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QUESTION: PLEASE RESPOND TO PEER BELOW

Describe major differences between traditional HRM and strategic HRM;
Human Resource Management (HRM) is simply the process of managing human resources, in a systematic way. It is a practice devised to maximize the performance of employees, i.e. to make them more efficient and productive. It is concerned with the application of principles of management to manage organization personnel while paying attention to the policies and systems of the entity. It entails the best possible use of the limited skilled workforce of the organization. HRM consists of human-oriented activities like recruiting, training and development, performance appraisal, safety and health, industrial relations, and so on. It facilitates adjusting human resource policies and practices with the strategies of the organization, whether corporate or functional.
Strategic Human Resource Management (SHRM) is a function of management that entails the development of policies, programmers, and practices related to human resources, which are then aligned with business strategy, so as to achieve strategic objectives of the organization. Its primary purpose is to improve the performance of the business and maintain a culture that encourages innovation and works continuously to gain a competitive advantage. The aim of SHRM is that companies must adjust their HR strategy within the periphery of overall business objectives, thus ensuring that HR practices are in tune with the strategic objectives of the organization. It lays down a clear corporate strategy and vision for the future. A major pro of strategic human resource management is that it ascertains and analyses external opportunities and threats to the business organization.
Explain which types of organizations (if any) will traditional HRM fit most and which types of organizations (if any) will strategic HRM fit most? Explain why.
The types of organization that fits the traditional HRM most are functional, divisional, and matrix organizational structures, which have hierarchical and centralized departments, where the HRM process is reactive, and staff specialists manage the human resources.
On the other hand, the types of organizations that fit the strategic HRM most are horizontal, flat, team-based, and networked organizational structures, which do not have hierarchical and centralized departments, where the HRM process is proactive, and line managers manage the human resources.
Traditional Human Resource Management (HRM) concentrates more on fulfilling their narrow mandates and carrying out core human resource activities. It is unlike strategic HRM, which integrates and aligns its activities with the business strategies in order to achieve organizational goals.
Provide an example of one particularly successful strategic HR function in YOUR organization. If no example like this can be provided, suggest ONE strategic change in the HR functionality that can benefit your organization.
The functions of a human resource manager include planning, staffing, developing, maintaining, monitoring, managing relationships, evaluating, managing change, etc. At the peak of the COVID 19 pandemic, the organization was losing staff to other industries and competitors who are offering higher pay and better working conditions. HR was tasked with coming up with a strategy to keep top performance and stop the high turnover rate at mid-management levels. HR determines that a market adjustment is necessary as the most recent one was 3 years ago. HR professionals are key in this process. HR professionals assist managers in determining the functions the organization needs to be performed, the best organizational structure, the market-clearing price for such job functions, and ways to communicate the compensation scheme so that employees perceive it as equitable and so that it encourages their high engagement and high performance. HR determines that medical receptionists, medical assistants, nurses, practice managers all need market adjustments. Every other staff also gets a 3% one-time bonus award. There are certain criteria to be met such as having a minimum of 1000 worked hours in the fiscal year to be eligible for both market adjustment and the bonus award.
Reference:
Ulrich, D. (1998). A new mandate for human resources. Harvard Business Review, 76, 124–134.
SHRM January 12, 2018: Building a Market-Based Pay Structure from Scratch

Critical thinking exercise : The Swatch Group and Cultural Uniqueness

With the Hayek family controlling nearly 40 percent of The Swatch Group, how do you think the family influence impacts the type of corporate culture in the company? What about the company’s international culture being impacted by the Hayek family?
Many of the Swatch brands have become cultural icons among a strong core following of customers in the global marketplace. Some even talk about the “Swatch Revolution” that began when Nicolas Hayek founded the company. Why do you think Swatch has such a strong cultural following?
Instructions :
Original threads should be at least 250 words. The thoughts and opinions expressed in your thread need to be substantiated by research and literature (from the textbook or outside sources). All references should be in correct APA style. While this is a formal discussion environment, you are allowed to use the first person perspective in all your posts since you will be expressing your personal opinions. All original threads should: Bring clarity to the issues being discussed. Raise new and novel (yet relevant) points. Relate issues to personal experience. Rationally defend your stated position.

PEER Response to my question

Management Assignment Help PLEASE RESPOND TO PEER BELOW.(and include 1 reference)
Human Resource Management (HRM) is simply the process of managing human resources, in a systematic way. It is a practice devised to maximize the performance of employees, i.e. to make them more efficient and productive. It is concerned with the application of principles of management to manage organization personnel while paying attention to the policies and systems of the entity. It entails the best possible use of the limited skilled workforce of the organization. HRM consists of human-oriented activities like recruiting, training and development, performance appraisal, safety and health, industrial relations, and so on. It facilitates adjusting human resource policies and practices with the strategies of the organization, whether corporate or functional.
Strategic Human Resource Management (SHRM) is a function of management that entails the development of policies, programmers, and practices related to human resources, which are then aligned with business strategy, so as to achieve strategic objectives of the organization. Its primary purpose is to improve the performance of the business and maintain a culture that encourages innovation and works continuously to gain a competitive advantage. The aim of SHRM is that companies must adjust their HR strategy within the periphery of overall business objectives, thus ensuring that HR practices are in tune with the strategic objectives of the organization. It lays down a clear corporate strategy and vision for the future. A major pro of strategic human resource management is that it ascertains and analyses external opportunities and threats to the business organization.
Explain which types of organizations (if any) will traditional HRM fit most and which types of organizations (if any) will strategic HRM fit most? Explain why.
The types of organization that fits the traditional HRM most are functional, divisional, and matrix organizational structures, which have hierarchical and centralized departments, where the HRM process is reactive, and staff specialists manage the human resources.
On the other hand, the types of organizations that fit the strategic HRM most are horizontal, flat, team-based, and networked organizational structures, which do not have hierarchical and centralized departments, where the HRM process is proactive, and line managers manage the human resources.
Traditional Human Resource Management (HRM) concentrates more on fulfilling their narrow mandates and carrying out core human resource activities. It is unlike strategic HRM, which integrates and aligns its activities with the business strategies in order to achieve organizational goals.
Provide an example of one particularly successful strategic HR function in YOUR organization. If no example like this can be provided, suggest ONE strategic change in the HR functionality that can benefit your organization.
The functions of a human resource manager include planning, staffing, developing, maintaining, monitoring, managing relationships, evaluating, managing change, etc. At the peak of the COVID 19 pandemic, the organization was losing staff to other industries and competitors who are offering higher pay and better working conditions. HR was tasked with coming up with a strategy to keep top performance and stop the high turnover rate at mid-management levels. HR determines that a market adjustment is necessary as the most recent one was 3 years ago. HR professionals are key in this process. HR professionals assist managers in determining the functions the organization needs to be performed, the best organizational structure, the market-clearing price for such job functions, and ways to communicate the compensation scheme so that employees perceive it as equitable and so that it encourages their high engagement and high performance. HR determines that medical receptionists, medical assistants, nurses, practice managers all need market adjustments. Every other staff also gets a 3% one-time bonus award. There are certain criteria to be met such as having a minimum of 1000 worked hours in the fiscal year to be eligible for both market adjustment and the bonus award.

I’m working on a powerpoint presentation and need an explanation and answer

Dear students, please prepare a Power Point presentation titled “Corporate Social Responsibility (CSR) – corporate fashion trend or real instrument for correction of negative spillover effects”. Each one of you should choose one well-known (Fortune 500 for instance) multinational corporation and should analyze its current CSR policy. You should describe it in detail and provide examples.
At the end of the presentation you should try to assess up to your personal understanding and opinion if CSR is only a PR-trick or a real corrective measure for the negative spillover effects from the activity of the respective company.

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