This report/portfolio deals with the topics Human Resources and Strategy and will be in most times based on the online edumundo book we worked with throughout the semester of the course PM9 and the lectures, including the guest lecture we had in this course of Strategy & HR.
As Strategy & HR are both topics that are more essential from day to day, I am focusing on these two topics in this report and will later in this report also look at the changes Strategy and HR were going through and will be going through on the future. Before I write about the changes, I will rather concentrate on definitions and components of both topics.
The now following will shortly describe the structure of this portfolio. In chapter two, a general explanation of the term strategy will be given. In chapter three, I will write about the most essential components of human resources. Chapter four, will be about the relevance HR has to an organization. In chapter five, basic HR functions will be applied with the help of a self-made video and the reflection on it. Chapter 6 deals with the concept of change and how it affects HR and Strategy. Afterwards a general conclusion on the importance of Strategy & HR will be drawn in the last chapter of this portfolio.
Table of Contents
1. Introduction
2. Understand what a Strategy is
3. Describe the Components of HR
4. Identify the Relevance of HR to an Organization
5. Apply Basic HR Functions
6. Recognize the Concept of Change
7. Conclusion
8. Critical Appraisal
Objectives and Core Themes
This portfolio aims to analyze the fundamental principles of Human Resources and Strategy as taught in the PM9 course. It explores the definitions, key components, and organizational significance of these fields, while reflecting on the practical application of HR functions and the ongoing necessity of organizational change.
- Strategic planning frameworks and corporate goal alignment.
- Core HR components: Recruitment, Talent Management, Performance Management, Work and Well-being, Equality & Diversity, and Reward Management.
- The impact of HR on organizational performance and the "War for Talent."
- Practical simulation of job interviews and performance feedback loops.
- Change management models and the evolution of organizational strategy.
Excerpt from the Book
3. Describe the Components of HR
The practicing of Human Resources (HR) could not exist if there were not the ground modules to build it up with. In the following, I will write about the most relevant components that bear Human Resources. Whereas the best fit approach claims that there is no definite way of applying HR and that it should just fit to the business strategy of a company, the best practice approach gives clear instructions on how to practice HR, like offering employees security or improving information sharing, regardless on the organization’s context (cf (Custers, et. al., 2018).)
The most important components in regard to Human Resources are: 1. Recruitment, 2. Talent management, 3. Performance Management, 4. Work and well-being, 5. Equality & Diversity, 6. Reward Management. In the following I will give short descriptions on all of these components, starting with the primary listed point “recruitment”.
For most of the people, the term “recruitment” just means hiring the right person for a job, which is properly correct in view of only considering the essence of recruitment. However, there is more than just the essence to the meaning of recruitment, you also have to initiate the steps until you find the right candidate for the announced vacancy.
Chapter Summary
1. Introduction: Outlines the portfolio's structure and its foundation in the course materials and lectures related to Strategy & HR.
2. Understand what a Strategy is: Examines definitions of strategy, including concepts from Simon Sinek and Michael Porter, emphasizing its importance throughout a company's life cycle.
3. Describe the Components of HR: Details the essential pillars of Human Resources, ranging from recruitment and talent management to performance and reward systems.
4. Identify the Relevance of HR to an Organization: Analyzes why HR strategies are critical for gaining competitive advantages and organizational success.
5. Apply Basic HR Functions: Documents a practical learning experience involving the preparation and reflection on conducting professional job interviews and performance talks.
6. Recognize the Concept of Change: Explores change management theories, such as Kurt Lewin’s model, and the impact of technological and societal shifts on organizational strategy.
7. Conclusion: Summarizes the necessity of integrating effective HR practices and strategic flexibility to maintain organizational market leadership.
8. Critical Appraisal: Provides a reflective self-assessment regarding the execution of the portfolio and potential future research directions.
Keywords
Strategy, Human Resources, Recruitment, Talent Management, Performance Management, Work and Well-being, Equality and Diversity, Reward Management, Organizational Change, AMO Model, Job Demand-Resources Model, War for Talent, Business Strategy, Competitive Advantage, Organizational Performance.
Frequently Asked Questions
What is the primary focus of this work?
The work focuses on the interrelation between Human Resources and Strategy, analyzing how these disciplines function together to drive organizational success.
What are the main thematic areas covered in the portfolio?
The themes include the definition of corporate strategy, core HR components like talent and performance management, the relevance of well-being, and the dynamics of organizational change.
What is the primary objective of this report?
The objective is to consolidate knowledge gained from the course PM9 regarding HR and strategy, demonstrating an understanding of theoretical models and their practical application.
Which scientific methods are employed?
The report utilizes literature-based research using course textbooks, supplementary online academic resources, and reflective learning through a practical simulation exercise.
What topics are discussed in the main body?
The main body covers the theoretical definitions of strategy, the six fundamental components of HR, the strategic relevance of HR to organizations, and change management processes.
Which keywords best characterize this work?
Key terms include Strategy, Human Resources, Recruitment, Performance Management, Talent Management, and Organizational Change.
How does the AMO model relate to HR performance?
The AMO model (Ability x Motivation x Opportunity) is presented as a framework to explain how specific HR practices directly impact employee performance and overall organizational outcomes.
What role does the job interview simulation play in the author's learning?
The simulation served as a practical application of recruitment theory, allowing the author to experience the challenges of the HR-manager role and the importance of structure in professional interactions.
- Quote paper
- Anonym (Author), 2018, Strategy & Human Resources Portfolio, Munich, GRIN Verlag, https://www.grin.com/document/465691
