Human Resource Management: Final Project Milestone Submission

Final Project Milestone One

Laveda Mitchell

9/13/2020

Sothern New Hampshire University

Human Resource Paper

Part 1

Q1

An organization should consider aligning the human resource function with the strategic plan because human resource represents people responsible for implementing the set plan (Lucidchart, 2020). The core of an organization is the employees and the other senior staff and must be in the strategic plan. Aligning the human resource to strategy ensures that the employees with the required skills are hired and flexible to handle future expected changes. The strategic plan should include training and development of employees’ careers that would help attract talented employees for the organization to succeed and retain them. An organization should include human resources in strategic planning to ensure that the culture is on the check by providing a forward-thinking professional development that prepares employees for future responsibilities.

Q2

The Maersk industry's current global conditions real affect the management of human resource because the company hires employees from different countries and with multiple cultural backgrounds. The other training issue is also of concern where the global firm usually offers training to employees to ensure uniformity in skills and expertise. The current Covid-19 pandemic affected all countries globally, and some countries were more affected, and travel regulation issues are implemented in different times. The company adhered to the travel restrictions to limit the spread of Covid-19 and has temporarily closed its offices, and their employees are working from home (Soegaard, 2020). The Danish government's gradual opening of the economy loosening the travel restrictions has pushed Maersk to advise the employees in Copenhagen to begin reporting to offices gradually. However, employees in other nations are still working from home. The management of employees changed due to the restrictions and policies in different countries.

Part 2

Q1

Internal and external hiring usually occurs in most organizations, and the differences on their implementation and the impact on the organization. One of the importance of internal hiring is that the employer already know the culture fit, and for the external hiring comes with new ideas and perspectives that are good for growth (Robyn, 2017).

Differences

Internal hiring of employees incurs low costs because inductive training is unnecessary. On the other hand, induction training is mandatory for external hiring since the candidates are new in the organization and understand the culture. Internal hiring is faster than external hiring because external recruitment requires advertising, inviting application, screening of application, shortlisting, examination process, and interview. External recruitment also has to perform training and testing (Surbhi, 2015). External recruitment is also conducted based on merit and qualification while the internal hiring relies on merit and seniority. Internal recruitment is restricted and hinders new talents to the organization but on the other hand, external hiring hopes for competent and talented individuals from outside.

Q2

Over the years Maersk have practiced the idea of hiring and training employees who are inexperienced with the objective of subjecting them to a two-year training to ensure that they are aligned to the organization goals and vision. The strategy was to ensure that fresh talents are mentored and developed to ensure the high retention rate.

Q3

Maersk should consider hiring graduate employees direct from institutions and subject them into on-the-job training. The training should be conducted every year to ensure that their skills are improved to meet the changing market skills. The employees should be motivated through promotion after their good performance, increasing their retention and growth.

References

Lucidchart. (2020). Aligning Human Resources and Business Strategy. Lucidchart. Retrieved 15 September 2020, from https://www.lucidchart.com/blog/aligning-human-resources-and-business-strategy .

Robyn, K. (2017). Difference Between Internal & External Recruiting. Trusted Employees. Retrieved 15 September 2020, from https://www.trustedemployees.com/learning-center/articles-news/the-difference-between-internal-and-external-recruiting/#:~:text=Internal%20recruitment%20is%20a%20process,suitable%20applicant%20outside%20the%20company.&text=Internal%20%26%20External%20Recruiting%20are%20possible,it's%20all%20up%20to%20you .

Soegaard, K. (2020). Maersk Tankers response to coronavirus. Retrieved 15 September 2020, from https://maersktankers.com/media/maersk-tankers-response-to-coronavirus .

Surbhi, S. (2015). Difference Between Internal and External Recruitment (with Comparison Chart) - Key Differences. Key Differences. Retrieved 15 September 2020, from https://keydifferences.com/difference-between-internal-and-external-recruitment.html .