Human Resource Management

Human resources management can be defined as the management of people within the organization.  The organization is made of people who are referred as the human resources and HRM activities are carried to develop skills and motivation (Valentine, Mathis, & Jackson, 2013).  HRM is responsible of ensuring that organization members achieve the set goals and there is a human relation.  HRM has various objectives such as ensuring  that HR are utilized effectively , there  is a well-defined organization structure as well as respect and reconciliation  between employees and employers within the organization (Valentine, Mathis,  & Jackson, 2013).  The following are the roles of HR.

Planning

HR play the role of planning the manpower requirement and it is the responsibility of HR manager to ensure that there is the required number of workers and they all work on the right position. The manager also foresees the organizational changes and provides control measures (Valentine, Mathis, & Jackson, 2013).

Job analysis

The role of HR is to analyze the pertinent information of a specific job. The manager analyses the type of skills and level of knowledge required   to execute a specific job.  Job analysis is done by job description where the manager provides a written record of specific job and duties.  It is also done through specification where the manager provides a written record with personal characteristic and human qualities for specific job (Valentine, Mathis, & Jackson, 2013). Last, job analysis is done through job design and in this process; job is structured in terms of technical efficiency, method used and systems.

Performance appraisal

This is a role played by HR where a manager evaluates employee behaviors in terms of quantitative and qualitative. It is done for the purpose of decision making, merit rating and improving relations within the organization members (Valentine, Mathis, & Jackson, 2013).

The HR roles are changing in 2016 in that the technological changes are increasing rapidly and they are advancing the business operations.  Technological changes are occurring in production, marketing and management and the planning role is requiring effective recruitment and   high level of skills (Paauwe, Guest & Wright, 2013).  Duties are being distributed in a different way since planning is requiring systems concepts and legislative control. In the role of job analysis, change is being noticed in that there is new job evaluation approach and the change is as a result of job change, legal challenges, rise in productivity and decentralization of organization (Paauwe, Guest & Wright, 2013).  The technology is changing job rapidly and new ways of getting job information is used since both employees and employers want to know the status of job. Last, there is a change in performance appraisal since it has been noticed that performance appraisal helps the organization in meeting its goals.  Managers have confirmed that the role is wide-ranging and it must ensure a well-defined culture, structure, leadership, system and fulfillment of psychological needs (Paauwe, Guest & Wright, 2013). This will influence the performance   and they will compete so that they can get reward during performance appraisal.

Strategic importance of HRM

 HRM is strategic important in that it acts as a decision making tool by planning and setting project proposals.  Managers use strategic ways in deciding the priorities in different projects.  It implements policies and programs which managers use in setting business operations.  HR strategy builds team of HR and people set common goals, sets vision and provide solutions to organization problems.  HR strategy increases productivity through innovation and workers are prepared with respect to the organizational changes (Paauwe, Guest & Wright, 2013). It offers strategic way of selection and organization employs skilled workers. HR strategies helps organization to motivate workers thereby influences performance and meets organization goal.

Reasons why managing the human resources is a challenge

Competition is a factor which makes the management a challenge in that there are many multinational organizations and there is a technological advance. Due to the competitive nature, organizations are forced to reduce costs and use international outsourcing in order to maintain its competitive edge in the global market.  Organizations are reducing workforce and struggling to retain employees thereby causing turnover, increase workload and lack of employee loyalty (Paauwe, Guest & Wright, 2013).  Other challenge is on human relations management and there is a high growth of rivalries due to industrial unrest.  Industrials holds political affiliations and this creates problems in managing HR. Workers and consumers are holding high education level and this is a challenge to managers as the government is eliminating illiteracy (Paauwe, Guest & Wright, 2013).

Reference

Valentine, S., Mathis, R. L., & Jackson, J. H. (2013). Human resource management.

Paauwe, J., Guest, D., & Wright, P. M. (2013). HRM and performance: Achievements and challenges.

Chichester, West Sussex: Wiley.

Case management paper

Strength perspective and its role in the assessment process

Strengths perspectives refer to approaches which are used as an alternative to the common pathology-centered strategies for helping clients. These approaches focus on the talents, abilities and the resources of the client rather than their deficits or problems. The role of these perspectives involves identifying the knowledge, skills and the capacity of individuals or communities which can be used in assisting them to do things on their own (Gursansky, Harvey, Kennedy, 2003) .

What is case management and how did it begin to become more community- based over time?

Case management refers to a process where tan individual care is planned, coordinated and reviewed.  It is a tool that is established with aim of integrating services with the need of a person who has long-term conditions (Gursansky, Harvey, Kennedy,2003).Its work is fully realized when it is used as a part of a larger care program where various strategies are used in for care integration purposes. It allows an individual’s assessment in terms of current ability level and their social care and physical care needs.  Case management help the clients’ to select the resources and services which have the best possible quality within the confines of available range of care services. In the assessment process, the case manager carries out an evaluation of the accessible care options and understands them.  They use this knowledge in the determination of the best option to meet the needs of the client and afterwards institute actions aimed at achieving care services goals and meet their expectations. The manager, therefore, identifies the major problems facing the client, their personal needs and interests and establishes a plan for case management which will address the recognized needs and problems (Kohleis, 2009). This involves gathering information using various tolls such as face-to-face, telephonically, the support system for the client and the staff involved in providing care to the client. Though case management has been a part of social work in the community since social work as profession was founded, it has with time became integrated into the whole system which is community based. Since the 19^th Century it has become specialized and widespread. The early caseworkers saw themselves as just benevolent but later started recognizing themselves as partners with clients. Through this, the case managers found themselves integrating t with professionals such as nurses (Herman, 2013).

Identify the roles and responsibilities of a case manager

The roles and responsibilities of case manager involve the assessment, evaluation and satisfaction of the needs of the clients, and achieving the anticipated outcomes in the pre-hospitalization to the post –hospitalization period. The managers oversee that clients are provided with the right care services as outlined in the plan within the allocated time.  The mangers responsibilities also include welcoming the client and other parties such as family members and establish an efficient way of communicating with them. They have to identify the expectation of the client arising from the aforementioned needs and carry out an assessment of available resources and support network. The manager should then develop a plan with the help of a multidisciplinary team. It is the responsibility of the manger to bring all consultants together when time is appropriate. Through this, he is able to coordinate all the examinations, tests, care and consultations in accordance with the client’s conditions and the established plan (Gursansky, Harvey, Kennedy, 2003). The manager should also ensure that assessment of clients needs is done within the scheduled time. To ensure that there is a continuous care provision, the manager should avoid fragmenting and duplicating the services by getting involved in the whole management. To achieve this, he should work as the major supervisor and provide information and education to the client and his entire support group such as family members. He should also facilitate information flow among multidisciplinary members. It is also the manager’s responsibility to identify any variance between the planned objectives and actual outcomes of the pathway plan. Participate in performance report preparation and encourage others participants like nurses to get involved in the whole report (Gursansky, Harvey, Kennedy, 2003).

What type of case management services is offered in your community and at what agencies?

  The various type of case management offered in the community is majorly the health care services comprising of dental services and physical health, instruction on financial literacy , assessment and treatment alcohol and drug related problems. Other services offered include transportation, clothing and financial assistance. Service on behavioral health, Conditional release unit and forensic linkages for clients who have been in crime are also offered in this community (Veteran Service commission, 2016).

How does a client medical insurance influences what service are available to them?

The type of medical insurance undertaken by an individual determines the kind of health services accessible to them. These policies influence the barriers to health care, including both the geographical access and the quality of services and the relevant information. For instance, having Medicaid coverage is way better than being uninsured at all in terms of access to utilization, care and the various unmet needs. Therefore, individuals with who are covered by Medicaid are more likely to receive better care services and are less likely to have unsatisfied needs because of high costs (Green & Rowell, 2013). Another factor influencing the accessibility to healthcare services is duration of the medical insurance policy taken. Individuals with short-term health insurance are only offered coverage with limited health benefits. This means that, although the major medical insurance policies can be expensive, they provide better benefits.  In addition, lack of medical insurance is a major barrier to health care services. Patients without medical insurance are inhibited by the cost, such that essential services like drugs get out of reach.  The groups of people who have a big increase in the medical insurance coverage, especially at 65 years realize a significant reduction in the likelihood of not receiving or delaying health services. The individuals also increase their frequencies of visiting doctors and necessary medical check-ups. The programs that offer services to the general public or community like employee mandatory health insurance can result to increased access to health care and therefore reduced mortality rates (Green & Rowell, 2013).

Describe a safety issue you may run into with a client and how you will deal effectively with this as a case manager

In a real world , when handing a client with AIDS condition , and whose needs includes both social and medical , a assessment would be necessary in order to direct all attention to those needs. This would include understanding the effects of any single step taken to solve their problems and satisfy their needs. As a manager, it requires being conversant with epidemiology, routes for transmission, and the clinical progression of the disease, legal and financial implications. It would require recognizing the social services available and the various psychotherapeutic strategies that would assist the patient to overcome fear and grief. This would involve the incorporation of the other experts and professionals to satisfy all the client’s needs (Herman, 2013). This is necessary for one to remain aware of their expertise or knowledge limitations.  All the approaches would be successful if an evaluation of client’s individual beliefs and attitude about their problems.

What areas of case management or social work do you feel would benefit from having more training on? What area of case management is interesting to you?

The area that I would like to train on is medical case management. As a manger I would work as a social worker would ensure there is proper patient care and discharges. I would also provide necessary referrals to various organizations offering community services and ensure supplies and equipment for the clients availed. This arises from my desire to see that patients have coordinated and timely access to quality services and the appropriate degree of mental health, and support services that are continuous (Herman, 2013). I would also   be able to offer consultations to the clients provide necessary information to them and clinically carry an assessment of their needs. This will allow me to meet the various cases of community needs.

Talk about what you learned and how this will be helpful to you once you are actually in the field?

 I have learnt that the function of a social worker is very important especially in the case of people with medical needs. These clients go through a difficult time trying to meet their social and physical needs and without a proper plan to assist them, mortality rate would increase considerably.

What stood out the most for you while investigating topic matters for this paper?

Case management has stood out as a collaborative process that involves meeting the needs of a family or individual or the whole community. It is a discipline based on the single fact that everyone will benefit when a person is able to attain their optimum degree of wellness and is able to function fully. It is thus a way of achieving the community well being when individual needs are met.  The services involved in case management are provided when all parties are involved.

References

Kohleis P. (2009) Essential Case Management: Make a Dent in Your World. Yeronga: Peter Kohleis Pty Limited.95

Gursansky D., Harvey J., Kennedy R. (2003).Case Management: Policy, Practice and Professional Business Columbia University Press.

Green, M. A., & Rowell, J. A. C. (2013). Understanding health insurance: A guide to billing and reimbursement. Clifton Park, NY: Delmar Cengage Learning.

Herman, C. (2013).The Evolving Context of Social Work Case

Management: NASW Releases Revised Standards of Practice. Retrieved from: https://www.socialworkers.org/assets/secured/documents/practice/Case%20Management%20Standards.pdf

Veteran Service commission, (2016) .Social Work Case Management. Retrieved from: http://vsc.cuyahogacounty.us/en-US/social-work-case-management.aspx

What do Boldman and Deal see as the primary reason Bob Nardelli failed as CEO of Home Depot?

The chief executive officer (CEO) roles in the company or an organization are to lead the development and implementation of an organization’s long period with a view of generating investors’ assessment. The CEO acts as a director and as a decision maker in the organization with an aim of achieving goals in the company. It’s the responsibility of the CEO to lead and oversees the implementation of the organization’s short and long-term plans in accordance with its strategy. It’s the role of a CEO to hire qualified employees in the organization in a result of positive gaining in the organization. This paper is focusing on reason why Nardelli failed as a CEO of home depot

Nardelli failed as CEO for home depot since only looked at the problems he faced at the Home Depot and he decided to employ the young employee because he thought it would be cheaper. Nardelli took the depiction of the company negatively since he only sees the frame instead of the picture of the company. Since Bob Nardelli possessed the indistinct picture of the company, he led the employee of the company to lose their morale of works. The products of Home Depot lower the quality consequently customers get those products tend to quit from the company. By using human resources frame, Nardelli failed to see the success and more customers were interested with their services they get from Home Depot (Bolmain & Deal, 2008).

Bolman and Deal (2008) implies that Nardelli failed because of using the wrong frame hence his intention was to get positive produce as the results. Nardelli changed the frame of the company from human resources frame to structural frame which was the result of failing. Nardelli lowered the costs of products without considering the long term effect in the company.

Reference

Bolman, L. G. & Deal, T. E. (2008). Reframing Organizations: Artistry, Choice, and Leadership.            San Francisco, CA: John Wiley & Sons, Inc.

FINC 300 Assignment 1

The role of the financial manager is a complex one as it requires both specialized financial knowledge and the understanding of how the business operates. The financial managers are faced with a task of making a decision regarding capital budgeting. Capital budgeting is the process of that determines the success of an investment project (KIDA, MORENO & SMITH, 2001).  It is, therefore, important because a manager is able to make a decision of whether to accept, delay or abandon the project due to its economic viability. In order to come with such a decision a financial manager is supposed to determine the rate of return on the investment. The approval of a project is based on the rate of return but it is different in charitable projects as the business aims at creating goodwill and giving back to the community (KIDA, MORENO & SMITH, 2001).

Capital budgeting involves making decisions for the long term due to the nature of the investment. The financial managers seek to capitalize on the value of the firm into projects that yield positive net value for the suitable discount rate of the risk involved. The managers also ensure that the projects are funded appropriately (KIDA, MORENO & SMITH, 2001). They also ensure that scarce resources are allocated among competing opportunities through proper estimation such as time, size and the probability of the future cash flows of capital budgeting. Therefore managers are involved in capital budgeting by making capital investment decision which comprises of investment decision, financing decision and a dividend decision (KIDA, MORENO & SMITH, 2001).

Capital structure regards to how a firm funds its operation and development by a way of using various sources of financing. Debt is one form of funding which is made up of bond issues mostly for the long term, equity form which can be categorized as retained earnings, common stock or preferred stocks. Short-term debts include working capital can also be considered as capital structure (Brigham, 2016). A finance manager has the duty of raising funds as they are supposed to meet the obligation of the business. It is their mandate to ensure that the firm has enough liquid and cash as well as maintain a good balance between debt and equity.

Financial managers are also faced with the task of allocating funds. This is raising funds through different channels and how they are going to allocate them in a manner that will ensure that they are optimally used. This is done by a consideration of firm’s size and its growth capability, the status of the assets and the decision of whether they are going to be availed in long or short term and the mode in which the funds are being raised (Brigham, 2016). Due to the influence of such decisions, the managers are supported to form a proper and mixed allocation funds as it is one of the most important activity. Capital structure also requires the managers to plan for the profit as it is one of the prime functions of any given firm as it ensures the survival and the sustenance of an organization. The managers are required to understand the capital markets as the shares of an organization may trade in the stock exchange and how they should buy and sell securities. The managers are supposed to understand the capital structure in the capital markets due to the level of risk involved (Brigham, 2016).

Working Capital Management can be referred to the business capital of day to day operation. It is the net value of current assets less the value of current liability (Kim, 2011). Working capital is important for any business as it ensures that sufficient cash flows that can meet the operating expenses and the short-term obligation. Financial managers have a role of making sure that the firm is able to operate efficiently in its daily activity without difficulties. They are supposed to come up with strategies that will make sure the firm is able to generate income internally that can be used to meet the essential and the critical expenses of the business (Kim, 2011).

The financial managers have the duty of coming up with strategies that reduce the expenses of the firm and the firm will generate more income through its activities that will ensure that the form is financially stable and that the firm operates efficiently (Kim, 2011). The management of the working capital is important as it facilitates routine payments, purchase of basic materials and covering up any unexpected cost. The management of working capital is important as it is an indication of the company’s financial strength and an overall picture of good management (Kim, 2011).

Reference

Brigham, E. F. (2016). Financial management: Theory & practice. Cengage Learning.

KIDA, T. E., MORENO, K. K., & SMITH, J. F. (2001). The Influence of Affect on Managers' Capital-Budgeting Decisions. Contemporary Accounting Research, 18(3), 477-494.

Kim, K. A. (2011). Global corporate finance: A focused approach. Singapore: World Scientific.

Acosta

Acosta is a consumer packed goods company that was founded in 1927 in Jacksonville, Florida. Its mission is to become the         leading company that offers the best support in customer service sales. To achieve this, the company offers unparalleled coverage, expertise and strategic insight to all its clients. It combines the use of innovative technology, extensive research and strategic expertise in its marketing sales and services to ensure that it remains ahead of its competitors. The company’s core competencies are its various partnerships, mergers and the ‘hot topic reports’. The mergers and partnership ensure that the company has more control of the market and is able to provide different types of products. The hot topic report provide well researched information that provides data used in the improvement of the company’s products so that they meet the needs of the customers.

            The company is able to integrate the voice of the customer and the voice of the market into its strategy through the use of the ‘Hot topic reports’. Research is conducted regularly to identify current trends and those that are developing in the market industry. The company’s ‘the why? Behind the buy’ helps to create a better understanding for customers preferences. A recent study involved research on the changes that have occurred in the eating habits of the American population. It also researched on the snacking trends in the country which revealed that American citizens eat snacks on a daily basis (Acosta, 2016).

            The company also partnered with a leading media company, Univision Communications, to study the shopping behavior of people belonging to the Hispanic community. The Hispanic community has been rapidly growing and understanding their needs will help boost sales. The various forms of research that the company conducts provide a channel through which customers can communicate their needs to the company (Acosta, 2016). These studies give the company an idea of the voice of the market it operates in and in doing so puts it in a better position to serve it. By knowing what the customer wants and the types of market the company is operating in, the company is able to integrate both the customer’s and the voice of the market into its strategy.

Some of the company’s sub plans include its supply chain operations, marketing and human resource. The company has supply chains in various areas such as Tampa, Miami, Georgia and Louisiana which enables the company to operate and serve 27 markets. It has also made various acquisitions of companies such as Kelley Clarke and Mai giving it control of 40% of sales in the grocery chains market (Acosta, 2016). Another sub plan is the marketing department which, other than marketing the company’s products also offers marketing services to other companies. Marketing creates awareness for the company products, conducts research on the current trends in the market and comes up with solutions to help solidify the company’s brand in the market. As for the human resource, the company employs more than 2,000 employees who are well trained and highly qualified in offering high quality service to all the company’s clients. They play an important role in ensuring that the clients receive the help and information they need so as to enjoy their experience with Acosta (Danilovic & Leisner, 2007).

When it comes to creating, fostering and maintaining important business relationships, the company takes on various approaches one of which is forming partnership. The company has partnered with various investment companies such as AEA Investments, The Carlyle Group, Berkshire Partners and Thomas H. Lee (Basch, 2011). Such partnerships assist the company in terms of finance and other means that help Acosta to establish and sustain its dominance in the market. Other than partnerships, the company has made various acquisitions of companies like C. Lloyd Johnson Company and brought to an end the military channel. To grow the company’s marketing in store services activation, it acquired Front Line Marketing and also PacNorth (Windsight, 2016). Acosta was able to venture into the food service industry through its acquisitions. The company also acquired Mosaic Sales Solutions, which was one of its largest acquisitions especially due to the fact that Mosaic Sales Solutions is a renowned merchandising and sales company. Such acquisitions make it possible for the company to create, foster and maintain good working relationships.

The companies that Acosta either partner or acquire are dedicated to specific business channels. They are therefore more experienced in their respective fields thus making it possible for Acosta to venture into these markets without the struggle of learning the concepts of entering a new market and researching ways of ho to serve it. Acosta establishes good communication and develops good relationships with its partners to ensure that operations run smoothly and that they all work together to accomplish their set goals (Acosta, 2016). To enhance the progress of the company, the human resource department is tasked with the responsibility of hiring employees that are qualified and willing to work so as to meet the needs of the organization. They are trained so as to equip them with the skills and competence needed to satisfy the company objectives.

References

Acosta, (2016) “About Acosta” retrieved from, http://www.acosta.com/about/

Basch M, (2011) "Thomas H. Lee Partners buys controlling stake in Jacksonville-based Acosta",             Florida times

Danilovic, M., & Leisner, P. (2007). "Analyzing core competence and core products for   developing agile and adaptable corporation” DSM, Munich

Winsight, (2016) “Acosta expands food service division with acquisition of PacNorth” CSP         Magazine

Cash management

Cash management is not as easy as most people perceive. It is highly sophisticated hence understanding the proper financial tools should complement the other aspect of cash flows. Some refer to cash as the king when it comes to financial management because it is the reason why businesses are done. The precision machine company has presented its cash flow reports and the evidence shows that there is more to be done. The net cash flows are little considering the potential that is held by this company in terms of revenues. In this regard, this paper has recommended on a strategy that will help in maximizing the net income while at the same time cutting down the expenses which is in form of wages, purchases and so on. Several strategies usually collaborate to balance the cash management but the most appropriate for this company would be to manage the payables (Reider & Heyler, 2003).

The rate of growth for the expenses is rising at a faster rate than that of the sales and these calls upon examining the costs carefully so as to control or cut some of them off. In this regard, the Precision machine company should embrace some few but effective practices to curb its situation. First, it should consider its vendor’s offers that are usually made for early payments, use integrated methods of data storage to reduce the risk of erring and embrace regular communications with the supplier. This will keep him informed of any delays and other aspects that require trust and understanding (Reider & Heyler, 2003).

In addition, the company should consider planning, budgeting and monitoring the cash flows to ensure that the expenses are not surpassing the sales. A review of the previous trends of the company’s budget could also assist the current management team to improve from the baseline of the cash flows. The company should also consider choosing the suppliers with the lowest price to make the payments remain flexible. This strategy could relieve the company from the strain of uncontrolled outflows. The resultant net revenue would have increased the net profit hence achieving its cash flow goals (Reider & Heyler, 2003).

Financial planning is dependent on numerous factors among them being categorized as market forces while others as economic factors. Marketing forces are those that are dependent of the nature of the market in terms of the customers and the position of the customers. Among the market forces, the nature of the customer needs is a considerable factor for this company. The greatest task for any company is to identify the needs of the customer so as to provide that which aligns with their expectations. Next is the presence of new competitions. This usually occurs when companies merge or get into an acquisition. In general, the market forces will attribute to the pricing changes hence cause a corresponding change in the cash flows. This has an impact on the financial planning of a company (Reider & Heyler, 2003).

Some of the economic factors include inflation and changes of the rates of interest. Variations of exchange rates which are usually caused by global economic fluctuations have a direct influence on the financial planning of a company. The rates of interest would affect the company if it had purposed to borrow a loan for its funding. If the rates are high, the planners will be forced to budget more into the interest rates and otherwise to the vice versa (Reider & Heyler, 2003).

Reference

Top of Form

Reider, R., & Heyler, P. B. (2003). Managing cash flow: An operational focus. Hoboken, N.J: Wiley.

Bottom of Form

Operations Decision Making

Part 1

Many practitioners prefer to update their material requirements planning on a weekly or biweekly basis. This is based on the performance of an operation in the organization that naturally varies from the day to day activities. It is usually done on the weekly basis in order to create some time period for observation in which performance is measured (Ptak, Smith & Orlicky, 2011). This smoothens the daily variations o the business operations in which they are averaged. For instance, below average performance in a day may be considered as an offset of the more than the average performance of the following day. Having daily updates of the material requirements planning will help in monitoring the performance more closely (Ptak, Smith & Orlicky, 2011). This can also achieve and also create an exception on the report that may result in a calling of the normal variation given the abnormal deviation from the expected output.

Part 2

There are some requirements that a supplier must meet in an agreement with a customer in order to make sure that all the specifications before the shipments are met. This is because there would be some effects to cost in relation to the quality to the consumers. First and foremost, before an agreement is made most of the times a customer is likely to inspect all parts. The agreement ideally excludes the need for inspection such as appraisal cost that will be reduced due to the agreement that all the supplies are within the tolerance (Weele, 2010). The agreement allows the customer to mainly focus on quality improvement that increases prevention cost. There would also be an effect to the supplier in relation to the cost of quality. Internal failure costs will be eliminated because the quality is focused on and defects before shipment are corrected (Weele, 2010). There is also minimization of external failure costs that are found by the customer after receiving the supplies due to the fact that the supplies are of the right quality hence fewer defects.

Reference

Ptak, C. A., Smith, C., & Orlicky, J. (2011). Orlicky's material requirements planning. New York: McGraw-Hill.

Weele, A. J. (2010). Purchasing & supply chain management: Analysis, strategy, planning and practice. Andover: Cengage Learning.

The chief strategy officer

            Executive summary

It is evident that each and every company has its own unique model that they use in their organization and in undertaking their operations. The traditional model in most of the companies involved the flow of visions, strategies and information from the top level management. This has changed over time since as the current model implemented in the companies is all inclusive. This involves the successful establishment and execution of the plan that requires good processes but also the capability to make quick and effective decisions. Thus the management roles has expanded so as to include the formulizing of the company’s planning processes as they establish new working relationships and cooperation across the company as they institute transparency and accountability for the employees carrying out these strategies (Breene et al 2007). Some of the critical issues in strategic process are involve the lack of clarification of the company’s vision which is an urgent issue that needs to be addressed in the company. Another critical issue is on the decision making process which is essential in the success of the strategies. The last issue is on the time taken in the implement6ation of the strategies. Therefore, it is commended that the Chief strategic officers should be the ones that lead in the implementation of the company’s strategies. This is because they have the obligation, qualifications and the desire to act on the planning and in advising. In conclusion it is clear that there are so many challenges that are facing the companies and thus it is important for companies to explore the CSO options. However, the CEO’s also having a big part to play in the success of the established strategies; they should be keen on the execution of these plans (Breene et al 2007).

References

            Breene,S. Timothy, Nunes Paul F. and Shill Walter F. (2007). The Chief Strategy Officer. Harvard Business School.

Strategic human resource management

Abstracts

Academic journal articles

1. Lepak P, Messersmith G and Patel C, (2012) “Walking the tightrope: An assessment of the relationships between high performance work systems and organizational ambidexterity” Academy of Management Journal, 56 no. 5

The article focused on what an organization could to ensure that its human resource system is efficient enough to allow for a well functioning and adaptable human resource environment. It described a strategic human resource environment as one where practices conducted were disciplined, flexible, and built on trust. For a strategic human resource management system, the article suggested that there was a need for the practices that an organization engages in to be brought together so as to form one high-performing work system. Through such a system, the organization would be in a better place to perform its normal operations yet still be adaptable to any changes that may occur. The information used for the study was collected from data on small and medium enterprises which revealed that a strategic human resource management system was highly beneficial. It not only enables an organization to attain ambidexterity in its human resource and its practices, but is also capable of boosting the organization’s growth if well implemented.

2. Alfes K, Shantz D, Soane C and Truss C, (2012) “The link between perceived human resource management practices, engagement and employee behavior: A moderate mediation model” The International Journal of Human Resource Management

This article focused on the impact that moderating and mediating processes practiced in the human resource management had on the employee’s behavior. The study revealed that there was a link between employee’s behavior and turnover and how they were engaged in the various human resource management practices. The conclusions drawn were that; the level in which employees were involved in the human resource management practices greatly determined their effectiveness; and that the level of employee engagement was greatly influenced by the perceived support from the organization and management. It drew the conclusion that a strategic human resource management system is one that involved employees in its practices and had the backing of the organization and the management.

Practitioner journal articles

1. Woods D, (2012) “HR reward special 1/7: Change is afoot in the reward and benefits market and HR directors need to get involved” HR Magazine

Incentives previously thought of as work perks have grown into something that is no longer a nicety but a requirement in any organization that wants to practice strategic human resource management practices. Human resource is now tasked with the challenge of coming up with ways of keeping employees satisfied through bonuses, incentives and benefit schemes for their employees. Human resource managers are not only required to implement the various benefits while also remaining in touch with benefits at the grass roots level. For it to be successful, a strategic human resource strategy will have to stop viewing the benefits offered to employees as a cost incurred but rather as an investment due to the value that the employees will add to the company.

2. Bowen E and Ostroff C, (2015) “Reflections on the 2014 decade award: is the strength in the construct of HR system strength?” Academy of Management Executive

The article focuses on various researches that have been conducted in a bid to create a better understanding of the human resource management system. It draws the conclusions that, among the various areas of a human resource management system, a strategic human resource management system play an important role in the success of an organization. It points out that the human resource management architecture, strength of the organizational climate, social psychological contracts and a strategic human resource management system are some of the key components in an organization that determine its growth, stability and success. Even though there may be some challenges that could come up in its implementation, a strategic human resource management system is highly beneficial and is what an organization should strive to achieve.

Internet information

1. SHRM, (2016) “7 bold HR policies which would leave you surprised (and inspired)” retrieved from, https://www.shrm.org/india/hr-topics-and-strategy/strategic-hrm/Pages/7-Bold-HR-Policies-Which-Would-Leave-You-Surprised.aspx

Human resource management has drastically evolved from being an employee focused department to a major contributor to the success of an organization. Because of this, organizations are adopting practices that ensure great success and growth through strategic human resource management. Some of the strategies adopted include

1. Giving employees 20% free time to engage in personal matters
2. Having a no boss policy where employees do not have a manager governing them
3. Training programs for employees to sharpen their skills
4. Recruiting employees through apprenticeship programs
5. Emphasizing on equality in the workplace
6. Paying employees to quit so as to remain with only loyal and motivated employees
7. Having lenient dress codes

Such measures are adopted by organizations as a strategic human resource management practice to ensure that employees are motivated and have a good working environment so as to focus on accomplishing the organizational goals.

2. Fottler D, (2016) “Strategic human resources management” retrieved from, ccsenet.org/journal/index.php/ijbm/article/download/8745/8479

The article focuses on the importance of having a strategic human resource management system in the healthcare industry and the benefits that could be reaped. Such a system would enable managers to better interact with other employees and guide them in offering good quality service. Managers would be in a better position to understand some of the factors that determine the level of employee performance and how to encourage them to be more productive. Managers will be in a better position to understand how traditional and organizational practices affect human resource practices so as to come up with a way of making them better and more efficient.

            Human resource management plays an important role in the success and growth of any organization. In the past, management was of the misconception that the customers had the most influence on the success of the organizations since they were the ones purchasing its products and services. However, the trend has taken a shift over the years and organizations are now fully aware of the importance of employees to an organization’s success and more changes are being made to make their working environment more comfortable. Since human resource is the direct link between management and employees, having strategic human resource management systems will ensure that both the management and the employees are on the same page and are working together to accomplish the organizational goals.

            Academic journal articles tended to focus on studies that were being conducted to research on how a strategic human resource management system ought to be like and what advantages would be reaped as a result. Lepak, Messersmith and Patel (2012) spoke of the need for an organization to be able to combine human resource procedures with normal business operations undertaken on a daily basis. If practices engaged in human resource management were aligned with normal business operations, the organization would better situated to meet its goals and also adapt to changes that may occur. This would place it in a position where it will excel as employees will not only have a guideline of what is expected of them, but also a means of coping to changes that may arise in their working routines.

Alfes, Shantz, Soane and Truss (2012) also focused on research being conducted to see the impact that strategic human resource management would have on employees and their behavior. If well implemented, a strategic human resource system would create an environment where employees have a more positive approach on how their tackle their duties as a result of influence from management’s commitment to the human resource practices.

            While academic journal articles focus on research being conducted to create better and more strategic human resource management systems if successful, practitioner journal articles focus on measures that have already been implemented. Woods (2012) discusses how there has been an increase in popularity in the way organizations treat their employees. Incentives, employee perks and bonuses are some of the different approaches that organizations are adopting to create a more strategic human resource management system so as to get more from their employees. Bowen and Ostroff (2015) discusses how a strategic human resource management system is likely to create a good working environment thus promoting the growth of an organization.

            As for internet information, the material generally focuses on the steps that an organization could take and the procedures that it could adopt so as to establish a strategic human resource management system. SHRM (2016) addresses seven policies that an organization could adopt so as to enhance its human resource management practices. Fottler (2016) on the other hand discusses the various ways that the health industry could establish a strategic human resource management system so as to have better coordination between employees and thus improve on the quality of services offered.

            The different types of materials used as a source of information have their advantages and disadvantages. In the case of academic journal articles, the material is on research being conducted relating to a specific issue. The research gives suggestions and benefits that could be reaped if the method was to be implemented. The advantage is that organizations that try out such methods will be the first to benefit from them if they prove to be successful. The disadvantage is that the methods are yet to be tested and an organization could suffer if it implements such a method but realizes that the method was wrong. Practitioner journal articles on the other hand contain information on methods that have already been implemented and tested. The advantage is that one can easily choose which method since it is easy to know which is successful. The disadvantage is that most organizations are already aware of these methods and may already be venturing into new methods that are better thus making them irrelevant. The advantage of internet information is that it gives guidelines and suggestions on how to approach an issue. This is however an advantage and a disadvantage in that the guidelines means that anyone can implement them thus do not offer a competitive advantage.

References

Alfes K, Shantz D, Soane C and Truss C, (2012) “The link between perceived human resource     management practices, engagement and employee behavior: A moderate mediation        model” The International Journal of Human Resource Management, Retrieved from,             http://www.tandfonline.com/doi/abs/10.1080/09585192.2012.679950

Bowen E and Ostroff C, (2015) “Reflections on the 2014 decade award: is the strength in the       construct of HR system strength?” Academy of Management Executive

Fottler D, (2016) “Strategic human resources management” retrieved from,             www.ccsenet.org/journal/index.php/ijbm/article/download/8745/8479

Lepak P, Messersmith G and Patel C, (2012) “Walking the tightrope: An assessment of the          relationships between high performance work systems and organizational ambidexterity”           Academy of Management Journal, vol. 56 no. 5, retrieved from,            http://amj.aom.org/content/56/5/1420.short

SHRM, (2016) “7 bold HR policies which would leave you surprised (and inspired)” retrieved     from, https://www.shrm.org/india/hr-topics-and-strategy/strategic-hrm/Pages/7-Bold-HR-           Policies-Which-Would-Leave-You-Surprised.aspx

Woods D, (2012) “HR reward special 1/7: Change is afoot in the reward and benefits market and             HR directors need to get involved” HR Magazine retrieved from,           http://www.hrmagazine.co.uk/article-details/hr-reward-special-1-7-change-is-afoot-in-       the-reward-and-benefits-market-and-hr-directors-need-to-get-involved

Discussion Topics

1. High Performance Teams 

Warrick, D. D. (2014). What Leaders Can Learn About Teamwork and Developing High Performance Teams From Organization Development Practitioners. OD Practitioner, 46(3), 68-75.

According to Warrick, it is factual that building high performance teams in the organization is the major determinant of the competitive advantage of the business. This is based on the fact that teamwork facilitates job satisfaction, motivation, performance effectiveness, communications, innovativeness, activities speed, and loyalty of the organization members. As a result, Warrick (2014) asserts that it is recommendable for every organization regardless of the industry served to prioritize teamwork by training the leaders on skills required to develop high performance teams. The purpose of this article by Warrick is to call attention to the need for organizations to prioritize and implement teamwork in order to increase the competitive advantage of the business.

The appealing factor of this article is based on that it offers the prototype for the organization development practitioners on the effective way of implementing high performance team using fundamental concept (Warrick, 2014). As a result, the information in the article is crucial to apply in County Park Lounge nightclub as a startup business based on the reason the business owner can be regarded as an organization development practitioner who needs to develop a high performing team of employees to be guaranteed success.

Some of the characteristics of high performing teams include effective leadership, efficient planning, flexibility, clear understanding of organizational vision and mission, commitment, compatibility to success, and   effective planning.

Strengths of Business Teams

1. Offers pool of ideas and creativity
2. Large output
3. Selling and negotiation skills
4. Collaboration in performing tasks
5. Motivation
6. Strong relationships
7. Operations consistency

Weaknesses

1. High labor costs
2. Interdependence
3. Vulnerability to conflicts
4. Management difficulty
5. Shared vision
6. Diversity

Citing from my experience as a team member, it is factual that one of factors that promote conflict in a team is competition and difference in skills and experience. For the team members tackling similar tasks, they tend to compete enthusiastically with an intention of producing more than the others. On the other hand, for the members performing different tasks, they tend to view themselves as more important than each other thus developing conflict. Therefore, as a manager, it is obligatory to employ conflict resolution skills to facilitate effective performance of the team.

2. Career Planning 

The ideal job for this career planning is that of a manager in a service organization such as a restaurant and a tourism company.

Required Skills

• Leadership skills
• Proven experience from the service organization
• Interpersonal and communication skills
• Knowledge of strategies implementation and diverse business processes
• Bachelor’s degree on business management or a relevant field

Steps in Acquiring Additional Skills

• Engaging in subjective decision making
• Conducting research on the qualities of an effective leader and manager
• Practicing effective communication techniques
• Engaging in teamwork
• Researching on strategic implementation techniques

Networking Avenues

• Internet sources offering job description of a manager in a service organization
• Companies’ websites posting job vacancy for a manager position
• Visiting selected retired managers to acquire knowledge on the requirements of an effective leader
• Practicing the required skills earlier enough

Help of the Mentor

• Acquiring skills of a good leader
• Giving advice of some of the most common challenges faced by the manager
• Sharing experiences of managerial position
• Teaching on the implementation of strategies and business processes

Risks and rewards

            Any human work is subject to risks and rewards and this applies to all businesses. Risks can be taken by any business with an aim to gain something of value but this is not usually the case as some of these endeavors happen to cause loss of the company’s value. When there is gain from any risk taken then a reward is attained. Risks are often unpredicted and thus they have an uncontrolled result due to the action was undertaken in spite of the improbability. Sundance Helicopters Company is no distinction to the other businesses and it is also subject to various forms of risks. The company over the years has recorded some of the large risks that have affected the company negatively. The company has also gained from the various undertakings that they have undertaken and this has resulted to the rewarding of the company. It is, therefore, essential that the company’s administration should work towards reducing the uncertainties through the setting of strict rules laws and regulations that will help in the reduction of the risks and thus allowing the company to attain more rewards. This paper will, therefore, present some of the risks that the Sundance helicopters company is facing and the rewards in the company and how to manage them.

Employees fatigue is another risk that is evident in the company. This is because of the long working hours for the pilots and the maintenance personnel. The company has recently caused an accident that is believed to have been caused by one of the employees who was in charge as he failed to carry out his role as he was asleep since he had worked for two shifts (Daily Mail 2011). This has caused harm to other people and especially to those who were injured and more so to those that lost their lives in the accident. This has also resulted in a large amount of loss for the company as many of the customers are scared away from using the company’s transport services due to their recklessness that causes accidents.

            Poor communication is one of the risks in the company as it has caused harm unto the people. It is through this action that the maintenance department has been unable to fulfill their obligation as there is no flow of information within the departments. Thus there is no immediate communication of any problem that may occur with the helicopters hence there is a high tendency of slow or no response from the maintenance department as they are not aware of the problem.

            Lack of documentation is another risk that is undertaken in the company since there is no documentation of the activities in the company. Thus the company has not been able to adequately solve the inconsistencies that are identical with the weak organizational structure of the company (NTSB 2011). Thus follow-ups and chronological institutionalization have not been effective in the company and this has affected the business as it has not been able to trail its performance progress. This has thus caused the company to fail ion their operations as it has not been able to act accordingly to the areas where the company is lacking and especially in the maintenance department.

            Lack of maintenance error is another risk that is involved in the company. This has resulted to the occurrence of mistakes regularly in the company and this has caused delays as a result of failure to maintain those errors and mistakes in the company’s operations. Failure of the maintenance of these mistakes has resulted in the cancellation of flights and thus destroying the customer’s loyalty of the company’s performance (Werfelman 2013).

            The fact that Sundance Helicopters Company is still leading in the aerial tourism sector in the Grand Canyon region, they have been able to attract more customers and this has enabled them to experience rewards.

This company is relatively large and has a high number of loyal customers and this increases the extent at which the company offers their services in the transport industry. This, therefore, increases the number of returns that the company receives as a result of their actions. However, the company has not yet fulfilled the maximum amount of rewards that they are supposed to attain and thus they should look forward to increasing their customer base as well as focus on being customer-centric business thus attracting more potential customers.

            In conclusion, it is important to understand that risks affect the business performance and success. Hence it is important for new strategies, rules, regulations and standards to be put in place so as to be able to reduce these risks and uncertainties. Customization of the company’s operations and management will enhance the company to realize more rewards as risks will be reduced. Accidents will be minimal as the employee's morale will be enhanced through proper working conditions in the company with proper communication and documentation. This will, in turn, attract more customers in the company and hence the company will be able to realize high profits.

References

            NTSB. (2011). Loss of Control Sundance Helicopters, Inc. (1st ed.). Washington, D.C. http://www.ntsb.gov/investigations/AccidentReports/Reports/AAR1301.pdf

            Daily Mail. (2011). Tragedy in Sin City: Newlywed pilot and couple celebrating 25th wedding anniversary among five killed as Vegas tour helicopter crashes into a mountain. Mail Online. Retrieved from: http://www.dailymail.co.uk/news/article-2071406/Las-Vegas-helicopter-crash-5-dead-Sundance-Helicopters-accident.html

            Werfelman, L. (2013). ‘Inadequate Maintenance’ | Flight Safety Foundation. Flightsafety.org.  http://flightsafety.org/aerosafety-world-magazine/apr-2013/inadequate-maintenance

Using information system to gain competitive advantage

Companies that are able to gain competitive advantage normally have access to resources or use certain resources more efficiently than their rivals which result higher, profitability and growth in efficiency. The use of information systems can be combined by various strategic strategies in the management of competitive forces and thus gain a higher ground in the market than rival companies.  Low-cost leadership is such a strategy where the information systems are intended for achieving lower costs of operations and thus lowest market prices for product and services (Oz, 2009). For instance, a company can incorporate a customer response system that is efficient into the supply chain management system with an aim of connecting the customer behavior to the production, distribution and supply chains. In so doing, it will be possible to reduce the distribution and inventory costs. Another strategy includes product differentiation where information systems can be used to greatly change the convenience of the customers while using the company’s product and services (Oz, 2009). For example, mass customization can be used to offer products that tailored for individual use. This can be done using the same resources for mass production and custom-tailor cloths as per specifications of individual clients.

The information system can also be use to focus on a particular market niche. This can be done through production and analysis of data for sales and marketing techniques that are finely tuned. An information system for a customer with active guest’s detailed data can be used in the provision of tailored services and thus offer loyal customers with more attention and privileges. The information system can also help in strengthening the relationship between the supplier and the customer.  The system is capable of enhancing direct access to schedules of production from the suppliers, and allows suppliers to determine when and how shipping to clients will be done. This gives allowance for better lead times in production process. The strong relationship created brings about higher switching costs and thus increase loyalty to the company’s products (Oz, 2009). Moreover, the internet can be used to access new markets and form a basis for penetrating the new grounds. The internet provides firms with an opportunity to build brands and strong bases for loyal customers, and allows the reshaping of products and services’ package and thus creates buyers’ value. The value chain technique defines certain business activities where a company can apply competitive advantages and the adoption of information system can have the intended strategic impact.  In addition, the company can achieve strategic advantage by collaborating with other firms to come up with standards across the industry for electronic business transaction and exchange of information so that all the participants in the market such standards. The result is increased efficiency which in return reduces the likelihood of product substitution and may also raise the entry costs (Oz, 2009).

Staples

Staples.com is one company that has managed to form a functional business by use of the information system.  The company resulted to online platform for retail business and this has increased intention to close down many of its stores. With the closure of so many stores, the company strategy is to dominate the online business for office supply market (Marks, 2012). By the mid-year 2014, the orders from the online platform had made up about half of the company’s business. The company was providing about 500,000 products on this platform as compared to 100,000 offered in the previous year. The company strategy involved acquiring Runa, a tech firm that deals e-commerce personalization. The company was able to successfully marry its physical stores with its website which enabled using technology to enhance convenience, choice and speed. This has enable the company to focus away from the traditional brick-and-mortar retail business and adopt a massive online expansion strategy whose benefits are evident in its fivefold increase in the volume of sales (Soni, 2014). The company used information technology to achieve price competitiveness in the industry of office supply which is highly competitive.

Speed of transaction seems to be a major achievement of the company which allowed customers to order office supplies as soon as stock is depleted even where they had not planned on replenishing the stock. The log-in in the company’s website enables a customer to re-order using their last orders which allows for quick click for another purchase. It also allows for keyword searches for other products and encourages the customers to buy more so that they can be provided with free shipping services. The customers get their purchases credit to a certain award program and are frequently given coupons for exchange before they complete any transaction. This sets a standard that ensure speed in transaction and allows Staples to remain competitive in the industry (Marks, 2012). The company also ensures that the website uses the same inventory database with the accounting system. This ensures that the site constantly keeps a check on local stores stock levels in order to maintain a coordinated delivery. A very critical aspect of this is how the information system has helped convenience which ensures that instant ordering goes hand in hand with quick delivery. Anything that customers can get from the stores, they can easily find it in the company’s website and will possession almost as fast.  Quick delivery is thus a key for successful integration of the website with the store.  This is helped by Runa a software company, an e-commerce enhancement which tracks the behavior for online shoppers, and offers personalized deals in real time (Marks, 2012).  

The Staples Company developed its policy for Information Management and global Privacy whose purpose is governing how the handling and protection of business, associate and customer information to achieve maximum security (Staples, 2011). The company has in particular taken steps to guard the customer information which include contact information and numbers of their credit cards. To achieve this there is normally an inclusion of sign off and scenarios for information protection policy whose focus is the privacy of customers. This is part of the company’s training program for online code of ethics. The firm also has a committee for Information Protection and Privacy Steering to assist in guiding the development of the program and integration into the business operations.  Since the systems in the company cannot perfectly secure, there is an incorporation of a plan for an all-inclusive crisis response. This plan ensures that in case there is a breach of security so that information falls in the wrong hands, the situation can be handled quickly and in a responsible manner (Staples, 2006).

References

Oz, E. (2009). Management information systems. Boston, Mass: Thomson/Course Technology.42-45

Soni, P (2014). Unlocking Value? Starboard Invests In Staples and Office Depot. Retrieved from: http://marketrealist.com/2014/12/starboard-interested-staples-office-depot/

Marks, G. (2012).Staples' Successful, Uncomplicated Strategy. Retrieved from: http://www.forbes.com/sites/quickerbettertech/2012/05/14/staples-successful-uncomplicated-strategy/#4be46c6cfa56

            Staples, (2011). Our commitment to making a difference for customers, associates and planet. Retrieved from:         http://www.staples.com/sbd/cre/marketing/staples_soul/documents/staples_soul_2011.pdf

Staples, (2006). Staples soul report. Retrieved from: https://www.staples.com/sbd/img/content/soul/pdf/ethics_2006_staples_soul.pdf