Business Objectives and Capability Performance Matrix – Management Assignment Help

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Assignment Task :

LO 01 Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfil business objectives

LO 02 Evaluate the effectiveness of the key elements of Human Resource Management in an organization

LO 03 Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation

LO 04 Apply Human Resource Management practices in a work-related context

PART A 

Business Objectives and Capability Performance Matrix

As part of the report, you are required to choose any organization of your choice. you will provide a company profile of the chosen organization along with its mission, vision and objectives. The company profile for the chosen organization must highlight its registered name, headquarters, primary business area, main product/service portfolio, geographic presence, and key competitors and clients. A brief explanation of the organization’s Staffing, Development and Compensation functions of HR must be given (this can be presented in the form of a diagram). The group will also understand and identify atleast 5 HR department’s objective. Using the ‘Business Objectives and Capability Performance Matrix’ you are required to map clearly the chosen organization’s HR objectives against the overall corporate goals. A critical evaluation must be provided if both are aligned with an ‘Efficacy Table’. Upon the outcomes of the matrix, critically evaluate the strengths and weaknesses of the existing selection and recruitment process within the chosen organization. This can be done by reviewing the blanks in the matrix and providing relevant recommendations for the organization to address the gaps. The work should also align itself to the models suggested by Dr. Dave Ulrich.

You must prepare a report of 1,500 and address the following:

Explain the 3 basic functions of HRM; Staffing (recruitment & selection), Development and Compensation of the chosen organization. Assess how these functions either fulfill or do not fulfill the business objectives of the organization.

Critically evaluate the strengths and weaknesses of the staffing process (Recruitment and Selection) of the chosen organization and how this function can provide the right talent and right skills necessary to fulfill business objectives. 

Provide relevant recommendations with specific examples of recruitment method, recruitment approach and selection process to enhance the current staffing process or system of the chosen organization. 

PART B  

Case Study Analysis: Strategic Human Resource Management in Walmart Stores

Introduction:

Michael E. Porter (1980) in his famous book said there are three basic competitive strategies for a company, which are overall cost leadership; differentiation and focus strategy. Companies use these competitive strategies to achieve competitive advantage. In this case, Walmart Company is obviously taking the cost leadership strategy, that is to say, it aims to become the low-cost leader in the retail industry. Walmart maintains its competitive advantage through its satellite-based distribution system, and by keeping store location costs to a minimum by placing stores on low-cost land outside small to medium-sized towns, no matter in the US or in its abroad affiliations.

Part 1: The Analysis Of Corporate Strategy And HR Strategy At Walmart

From this case material we could also see that Walmart purchased massive quantities of items from its suppliers to form a scale economy, and with the efficient stock control system helping make its operating costs lower than those of its competitors. It also imported many goods from China, “The World Factory” for its low cost. So in a word the company-level strategy of Walmart is low cost and low cost, with a little differentiation strategy.

Managers engage in three levels of strategic planning (Gary Dessler, 2005): The Corporate-Level Strategy; The Business-Level Strategy and The Function-Level Strategy. The functional strategy should serve the overall company strategy so the corporate strategy could be implemented more effectively and efficiently. As for Walmart, its corporate-level strategy and business-level strategy, as we analyzed above, is the low-cost leadership. Then we’ll focus on its functional strategy, especially its HR Strategy. Besides the above factors, Walmart builds its low-cost leader on employment policies that help it to achieve extraordinarily low employment costs. Through low-cost HR activities, Walmart tried to maintain its predominate competitive advantage.

 

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