Concept application of Concept in the Scenario reference to Concept in Reading

Concept Application of Concept in the Scenario Reference to Concept in Reading

Direct Business Strategy

Since the many departments within InterClean will suffer changes with the upcoming business strategy the leadership team is implementing, it is important to keep in mind that HR will have to have a different approach or even practices for each one of them. The critical step required to link business strategy with HR system design is the careful review of role requirements. Human resource management practices that encourage team member cooperation, flexibility, and the continuous improvement of manufacturing processes (work roles required by Compaq’s assembly cells) may not be called for in all areas of the business. Customer service employees, advertising and marketing specialists, and research scientists and engineers play unique roles that may call for unique HRM solutions (Dreher & Dougherty, 2001)

Behavioral Impact of HRM Practices

Another aspect that the leadership team needs to keep in mind is how the new HR practices are and will affect the employees. For that, the HR managers need to keep a close look on how employees are taking the new practices and if there are problems to be outcome. Much of what is currently known about sound HRM practice is based on behavioral science research—research designed to evaluate the effectiveness of specific practices through the analysis of “pre/post” and correlational data. For example, the training literature includes preand posttraining intervention studies.18 Measures of job performance (or some other reasonable dependent variable, say, the amount of knowledge possessed about a particular topic) are collected among a target group of employees before the group is exposed to a training program. Then, posttraining performance data are gathered and compared to the pretraining measures. (Dreher & Dougherty, 2001)

Employee Motivation

If InterClean wants to be successful, their new and existent employees need to be aligned with the company’s end state goals. It will be HR’s job to improve employee morale and motivation by hiring and retaining employees that will have a positive impact on the company. Finding and retaining motivated employees is often about identifying individuals who “fit” your company’s unique culture and who find the outcomes associated with high performance to their liking Thus, managing motivation would seem to require a full understanding of both the organization’s culture—the mix of role requirements and the rewards and penalties associated with various ways of behaving—and the values, interests, and needs of individuals. It is not just about understanding organizational and individual attributes, it is about understanding how the two sets of attributes interact. (Dreher & Dougherty, 2001)