Analyzing Heilind Electronics Human Resource Strategic Partnership Proposal

Heilind Electronics Human Resource Strategic Partnership Proposal Heilind Electronics is one of the prevailing distributors of switches, thermal management, connectors, and circuit manufacturing products, wiring components and insulation products across the globe. In particular, the company is the biggest business in North America that has inventory of connector products. In the contemporary, the company has an excess of 30 locations in the United States, Canada, Hong Kong, Mexico, Singapore and Brazil.

In addition, this service linkage incorporates seven different centers of distribution that place the inventory of the company within just one day of shipping for 90% of its consumers. This particular paper encompasses a human strategic partnership proposal. It will delineate three key business challenges and thereafter propose different human resource initiatives to address the challenges ascertained.

In addition, an evaluation plan that will take into account the proposed actions ascertained will be discussed Identification of a Minimum of Three Primary Business Challenges/Objectives The following are some of the challenges that Heilind Electronics faces: 1. The company aims to increase its market share in the industry. In the contemporary, the company faces a great deal of competition in the electronics business and therefore faces a considerable challenge of attaining a considerable market share in the industry.

The objective of the company is to increase this to farther regions and expanses in the globe as a large corporation. 2. Another challenge that can also be perceived as an objective is the company aiming to increase the number of sales in the forthcoming financial years. For instance, the company aims to have 15% increase in its sales volume in the coming financial year and an additional 5% the following two years after that. 3. Lastly, the company faces the challenge and objective of enhancing customer service and retention.

The company plans on ensuring that the service rendered to its consumers is ranked at 90% and upwards. It also plans on retaining its consumer base (Hernandez et al., 2009). Proposed Human Resource initiatives to address the challenges / objectives identified One of the challenges and objectives of the company is to attain a greater market share. To begin with, it is imperative to note that the company can only attain such goals if it has a competitive advantage (Fottler, 2002).

In order for the company to improve human resource wise, it is important to understand the importance of developing human capital. This is achieved by effectively leveraging Heilind's human capital to attain its strategic business goals (Fottler, 2002). One of the approaches in this initiative is to have more coaching and also employee development. It is imperative for Heilind to be perceived by all other parties as the employer of choice that is enthusiastic in investing not just money, but also time to incorporate career development programs.

The second aspect is to improve the technology that the company has for recruiting and screening its prospective personnel. This is imperative as it will result in top rate staff and personnel, in addition to distinctive candidates who can undertake specialized roles and spearhead the company to greater heights. The company also ought to lay emphasis on financial well-being of its personnel by handing them the components and services to assist them in making better and wiser financial decisions (Fottler, 2002).

With regard to customer service improvement and customer retention, it is imperative to note that customer satisfaction begins with human resource. The HR initiative that will be employed in this aspect will be the implementation of a customer-service training exercise. In particular, the company will train its employees on the difference of providing bad and good customer service. In particular, these training exercises will be performed and participated by all employees within the organization (Wright and McMahan, 1992).

This initiative is recommended for the reason that it is fun but largely to place emphasis on teaching the trainees or the employees a vital lesson, which is that customer service, is vital for the survival and long standing success of the company. These training and coaching activities will provide the personnel with the skills and the tools required to not only develop, but also nurture and mature constructive and long lasting relationships with consumers (Wright and McMahan,1992).

The other challenge that the company faced was to increase the sales generated in a fiscal year in the different markets that it is in operation. The initiative taken into consideration is the transformation of human resources into a business function that has immense revenue impact (Bamberger et al., 2014). One of the strategies in this initiative is to hire better sales persons.

In particular, it is proposed that Heilind Electronics should analyze its prevailing sales hiring procedure and thereafter reengineer in, in order for the company to measurably ascertain and determine better sales representatives and hire them. Another strategy is for the company to undertake targeted recruiting away from its competitors (Bamberger et al., 2014). This is recommended largely for the reason that recruiting talent away from the company's direct competitors instigates a high return on investment as their sales will decrease and that of the company will increase.

More so, HR needs to work in tandem executives, the chief financial officer (CFO), and risk management to ascertain and then place in order the specific business units that create the most revenue (Bamberger et al., 2014). Evaluation Plan The selected personnel will thereafter be given a-two-week training on what the business expects of them. This initial training will be done in-house. However, external training will be provided on aspects such as employee safety and legal regulations.

The organizational culture instated in the business will ensure that every member of the staff is communicated to their personal responsibilities through a company work board. This training exercise will make them become acquainted with what is required of them It is imperative to evaluate any proposed initiatives and strategies in order to ascertain as to whether the company is making progress. In this case, the evaluation plan of the company will encompass a number of approaches.