¶ … featured SYSCO's HR system. It will discuss which features add value to the system, as well as what challenges may occur in implementing this type of system in other organizations. And, it will conclude with a recommendation for a feature that would enhance their system.

SYSCO

What are the fundamental aspects of SYSCO's Virtual HR system that add value to the organization?

The fundamental aspects of SYSCO's Virtual HR system that add value to the organization include a variety of facets. First, is the ability for divisions to pick and choose which initiatives they feel are most valuable. Second, regional HR's ability to view how these initiatives are performing in other divisions, so they can make a better informed choice when choosing what may be appropriate for them. Third, is corporate HR's need to sell the programs they've developed to the regional divisions. This ensures that careful research goes into the development of each program and that corporate HR is certain that it will be of benefit and will be accepted regionally.

2.

What concerns would you have in implementing such a system in other organizations?

There are several concerns that arise when considering implementing this type of system in other organizations. To be successful, this type of system relies heavily on divisions being autonomous in other areas, in addition to HR practices. Divisions must be willing and able to be out from under corporate control, and corporate must be willing to let them choose their own strategies. This would be a dramatic change in culture for most organizations. In addition, the company would have to have a corporate HR department that was significantly skilled in thinking outside of traditional HR practices to develop innovative initiatives that would be attractive to divisions, while also having some sales skills to ensure that their initiatives are chosen.

3.

What other elements would you recommend to enhance SYSCO's HR system?

SYSCO's HR system appears to be quite effective, however, they may wish to enhance their program with a few elements. Acquiring initiative ideas from divisional HR teams and possibly adding these to the choice of initiatives for all of the divisions is one such idea. As mentioned, divisions often use other companies for benchmarking and are certain to come across new HR initiatives that could be useful for the entire organizations.

References

None.