Macroenterprises Case Study
Resource: SHRM Student Workbook, MacroEnterprises Case Study, Inc. Case #1
After reading the MacroEnterprises Case Study, please do the following:
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Create a Powerpoint presentation intended to be delivered to Pat, the HR Director for MacroEnterprises, Inc. Your role is that of an HR Consultant. Your goal is to make a compelling argument for why HR should be a strategic partner at MacroEnterprises, Inc.
Create a 12- to 15-slide Microsoft® PowerPoint® presentationwritten in third person voice that makes a compelling argument for why HR should be a strategic partner at MacroEnterprises, Inc.
- The presentation should be between 12-15 slides, not including the Title slide, Q&A slide, or References slide. Please include speaker notes.
- Include charts or diagrams such as the models, exhibits, and figures found in Chapter 3 of your Strategic Human Resource Management text to explain your argument for why HR should be a strategic partner. Remember the purpose of the presentation is to help turn Pat’s HR department into a strategic partner.
Summarize and support your argument using any of the case scenario information in the Student Workbook.
Format your presentation consistent with APA guidelines which includes in-text citations and Reference listings.
https://www.shrm.org/academicinitiatives/universities/teachingresources/documents/macroenterprises%20inc%20sw_final.pdf
MacroEnterprises Case Study
HRM/498
Miriam Dozier
INTRODUCTION
Human resource is a management function that aims at maximizing employees performance with regard to the organization’s set objectives.
Focuses on the management of individuals within an organization.
Human resource exists as one of the departments within a given organization.
It performs various activities ranging from recruiting employees, development and training, performance appraisals to monitoring employee benefits.
It also look into matters concerning industrial relations, organizational change and transformations.
Human resource management covers the following areas, job designing and analysis, workforce planning, selection and recruitment, development and training, compensations and legal issues. Human resource management walks hand in hand with human relation movement and focuses on issues of strategic management.
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WHY HR SHOULD BE A STRATEGIC PARTNER AT MACROENTERPRISE
Some people might argue that human resource management is not an important part of a vast business , the truth is, HR plays an important role in macro enterprises.
Human resource enhances the skills of employees within an organization, through this, the employees are able to meet the demands of the business.
Meeting the business demands by employees results in the rise of profit margins.
Human resource helps in improving the productivity of a given firm and employee satisfaction as it decreases the chances of employee stagnation and monotony.
Human resource boosts productivity through training of employees. Training helps employees to acquire confidence thus making them ready to handle challenges associated with business demands and production, the end result of all this is that, the organization ends up making lots of profits.
Profitability is one of the fundamental reasons why human resources management should be a strategic business partner. Full participation of all departments within an organization through the collaborative actions of the human resource department, promotes maximum reaping of profits by an organization.
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WHY HR SHOULD BE A STRATEGIC PARTNER AT MACROENTERPRISE
Another key reason as to why human resource should be a strategic partner at a macro enterprise relates to issues concerning funds within an a organization,
Human resource can justify the usage of funds within a business enterprise.
For instance, it can justify why a certain project requires a certain amount of funds and why a certain amount should be allocated to certain projects and not others.
It can help in proper distribution of an organizations financial resources.
Through human resource, funding of training, implementation of competitive salaries, employee development programs can be effected.
Human resource department, looks into the welfare of employees, through the implementation of beneficial activities, the companies competitiveness and position rises thus attracting customers and valuable talent that helps in the growth of the macro enterprise. The business might collapse without adequate employees talent and expertise.
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WHY HR SHOULD BE A STRATEGIC PARTNER AT MACROENTERPRISE
According to Swanson ( 2007), since the inception of HR, the version of human resources management has transformed into a department with vast influence on employee retention, satisfaction and engagement.
Traditionally, employees have viewed the HR department leadership as an operational area that has limited input in employment functions.
The perception of employees towards this department makes it to stand out as various unions are formed under the protection of human resource functions.
The employee perception of human resource increases or shifts towards a more positive perspective when the HR is included as part of the strategic business plan.
Inclusion of HR management in strategic business planning improves employees’ and leadership’s perception of human resources. As a strategic business partner, human resources management can continue to carve out its rightful position as an integral component of the business.
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FLOW CHART
The diagram represents the various choices of strategies that companies might employ, basing on the presented information, it puts it clear that human resource management is a vital aspect of any organization, there are a variety of strategies that shape the companies desires in terms of HR.
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WHY HR SHOULD BE A STRATEGIC PARTNER AT MACROENTERPRISE
Human resource enables the leadership of a given company to impose a balance within the organization.
The balance might be inform of adequate of proper pay to the employees, proper treatment of employees
quality production of goods and services within and outside the organization.
human resources management as a strategic business partner enables better decision making as it takes into consideration the actual workforce that supports the success of the organization.
Human resources management, therefore, brings a broader perspective to the boardroom table through the development of strategies based solely on the organization’s capabilities related to production and revenue fails to take into consideration the company’s resources that make it possible to succeed.
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DIAGRAM
The diagram represents a company’s macro environment, it consists of the immediate environment that consist of the company as the epicenter, then the substructure, buyers, new entrants, suppliers, rival firms, the macro environment comprises of legislations and regulations, the overall economy, lifestyles and social values and lastly technology.
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The above graph demonstrates some of the advantages of incorporating a HR as a strategic partner at a macro enterprise, human resource helps in the growth of a company as well as enhances its sustenance, the graph measures portfolio of strategy initiatives against time, versus the actual strategies that make it possible for growth to occur within any given business enterprise.
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WHY HR SHOULD BE A STRATEGIC PARTNER AT MACROENTERPRISE
Harrison and Kessels (2004), suggests that, the goals of an organization are usually catapulted by the value that HR brings to matters concerning strategic planning.
They further states that the implementation of strategic planning is not an essay task especially where there is a shortage of human resources and the involvement of employees.
The recognition of human resource management is a vital step in the development of any business strategy.
it takes human resources management’s fast thinking actions towards the principles of strategic partnership as well as the business aspects to implement the devised plans.
Transformation of the HR function into a strategic contributor can take a lot of a company’s workforce strategies to the next level, increasing the value of your human capital to accrue distinct competitive advantages. Strategic HR managers are concerned with hiring employees with high potential for professional growth,.
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Executive succession is among the basic reasons for transforming or incorporating human resource as part of a strategic partner at macro enterprise.
The success of a small business can be tied to the expertise, personal contacts and passion of the owner.
Due to the above factor, executive succession planning can be important in in small businesses.
Purely administrative HR managers do not think about a replacement for top managers or company owners until it is too late.
Leading to the employment of an interim manager until the ownership of the company is transferred fully.
Strategic succession planning can keep a company heading in the right direction after a major leadership change.Strategic HR managers work with company owners to spot potential successors early, grooming them through years of experience, advancement and mentorship to be ready to take the reins of the company when the owner passes away or decides to retire.
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WHY HR SHOULD BE A STRATEGIC PARTNER AT MACROENTERPRISE
strategic human resource management entails creating a competitive advantage through a company’s workforce.
Employing well trained, dedicated, motivated and experienced employees can increase efficiency and productivity in operations
as well as enhancing product quality and the customer experience.
then giving employees ample opportunity to learn and grow in their job roles.
Developing employees with top-level expertise in their fields can grant you access to the brightest minds in the industry, putting you on the leading edge of innovation.
HR as a strategic partner at macro enterprise promotes legal compliance and labor cost efficiency.
Administrative HR departments dispense pay raises almost as a matter of course, using arbitrary metrics such as the number of years an employee has been with the company to determine compensation.
A strategic HR philosophy ensures that the highest compensation is being paid to employees with the largest contributions to the firm, rather than those who have warmed a chair in the office longer than others.
Strategic HR managers proactively put policies in place to keep their companies on the right side of employment laws, including workplace discrimination issues and equal employment opportunity laws.
Strategic HR departments learn to promote and compensate their top performers specially those who contribute the most to organizational goals and long-term company success. A strategic HR department would identify the fact that a building does not provide access for handicapped individuals before a problem arises. Purely administrative human resources departments handle legal issues reactively, putting policies in place to prevent costly incidents from re-occurring.
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Q & A
How can one set HR priorities?
Understand the financial risk
Know your customers’ (internal and external) priorities
Evaluate the potential for improvement
What are some of the HR Challenges Today?
Changing employee demographics and needs
More competition for a skilled workforce
Focus shifting from regulation to service
Demand for customized service
The need to support desired business outcomes and affect the bottom line
References
Farnham, D., & Chartered Institute of Personnel and Development,. (2014). Human resource management in context: Strategies, insights and solutions.
Harrison, R., and Kessels, J. (2004). Human resource development in a knowledge
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economy: An organizational view. New York: Palgrave-Macmillan. 20-38; 83-103;
233-236
Swanson, R.A. (2007). Analysis for improving performance: Tools for diagnosing
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organizations and documenting workplace expertise. 2nd ed. San Francisco:
Berrett-Koehler. 11-35; 57-77; 107-118
Stahl, G. K., Björkman, I., & Morris, S. (2012). Handbook of research in international human resource management. Cheltenham, UK: Edward Elgar Pub.
