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Organizational HRM and Business Strategies

You have just been hired to consult with a new client organization. This organization is similar to others for whom you have served in an HRM consulting role and experiences many of the same problems and situations that the other organizations have had. You have a wealth of knowledge about other organizations' HRM strategies. Describe your approach to this new client in terms of relying upon knowledge you have gained working with other similar situations.
Write a two to three (2-3) page paper in which you:
1. Identify the areas of overlap in the new client organization with others that you have had as clients. If you have limited experience with these types of problems, be sure to research common issues to complete this question.
2. Explain the ethical dilemma(s) that may arise if you use your expert knowledge of other organizational HRM strategies with the new client.
3. Discuss your approach to customizing HRM strategy to business strategies.
4. Emphasize the importance of establishing HRM strategies to improve a competitive advantage.
5. Use at least three (3) quality academic resources in this assignment.

Solution Preview

As the newly hired HR consultant for the new client, it is good to establish the overlapping issues and problem areas that the client may have for which you have experience and expertise in resolving from previous clients. The initial consultations with the client in the begging phase will be to identify some of these key concerns (Cohen, 2009).

For this client, the overlapping HR issues are; talent acquisition, retention, morale, and training. We will address each specific area briefly to describe some of the problems the client is facing and demonstrate the areas that we will work to find solutions.

The first area of concern for the client is talent acquisition. Over the past 5 years, the client's management team has found it increasingly hard to fill key positions in the organization at the exempt and non-exempt levels as employees have retired or left the company for different reasons. For this client, we will have to carefully evaluate their current hiring strategy and help them develop a more aggressive approach to talent acquisition that allows them a competitive advantage over their competition (Cohen, 2009).

Next is the focus on employee retention. One of the identified reasons that the company needs consultation is due to the continued issues it is facing in retaining its top talent. Many are leaving as a result of discontent. In other cases, employees are leaving in pursuit of a better opportunity. It will be our job as consultants to identify the root cause of the employee's discontent and also establish why our client is struggling to hold on ...

Solution Summary

As the newly hired HR consultant for the new client, it is good to establish the overlapping issues and problem areas that the client may have for which you have experience and expertise in resolving from previous clients. The initial consultations with the client in the begging phase will be to identify some of these key concerns (Cohen, 2009).

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