The company where I work is corporate-managed, and Human Resource Management (HRM) is a complete discipline that promotes both employee well-being and strategic alignment with business goals. This dual approach helps organizations succeed by successfully managing their personnel and ensuring that human capital contributes optimum to competitive advantage. My organization’s HRM practices match its strategic approach, demonstrating the link that strikes to generate employee happiness and corporate effectiveness (Purcell, J., 2014). The organization’s human resource management approach stresses people as its most significant asset, with an emphasis on recruiting, onboarding, and skill development.  It undertakes personality assessments, background checks, and peer reviews to recruit qualified individuals.  Onboarding training facilitates easy integration by helping new workers to grasp the company’s vision, and objectives, resulting in increased retention.

The organization goes beyond administrative duties by closely connecting HR practices with its long-term goals, resulting in competitive advantage, operational excellence, and economic success. One method is strategic workforce planning, which systematically assesses staff requirements using corporate predictions, demographic analysis, and skill gap evaluations. This proactive planning guarantees that talent acquisition, deployment, and development programs are anticipatory rather than reactive, which increases agility. The firm invests in technology to make it easier to manage personnel and oversee the yearly corporate objectives, as well as to increase staff skills, which improves client satisfaction.

Reference:

Purcell, J. (2014). The impact of corporate strategy on human resource management. In New Perspectives on Human Resource Management (Routledge Revivals) (pp. 67-91). Routledge.https://www.routledge.com/New-Perspectives-on-Human-Resource-Management-Routledge-Revivals/Storey/p/book/9781138824621