M2 Discussion Post Response #2_HRM599
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MOD2DP_5992.docxHR as a Competitive Advantage
Sherah Israel posted May 24, 2020 8:33 PM
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Due to the significant impact COVID-19 has on many of us, organizations are navigating the world with either essential or non-essential mindset. Businesses that are essential are still able to provide services that most will need or utilize. Being essential during a pandemic is a key competitive advantage that not all organizations will have. The government contractor I work with is essential to providing critical infrastructure employees which provide assistance and products necessary to reinforce the security measures of the Federal Government and Military (Lockheed Martin, 2020). The idea that certain employees are essential to the nation is not a new idea (Kane, 2020).
The organization has set itself up to work as a contractor of services for important clients as the Federal Government and U. S. Department of Defense (DOD). In this time of a pandemic the Federal Government and DOD are still operating so the work in the organization is still needed. The need of work for the organization continues which then continues to provide employment for the employees. Having a workforce that resumes in vital work when most of the workforce is staying at home, yields an immense competitive advantage.
The HR department has a partnership within the organization with key stakeholders which play an important part in the competitive advantage. HR must have a seat at the decision making table in order to make influence in the organization (Davis, 2017). The organization is strategic regarding HR professionals in the company. As an HR Business Partner since the organizational workforce is still resuming in providing service, I continue to support the employees and management in deliberate steps to help with keeping the company competitive. Some of the strategic steps that HR is taking is creating and implementing policies and procedures related to COVID-19 which allows for employees to stay safe at work or at home while still providing a vital service. Since jobs are still available, recruitment is another strategic aspect of HR that allows for hiring and retaining top talent that will then continue to help the organization produce key products and support of a necessary critical infrastructure workforce.
References
Davis, P. J. (2017). How HR can create competitive advantage for the firm. Human Resource Management International Digest,
25(2), 4-6. doi: http://dx.doi.org.ezproxy.trident.edu:2048/10.1108/HRMID-09-2016-0122
Kane, J. W. (2020). COVID-19 is a chance to invest in our essential infrastructure workforce. Washington: The Brookings Institution.
Retrieved from https://search-proquest-com.ezproxy.trident.edu/docview/2388507501?accountid=28844
Lockheed Martin. (2020). Supporting Our Suppliers; Customer Notifications. Retrieved from
