Reflection 1
Human resource management (HRM) is a strategic means to achieve the organization’s goals by managing its people effectively to help the business have a competitive advantage. Human recourse scorecard is the representation of the leading measures of departments achievements and important factors visually (Noe et al.,2018). In this paper, I will reflect on what human resource is responsible for and the HR scorecard strategic objectives.HR department primary task is strategic planning such as competitive strategy, competitive advantage, functional strategy and strategy map.
In strategic planning, I discovered the foundation of my strategic plan is a competitive advantage .it is what my company or department does better than others, and it’s unique making my business prosper over and over. Three essential requirements are needed for more strategic planning and to capture a competitive advantage. First is to make time for marketing research and planning, which is an essential quality required to get a deep understating of customers real needs. Secondly is knowing my customers better than any competitor, which is a continues process needed to be carried out daily. Going further than simple surveys to know your customer’s age and spending budgets gives me an upper hand in competitive advantages. The last strategy I learned is avoiding reactiveness at all costs; being reactive means trying a catch-up game which will make me have no time creating a long term strategic plan. Avoiding reactiveness is creating a clear path to the future of the company, thus making me ahead of my competitors.
During strategic planning, a lot of puzzles need to fit together, and for this to happen, I need to have a functional strategy such as strategy map. A strategy map is an organizational objective visual representation that helps show how they fit or relate to one another. The plan is used as an essential reference during periodic strategy meetings for review. Objectives in a strategy map are grouped into four categories in a profit organization which include customer, finance, internal processes and people/growth.
The HR scorecard helps to manage measure and enhance the role of the human resource department. Some of the objectives of HR scorecard are implementing best talent management practices using essential indicators such as identifying a number of qualified talents and their progress in development plan per strategic position (Dessler, 2013). The second objective is optimizing performance management system. Performance is all about accuracy, intelligence and future implementation. Some performance feedback session annually and average competency assessment scores are the leading indicators of this strategic objective.
A reflection of the human resource management department is its responsibility to any attribute in an organization which helps the running of the company effectively to achieve its goals. I realized having a proper strategic competitive advantage, strategic map and HR scorecard will help me compete for health to achieve my long term goals
References
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2018). Fundamentals of human resource management. McGraw-Hill.
Dessler, G. (2013). Strategic human resource management and the HR scorecard.