Alignment of HRM and Business Strategies
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Alignment of HRM and Business Strategies
The significant framework associated with the functionalities of the human resource department at Ford Motors includes people and culture. Since Allan Mullaly became the CEO of Ford Motor Company, Charisma has been crucial in enabling the company to evade its tumultuous times. The power of people has been seen as a significant power in influencing effective business development in the professional environment. The 21st century has several examples that prove the aspect of human resources being founded on human capital. A business cannot become successful without the right leadership position. It has a focus on its people and the promotion of empowerment (Jhajharia & Kaur, 2015). Ford has created a unique culture in the last many centuries. Currently, the business flourishes under Jim Hackett, who has made the business to flourish within the right timeframe. Ford has tried its best to become the mobility leader of the international market’s future. With this, an alignment of HR strategy with the business strategy serves as the foundation of the paper.
Proposing the HR Strategy and Business Strategy
When it comes to the alignment of HR strategy with the business strategy, it becomes important to look into an aspect promoting the right outcome. Concerning this, it is important to invest heavily on the aspect of human capital. Human capital means focusing on ensuring the right skills and knowledge are introduced in the professional environment to enable an aspect of promoting developments. Human capital is the foundation for creating the best framework of enabling great relationships with the market (Okoye & Ezejiofor, 2013). The market comprises different factors that ensure operations of organizations can be founded on the people. Investing in people means allowing a greater customer service in the market.
HR Positions and the Responsibilities for HR Department
The main position in customer service. Customer service representatives are about caring for the needs and interests of customers in the market. It means that an organization such as Ford can meet the needs of the customers through the establishment of a satisfactory service outcome in the market. The customer service representative is an important position that allows individuals in an organization to drive strategy ahead (Zheng, Yang, Mou, & Du, 2013). The second position includes human resource management. The position entails an aspect of understanding the professional environment and enabling the internal environment to work in the best way possible.
HR Positions and the reasons for Explaining
Customer representative, human resource management, and marketing positions are the ones that are preferable in the organization. The main reason comes from their connection with the customers in the market. The positions are all about dealing with people in the internal and external environments of the organization (Hussain, 2018). They are the most influencing positions in an organization that allow it to propel forward.
Ford and how it established HRM Strategies for improvement of Competitive Advantages
First, the company should focus on introducing the right framework of allowing specific skills and knowledge to be introduced into the professional environment. The company should think of possible ways to train employees in specific skills to ensure they become proficient in handling different activities in the professional environment (Comedy & Grama, 2016). Creativity and innovation are also crucial in influencing positive developments in professional environments.
How to Increase Diversity in the Company
Ford should focus on diversity by focusing on the introduction of multiculturalism by employing individuals from all cultures. The company needs to focus on opening the professional environment. The second approach revolves around educating leaders on encouraging diverse communities to exist in the professional environment. Listening to employees is another major strategy to ensure the right developments are introduced in the professional environment.
References
Comedy, Y., & Grama, S. (2016). The critical role of failure in the innovation process: How failures help inventors succeed. Technology & Innovation, 17(4), 169-176.
Hussain, S. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127.
Jhajharia, P., & Kaur, R. (2015). Achieving Strategic-Fit Between Business And Human Resource Strategies. International Journal of Humanities and Social Science Invention, 4(1), 53-61.
Okoye, P., & Ezejiofor, R. (2013). The effect of human resources development on organizational productivity. International Journal of Academic Research in Business and Social Sciences, 3(10), 250.
Zheng, H., Yang, C., Mou, T., & Du, F. (2013). The Growth and Expansion Path of BYD Company Limited and its Innovation Model. In International Academic Workshop on Social Science (IAW-SC-13), Atlantis Press.