HR Final

HR Final Project Milestone One

Explain why the human resource function should be aligned with an organization’s strategic plan (use ideas from the Module One discussion on this topic).

There are number of reasons to align human resource function with organization strategic plan. Human resource function should be aligned with an organization plan as it enables organizations to achieve their vision. It enables HR department to know future direction of the organization and to have appropriate staff to run with it. It helps and ensures having right peoples with right skills and abilities at the right time in the right place (organization). Having right persons in the organization is essential for the development and success of the organization. It helps to know upcoming changes in the organization to train their men for organizational development. It keeps the organization up to date and ready to change according to the modern world challenges and requirements.

Human resource function alignment with organization’s strategic plan helps them to set long-term organizational goals and way forward to achieve them. It also ensures to follow policies, procedures and protocols in the organization. It enables them to align all other human resource activities with organization’s strategic plans.

Explain how current global conditions in Maersk’s industry impact human resource management practices within this organization (use ideas from the Module One discussion on this topic).

Maersk is a global organization, that’s why it can be affected by global industrial conditions. Maersk and its human resource management department remains aware of global conditions and its impacts toward them. Maersk has adopted flexible human resource management practices to adjust with modernly changing global conditions to avoid negative effects and stagnate human resource practices. Maersk keep on changing its human resource management practices according to the global conditions, requirements and challenges. As they change their recruiting practices along with passage of time to hire new and fresh employees and train them but they changed it due to employee turnover. Maersk randomly reevaluates its human resource management practices to run with current global conditions.

Compare and contrast recruitment and selection of internal versus external candidates in general.

Each recruitment and selection of internal and external candidates have advantages and disadvantages. However, the both are very important and necessary. But the important point is use of both recruitments for the benefit of the organization. Human resource management decide when to use internal or external recruitment and selection of candidates. As we saw in case of Maersk. They changed their practices of recruiting and selection of internal and external candidates for some reasons like training, development, retention, turnover and leftover etc. External candidates with appropriate skills and abilities are recruited and trained for specific job which can be expensive while recruiting internal candidates can be easier, inexpensive and beneficial in number of ways like retention and output etc.

External recruitment can bring out new ideas, new skills, new talent but it can take lot of time, efforts and money to train and familiar with the organization and its human resource management practices. While, internal recruitment may be far away from new talent and new ideas but can save lot of time, efforts and amount in shape of training and on job trainings and familiarity with the organization.

Describe how Maersk has recruited and selected new employees who were aligned with the organization’s vision and goals over the years.

Generally, Maersk hired fresh and untrained candidates to train them up to two years. Where it created a sincere belonging relationship with the organization and people work like a family atmosphere to work for long term basis. However, it also created employee’s turnover or left-over ratios. As they found any reasonable or better opportunity, they switch over to next organization. That’s why, Maersk brough changes to its recruitment policies to retain and recruit the right person.

Assess the effectiveness of its recruitment process and determine what changes if any you would recommend to improve employee success and retention.

Maersk recruitment process remained effective as they used to bring some useful and effective changes to improve employee success and retention. First of all, they brought, attraction through bringing right persons in the organization and attracted them to work in the organization. Secondly, identification of accurate needs and selection of appropriate candidates or talent with required capabilities and skills. They appointed right persons at the right time at the right place. Research and development are essential for effectiveness of recruitment process and retention of the staff to achieve its goals. Scenario planning is necessary for effective recruitment and successful retention. Finally, measuring performance on regular basis would bring recruitment process effectiveness and successful retention of the staff to have a bunch of talented and outstanding human resource.

References

Boris Groysberg and Sarah L. Abbott (2013), A.P. Møller - Maersk Group: Evaluating Strategic Talent Management Initiatives

Eric Krell (2015), Weighing Internal vs. External Hires. https://www.shrm.org/hr-today/news/hr-magazine/pages/010215-hiring.aspx

Andrea Disanferdin (2018), Human Resource Management. http://www.ijsrp.org/research-paper-0918/ijsrp-p8126.pdf