Human Resource Strategies
The major changes in the global economy in recent times have had a significant effect on large-volume business operations between different countries that require organizations, whether for production, marketing, financial or human resources, to embrace strategic action in all areas of the workplace. Such adjustments have also brought about increasing competition among companies and countries. The human resource management strategy is an efficient human resources investment and development system designed to improve the performance of the foundation’s human resources and, recently, the need for an efficient organizational Human Resources Strategy to improve the organization’s knowledge, skills, capabilities, efficiency, and commitment.
Analysis
The organization needs to improve in a competitive environment as best organizations do. Therefore, the organization needs to improved strategies of Southwest HR to move forward.
Summary
Our work in this subject aims: to know the implications of the HR Strategy in the achievement of competitive advantages, to ensure that Southwest HR in the organization is focused on human resources management approaches, and to assess if these HRs are pursuing a long-term human resource advantage. The importance of this report is to contribute to the organization I was working for to move to the next level by reviewing several strategic reports on the organization and giving my opinion on how the Southwest HR should move forward.
To address these competitive changes, it is necessary to adapt organizations, otherwise, the risk of competition would be threatening the organization’s survival, to ensure that they survive on the market. In light of the pace of change and the many challenges facing the organization, traditional management of human resources is no longer acceptable or sufficient for achieving competitive advantage, but the institution must move human resources not as long as they remain a strategic resource (Kumar, & Mathimaran, 2017). Therefore, Southwest HR should come up with new strategies that will rhyme with the competitive world of the market.
Organizations have increased their strategic emphasis on processes, realizing the value of changes and adaptation requirements (Saebi, & Foss, 2017). Being one of the most impacted by these changes, Southwest HR is responsible for the various tasks related to the services available at the base. Appropriate adjustments need to be made to Southwest HR strategies and policies to ensure that an organization is adapted positively to strengthen the Organization’s strengths, minimize its vulnerabilities, help to exploit environmental opportunities, reduce risks and potential threats.
The main goal of incorporating the concept of a Southwest HR strategy is to assist the organization in making the best and efficient allocation of these resources available to the organization (Chams, & García-Blandón, 2019). Focusing on Southwest HR, they should come up with strategies that focus on the diversity of workers who represent unique strategic progress. It would be normal to note that the various facets of work under this Department of Selection, Training, Promotion, Transition, Reward Programs, and performance evaluation must have successful strategies for an organization that render this diversity an intelligently-run reality to increase the humanity’ s resource productivities and enhance the quality of its goods.
In conclusion, we get that an organization needs the best human resource who should adhere to certain unique strategies (Bailey et al. 2018). I would like to advise my director that when Southwest HR comes up with strategies that are workable and that vary with time, the organization will have an improvement since the workers will be governed by certain strategies. This will make the organization to be one of the competitive organizations in the world.
References
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource management. Oxford University Press.
Chams, N., & García-Blandón, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation and Recycling, 141, 109-122.
Kumar, A. A., & Mathimaran, K. B. (2017). Employee Retention Strategies –An Empirical Research. Global Journal of Management and Business Research.
Saebi, T., Lien, L., & Foss, N. J. (2017). What drives business model adaptation? The impact of opportunities, threats, and strategic orientation. Long-range planning, 50(5), 567-581.