Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from Essay:
The tourism activity requires clear quality standards that Hilton must meet. This business sector is more stable from this point-of-view than advertising. In other words, Hilton has an easier job than Interpublic Group in developing and implementing its strategy. Their strategies are based on different strategic objectives.
Interpublic Group must counteract the effects of various changes determined by the business environment. In order to reach this objective, the company must hire employees that are able to identify these effects and to develop strategies that the company can use in increasing its market share. Such situations are not frequent in the business sector of Hilton.
Another difference between the human resources strategy of these companies is represented by the motivational strategies that these companies use. These business sectors require different types of motivational strategy. The activity of Hilton requires employees that are able to follow the rules established by Hilton or by the industry in case. They are trained at improving the skills that allow them to achieve this objective.
This requires that Hilton develops its motivational strategy based on financial stimuli and other benefits. The packages developed by Hilton are intended to improve employee loyalty. Investments in training programs are also required. This is reflected in customer satisfaction.
The activity of Interpublic Group requires increased creativity. It is less likely that creativity can be improved by training programs. Therefore, the company must focus on other issues that can stimulate employees' performance. The motivational strategy at Interpublic Group must not be limited to financial aspects. The company must focus on satisfying higher needs in the case of talented employees.
The most important differences between the human resources strategies of these companies are represented by:
Different motivation strategies
Different types of required skills in accordance with their activity
Training programs approach
Focus on innovation
Different motivational factors determined by companies' activity
Decision making process
There are numerous factors that influence companies' human resources strategy. The leadership style is able to significantly influence this strategy and its effects on human resources. In the case of Interpublic Group, it is recommended to develop democratic leadership styles. The same leadership style can be successfully used in Hilton's departments. The motivational strategy is developed and implemented in accordance with the requirements determined by companies' activity. It is also important to focus on the needs of employees and to develop processes that allow them to involve in the decision making process. This is intended to increase employees' satisfaction. This also increases the efficiency and productivity of the company.
It is important that companies understand the impact that organizational culture has on their employees. In other words, it does not suffice to develop a human resources strategy oriented towards reaching the company's objectives. The HR strategy must be in accordance with the organizational culture of the company. The organizational behavior must support the HR strategy and must develop an environment that encourages and supports the activity of employees.
There are numerous types of HR strategies that companies can use. Some of them focus on the recruitment and selection process, some focus on training of their employees, while others focus on motivating them. It is difficult to develop a motivational strategy that works on most types of employees. Some companies prefer to offer packages with lower salary levels and more benefits, while other companies prefer to offer higher salaries, but reduced benefits. This is determined in accordance with the business sector of the company and with the objectives that employees must reach. The strategy must reveal the company's interest in developing an organizational culture.
1. Enhancing the Strategic Value of HR at Hilton Hotels' International Operations (2010). Hilton. Retrieved April 19, 2011.
2. Corporate Citizenship (2008). Interpublic Group. Retrieved April 19, 2011 from http://www.interpublic.com/corporatecitizenship.
3. Swart, J. et al. (2005). Human Resource Development. Retrieved April 19, 2011 from http://books.google.ro/books?id=WTuVmwHbNhYC&printsec=frontcover&dq=human+resources+strategy&hl=ro#v=onepage&q=human%20resources%20strategy&f=false.
4. Bohlander, G. & Snell, S. (2010). Managing Human Resources. Cengage learning. Retrieved April 19, 2011 from http://books.google.ro/books?id=J1MgADAhyr8C&pg=PA91&dq=human+resources+strategy&hl=ro#v=onepage&q=human%20resources%20strategy&f=false.
5. Lawler, E. et al. (2009). Achieving Excellence in Human Resources Management. Retrieved April 19, 2011 from http://books.google.ro/books?id=WZLCmYwZB7EC&pg=PA36&dq=human+resources+strategy&hl=ro#v=onepage&q=human%20resources%20strategy&f=false.[continue]
"Human Resource Strategies - Research" (2011, April 22) Retrieved October 27, 2016, from http://www.paperdue.com/essay/human-resource-strategies-research-196743
"Human Resource Strategies - Research" 22 April 2011. Web.27 October. 2016. <http://www.paperdue.com/essay/human-resource-strategies-research-196743>
"Human Resource Strategies - Research", 22 April 2011, Accessed.27 October. 2016, http://www.paperdue.com/essay/human-resource-strategies-research-196743
Human Resource Strategy Human resource departments are pivotal in streamlining business processes within professional organizations. Employee productivity, satisfaction, and interdepartmental interactions can be improved through progressive human resource strategies. As described in the materials "HCL Technologies: Employee First, Customer Second," a large Information Technology company, HCL makes innovative internal changes in order to keep up with growing demand, workforce expansion and ever-changing customer need. The changes implemented by Vineet, president of
Human Resource Management in Multinational Banks in Tanzania Realization of effective management of operations and resources in the financial institutions is a dream for most organizations globally. Providing services that aim at meeting consumer needs becomes a key determinant that influences the realization of the stated objectives. In specific, providing services that empower the employees ensure the realization of the planned objectives as it creates the desired organizational culture of excellent
Human Resource Strategies (internal/cost, External Cost, Internal/Differentiation, External/differentiation) Strategic Planning The internal/cost strategy for human resources aims at reducing the cost of certain processes within an organization so that, in an ideal situation, the amount of funding necessary to provide either a service or a product to a customer is significantly decreased. This strategy attempts to make an efficient use of virtually all internal resources, which revolves primarily about the deployment
Advantages of these strategy includes aspects like: diminished resistance to change, it allows for timely planning of human resources necessities, it reduces recruiting and training of employees when new technologies are introduced, employees become more sensitive to the issues regarding the company's development strategy, it significantly increases the reaction or adaptation capacity of the company to modifications determined by the market. The part of the human resources strategy that is oriented towards value brings into attention employees'
Each of these three components of human resource management has various strategies which enables an organization to accomplish it goals. For strategic job analysis, the most important human resource strategy is designing a job analysis program that helps in accomplishing the reasons and purpose for data collection. Designing such a program that achieves both of these goals is critical in strategic job analysis since different purposes necessitate the different information
human resource managers face in recruitment and selection. It also identifies some useful strategies on how to deal with such situations. Human resource managers play an important role in the organization of identifying successful candidates for recruitment. In the most fundamental sense the decision of whom to or not to select lies in the entire hands of the human resource management. The process of selection and recruitment, also emphasize
Human Resource in Aviation Industry Human resources are a set of individuals who make the workforce of an economy. Human capital is a term related to human resources, but to a narrow scope, the term relates to knowledge and skills of a worker. Human resource represents people, Labor, Manpower or talent. Companies view employees as assets, whose actions and skills add value to the organizations. Firms need to practice effective human