources has progressed from merely an administrative role to a strategic function in recent years. They are contributing
…show more content…
These objectives mix with strategic plans, estimate human resource demand, estimate the recent supply, determine any discrepancy between the two estimates, and create programs to resolve the discrepancies. Although these objectives are well known to Human Resource Personnel, it is extremely hard to implement a program within an organization to accomplish these objectives. Human Resource Management Departments must link strategic plans of the organization when they are developed to human resource plans. They must assess the demand for human resources created by the organization’s plans regarding the types of jobs and number of employees that are needed. HR must assess the human resource supply and the skill levels that are available. Then, they must compare what they find concerning resource demand and supply analyses to decide the discrepancy between them. Finally, Human Resources provides strategies for systematically creating the needed skills in current employees in order to reduce the discrepancy they found. Another important part of Human Resource Planning is discovering how business strategy is created within the organization. They must determine how much consideration is devoted to human resource during the strategy making process. HR then decides how much consideration should actually be given to the process, and then they develop a plan to close the gap between the …show more content…
Although these models are helpful in formulating strategies to develop Human Resource Management systems, it has often been noted that there are huge differences between what has been outlined in the professional literature of the organization and what is implemented in the actual practice. Lack of follow through is a major objective in Human Resource Planning. It was found that 62% of HR departments currently develop human resource strategies, yet only 6% develop human resource plans prior to, or concurrently with, the business cycle. (Gatewood, Rockmore, 1986) In order for an HR organization to be successful, they must implement the strategies that were created, evaluate their efficiency, and make necessary changes in order to improve the organization, leading to its long-term success. Without successful implementation, the organization will continue to struggle and may experience a daunting negative impact on the

Related Documents

  • Improved Essays

    Hr Hammonds Summary

    • 983 Words
    • 4 Pages

    In his Article, “WHY WE HATE HR” (Hammonds, 2005), Mr. Hammonds expresses a dislike for HR due to the lack of advancement in the field. Being at the time of writing the article the field of Human Resources was still being used by management as an administrative and disciplinary function for the corporations. Not living up to it’s corporate role and responsibility, nor it’s potential as the “key driver of business performance”. While I can agree with his viewpoint at the time of writing his article, there had been little to no change in the role of HR for over 20 years (Hammonds, 2005). It is documented that prior to the transformation of human resources, that HR staff were not viewed as people to be involved in high level strategy discussions,…

    • 983 Words
    • 4 Pages
    Improved Essays
  • Decent Essays

    Most business in corporate America is very successful due to human resource management. Their success was accrued by meeting metric goals. HR metrics are simply measurements used to determine the success of effectiveness of HR initiatives. Kroger, the organization in which I work, is large grocery store chain with over 2,000 operating stores in the United States. Kroger is very successful due to their HR initiatives.…

    • 545 Words
    • 3 Pages
    Decent Essays
  • Improved Essays

    Organization iv. HR systems Aim of HR strategy is to assist the firm in making recruitment decisions which are best for the firm and makes it a competitive one. HR strategy would act as a pillar against which the company would assess their priorities, actions and performance. There are some examples of firms mentioned below who changed their HR strategies to become successful. PTCL changed its HR strategies to implement the use of contemporary…

    • 920 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    Bus 642

    • 642 Words
    • 3 Pages

    DB 2 Matthew King Liberty University BUSI 642-B07 LUO Dr. Puderbaugh June 3, 2015 Discussion Board 2 – Question 5 Career development and training are two different philosophies in a company. However, as Gomez-Mejia, Balkin, and Cardy (2015) point out, the words are frequently used interchangeably. Training has a goal of assisting people grow their abilities and improving insufficiencies. Fitzgerald (1992) asserts that training “must result in a change in behavior [and] be tied to performance” (p. 81). Training is rather short-range fixated and needs to be an instant alteration for a person’s performance.…

    • 642 Words
    • 3 Pages
    Improved Essays
  • Decent Essays

    Favian Ortega Unit 2 Homework San Joaquin Valley College Companies can’t operate on their own, and virtually all strategic planning decision must consider the personnel issues connected to it. Challenges such as having money to cover increased labor costs should be considered or that the initiative requires expertise the company doesn’t provide, strategic planning and human resources go hand in hand. Strategic planning focuses on what a company wants to do, rather than how it does it. Human Resource planning looks at the long-term needs of a business, rather than addressing current needs. The goal for human resources is to sustain and create a workforce that acquires the business needs.…

    • 566 Words
    • 3 Pages
    Decent Essays
  • Great Essays

    Human Resources Audit

    • 1146 Words
    • 5 Pages

    The modern business climate places the responsibility on the HR department to receive the challenge of doing more with less, while contributing significance toward business objectives. Humans are not only the resources of organizations but are the key device of their development. It is not sufficient to say, humans are our most precious assets of business (Olalla, Marta 2002). Instead, it must be said that the organization is a conception of our people. HR managers should offer real proof that they have a strategic business impression.…

    • 1146 Words
    • 5 Pages
    Great Essays
  • Improved Essays

    In “Global Human Capital Trends 2015: Leading in the New World of Work,” we are provided with an article titled “Reinventing HR: An Extreme Makeover.” In this article we are given various statistics and research studies detailing how HR is not keeping up with organizational changes, when in reality HR should change its role to meet the business environment intense pressures of today. Put simply, “HR organization must be agile, business-integrated, data-driven, and deeply skilled in attracting, retaining, and developing talent” (Mazor et al, 2015). Therefore, in this paper we will focus our attention on Obamacare and its impact on HR.…

    • 248 Words
    • 1 Pages
    Improved Essays
  • Improved Essays

    Why We Hate Hr Analysis

    • 653 Words
    • 3 Pages

    If a company is not receiving the best fit employees it will probably fail but, surly not function at its best. Finding the best hires, taking care of the star employees, establishing a productive work environment, and compensation plans are all functions of the human resources department. This article points outs on how important the human resources department to the overall success of a corporation. It’s because of these key responsibilities a company must include human resources in the strategic…

    • 653 Words
    • 3 Pages
    Improved Essays
  • Great Essays

    Why We Hate HR: Reaction Paper Hammonds’ “Why We Hate HR” makes it very clear that he does not like the Human Resource (HR) department, however Hammonds’ opinion about why he doesn’t like HR lacks important key facts and issues. One of the main issues Hammonds emphasizes about HR is the departments’ lack of involvement with overarching strategic mission planning of the company. He mentions several reasons for this including that HR does not understand business strategy, HR is not concerned with the bottom line of the company but rather more concerned with employee satisfaction, HR is more concerned with preventing litigation and enforcing rules then helping individuals and finally, HR is too concerned with picnic planning and payroll which,…

    • 1371 Words
    • 6 Pages
    Great Essays
  • Improved Essays

    Why We Hate Hr Case Study

    • 1085 Words
    • 5 Pages

    Since Keith H Hammonds wrote Why We Hate HR, Human Resources has adapted and changed with the growth of technology and fluctuations in demographic trends. We have moved away from “managing monetary levers” and moved our focus more towards “increasing the asset value of human capital” (Breitfelder & Wademan Dowling, 2008 Issue). In Keith’s paper, he focuses on four main points: “HR people aren’t the sharpest tacks in the box”, “HR pursues efficiency in lieu of value”, “HR isn’t working for you”, and “The corner office doesn’t get HR” (Hammonds, 2005). In my opinion, human resources now have greatly improved from what Keith experienced. Human resources are one of the fastest growing departments as it provides plenty of room for advancement, flexibility,…

    • 1085 Words
    • 5 Pages
    Improved Essays
  • Improved Essays

    Introduction For Human Resource Management strategy delivery to be effective it has to be properly aligned with the organisation’s overall business strategy. Armstrong (2006) defined organisational strategy as the long-term direction or scope for which a firm would focus its limited resources to achieve specific goals targeted for the market, its clients and other stakeholders. Therefore, the alignment of human resource policies and procedures to an organisation’s overall strategy would require the consideration of crucial factors such as the firm’s short term and long term goals, availability of resources, the evolving external business environment and the varied expectations of the organisation’s stakeholders. These stakeholders include…

    • 899 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    Over time Human Resource Managements (HRM) value and role within companies has changed and increased. That is to say that the management of human resources went from being operational to strategic. In the past, Human Resources were more commonly known as personnel services or personnel managers. The personnel manager role and function was primarily administrative. The primary responsibilities of personnel managers were hiring, training and the processing of employment forms.…

    • 1773 Words
    • 7 Pages
    Improved Essays
  • Decent Essays

    Human resources have immensely grown to encompass a lot of things that happen in any industrial enterprise. Any organization that fancies growth has to look into the eventuality of having a solid human resource team. As such, the field has gained a lot of entrants as its value keeps on increasing and the processes used in managing staff keep getting all the more complex. Due to its acclamation as a necessary addition to other careers, various factors such as salary have been reviewed over and over, and one can have a look at all of these before getting into the field.…

    • 1015 Words
    • 5 Pages
    Decent Essays
  • Great Essays

    Privat Bank Case Study

    • 1657 Words
    • 7 Pages

    Human resource management is the utilization of human resources to achieve organizational objectives. Consequently, all managers at every level must concern themselves with human resource management. Basically, managers get things done through the efforts of others; this requites effective human resource management. Today's human resource problems and opportunities are enormous and appear to be expanding. Individuals dealing with human resource matters face a multitude of challenges, ranging from a constantly changing work force to the ever present scores of government regulations and a major technological revolution.…

    • 1657 Words
    • 7 Pages
    Great Essays
  • Improved Essays

    Hr Audit Paper

    • 1056 Words
    • 5 Pages

    HR Audit Strategic Management of Human Capital Jasmine Flores [Date Submitted] HR Audit Introduction Any organization faces an essential requirement to follow a certain number of rules, regulations, practices and other detailed procedures for staying on the path of success. For an organization to be successful, some of the most significant aspects which can assist it in relation to this include different instances of HR metrics. By following and monitoring significant HR metrics, a company can deal with issues effectively and raise the standards of its operations and outcomes in an informed manner.…

    • 1056 Words
    • 5 Pages
    Improved Essays