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Analyse the given case in terms of the following:
•    Major issues and challenges identified in Reorganizing HP.
•    Evaluate the impacts of Reorganizing HP to the corporate strategy.

Analysis of Different Types of Human Resource Strategies

The report mainly focuses on the different kinds of approaches related to human resource management which will be appropriate for effectively handling the various problems. The assignment will discuss the different issues which have been faced by the organization in such a manner that has reduced the overall efficiency of the firm in a negative way. In the case study, this was being seen that there were different kinds of leadership, cultural, decision-making and the other customer satisfaction issues which affected the overall profitability of the organization negatively.

Due to the inappropriate kind of leadership approach which was followed by Fiorina, this affected the overall appropriateness of the company in comparison to the other competitors in the technology industry. Moreover, with the reorganization of the structure of HP led to the different kinds of inappropriate kinds of activities that led to the overall decline in the organizational productivity in the organization. Additionally, due to the type of autocratic leadership, this created system of dependence among few employees who were not under the direct autonomy of the leader Fiorina. There was no such employee engagement among the employees working at HP as they were not given importance for making the decisions.

To reduce the different kinds of challenges faced by the company, there can be the introduction of the human resource strategies which will prove to be beneficial to handle the different types of issues faced by the employees, customers along with the entire organization to improve the situation appropriately. Albrecht et al. (2014) have commented that whenever the organizations want to develop the strategy, this is mandatory for the organization to analyse the different kinds of issues which are being faced by them along with understanding the position which is required to be achieved by them.

Furthermore, Wright, Coff and Moliterno (2014), has commented that human resource strategies mainly focus on the performance of the organization which will give a proper sight to systematic issues which will be impending the accomplishment of the different organizational goals. With the successful implementation of the critical methods of the human resource strategies, this will be helpful in improving the capability of the organization to become more innovative and gain the competitive advantage in the entire competitive business environment as well. Due to the centralization approach, the process of doing things changed and this affected the overall efficiency of the firm in a negative manner.

Tyson (2014), has opined that the human resource strategy affects the overall performance of the workforce that can positively impact the organization. The main aim and purpose of the research are that human resource strategy will be helpful in determining the different programs and systems which can be utilised by the company in such a manner that can improve the employee engagement practices and this can make the organizational activities more innovative as well. Proper planning is required to be done by the organization which will assist the business to plan for a better future. As commented by Wright, Coff and Moliterno (2014), the culture of the organization is expected to be analysed through proper leadership along with the implementation of the performance culture that will enhance the overall effectiveness of the organization in an appropriate manner (Taylor, Doherty and McGraw 2015).

The HR planning along with learning and development can be adopted by the organization which will improve the overall effectiveness of the organization. Moreover, the employee engagement is the other aspect which is required to be approved which will enhance the overall efficiency and the appropriateness of the organization to improve their position in the competitive business environment that can lead to positive performance management of the organization (Storey 2014). With the proper and suitable change in the talent management and the managerial approach, this can assist in managing the overall efficiency appropriately. There was inclusion of the external pressure along with dislike of change which adopted to the external and internal pressure wherein this affected the overall process of things in changing the overall efficiency in a negative manner.

There are different kinds of human resource strategies which can be considered for improving the overall appropriateness of the organization HP in the competitive business environment. The Human Resource Strategy mainly focuses on the overall performance of the organization wherein the holistic view of the different systematic issues has been considered as to accomplish the organizational goals. Through the successful implementation of the different kinds of methods, this will be able to improve the financial position of the organization in such a manner that will attain the designation of strategic management appropriately.

The main aim of the research is to gain a competitive advantage in the market in comparison to the other competitors present in the technology market. The competitive advantage becomes the output of consistently focusing on the human resource strategy which will prove to be appropriate for the implementation of the right kinds of resources which will help the organization in the strategic type of performance as well. By having and appointing the right individuals in the organization, the company will be gaining a competitive advantage over the others with a less productive workforce.

Talent- The talent management is the first aspect which can be adopted by the different organizations which represent the human capital of the company, and this is the crucial aspect for the business in an appropriate manner. The human resource department needs to forecast the staffing requirements of the business in the future which will help in retaining the best talents in the organization that will lead to the overall success of the organization in an appropriate manner (Snell, Morris and Bohlander 2015). The talent management is the most crucial aspect which is essential in nature that encouraged the overall appropriateness of the firm in a positive manner.

The most successful businesses need to hire and retain the best talents in the organization which will be beneficial for the overall success of the firm to gain a competitive advantage. In the particular aspect, the HRM department needs to identify the different competencies which are essential for the job such as the skills and abilities to perform the tasks effectively. Proper talent management is essential to be adopted by the HP wherein this will improve the overall appropriateness of the company in a positive manner.

Leadership- This is the second aspect in which leaders need to understand the different needs of the employees and to try to achieve the same within the specified time frame. The leadership of the company is represented and is likened to the head of the organization in an appropriate manner (Ployhart et al. 2014). The Human Resource Department plays a vital role in the leadership of the organization as this is tasked with finding the best and suitable executives to steer the business in the right direction.

 The leadership approach should be suitable for the functioning of the different activities in the organization which will positively benefit the various businesses. To perform the job effectively, the HR managers need to be active in an advisory capacity while engaging with the different other organizational leaders who will provide the inputs that will give a suitable direction for the company.

Planning- This is the third element which is required to be adopted by the organizations in such a manner in which the HRM department plays a vital role in helping the business to plan for the future (Paillé et al. 2014)2. Proper feedback is required to be taken from the different employees working in the organization which will benefit the overall effectiveness of the organization as this will determine the employee satisfaction while engaging with the other employees as their viewpoints should be provided with proper importance to accomplish the goals appropriately (Armstrong and Taylor 2014). The employees who are working in the organizations can provide valuable insights to the leaders of the business that can increase the overall profitability and productivity of the organization positively.

Performance Culture- This is the other element which is required to be analysed by the organizations as this will be beneficial for the developing the high metrics with high potential for gaining success in the competitive business environment (Nyberg et al. 2014). The HRM department plays a significant role in evaluating the performance metrics in such a manner which will be helpful in understanding the different kinds of evaluation of the performance in an appropriate way. The decision-making skills play a vital role in understanding the viewpoints of all employees which improved the organizational decisions in a positive manner.

 The primary role of the Human Resource Department is to motivate different employees to achieve the organizational objectives appropriately. The HRM needs to plan for effective training programs that will be beneficial for the overall development of the staffs which will be appropriate for the creating value in the organizational values (Bamberger, Meshoulam and Biron 2014). In the different organizations, the HRM strategies are the crucial aspects which are required to be followed in such a manner that can provide different competencies to schedule the various activities to achieve the objectives efficiently.

 In the case of Reorganizing HP, the leading human resource strategies that can be adopted by the organization are the following aspects:

Proper leadership approach is the first aspect which is required to be followed by the HP Company to become more appropriate. From the case study, this has been noticed that there have been leadership issues with Fiorina which affected the overall decision-making approaches of the organization in a negative manner (Marchington et al. 2016). With the adaption of the transformational leadership style, the employees of HP will be receiving a chance to steer the business in the right direction which will be essential for completing the job at the right direction as well (Baum 2015). Fiorina needs to consider all the employees from various departments in an equal manner as this will be appropriate for successfully handling the different operations.

Planning and the performance-culture are the other two elements which are required to be considered by HP Company as there have been different issues related to the biasness in managing the various activities (Brewster, Chung and Sparrow 2016). In HP, this was being noticed that the CEO Fiorina performed restructuring of the organization wherein the centralization caused the various departments to suffer from the particular aspect, and this affected the overall productivity of the organization. There was no such empowerment provided to employees, and this led to the total failure of the organization negatively as well (Jackson, Schuler and Jiang 2014).

There can be the inclusion of the employee engagement practices which can prove to be appropriate for providing satisfaction to the different employees working in the organization. Furthermore, the rewards and recognition can be adopted by the firm which will be beneficial on behalf of the employees to perform more effectively in the future (Chelladurai and Kerwin 2017). All the different employees are required to be engaged in the various tasks which are being conducted by them as this will help them in feeling connected with the working environment, and they will be finding reasons to work harder in the future as well (Gatewood, Field and Barrick 2015).

There can be the inclusion of the open culture in which there can be the promotion of the creativity and culture in such a manner that will improve the overall credibility along with building trust among the different employees efficiently working in the organization. All the employees from various departments are required to be socialized by the organization which will help them in adapting to the values of the company and ensure they are fit and they are getting all the support which is required (Deery and Jago 2015). With the open cultural attitude, this provides the employees with the chance to showcase their views and this can be beneficial for the growth of the firm as the joint effort can become more crucial and vital in solving the issues appropriately.

Furthermore, customer satisfaction is the other aspect which is required to be analysed by the organization in such a manner that will enhance the comfort of the customers appropriately. The satisfaction of the customers in the technologically advanced era is essential which will be beneficial for transferring the different information and readdress the various programs in such a manner that will provide an opportunity to the external stakeholders to become more convenient. Furthermore, HP needs to increase the budget of R&D which will be critical for the different companies which are dependent on technological advancement, and this will improve the public image of the organization in an appropriate manner (Cooke, Saini and Wang 2015).

Conclusion

Therefore, this can be concluded that there are different kinds of HR strategies which will be beneficial for the overall success of the firm in an appropriate manner. With the implementation of the different types of HR strategies such as talent management and decision-making styles, this will be enhancing the overall effectiveness of the firm. By developing a culture-based innovation and the appropriate leadership style can help in improving the efficiency of the firm in such a manner that will increase the satisfaction among the customers and increasingly enhance their public image in comparison to the other competitors in the market as well.

 Moreover, the HP Company needs to increase the R&D budget in such a manner wherein this will increase the ability to invent along with innovating the different aspects that will enhance the overall appropriateness of the organization effectively as well. Fiorina, the CEO of HP can adopt the transformational leadership approach as this will be focusing on the needs of all the employees, and the decisions will be considered efficiently that will enhance the satisfaction provided to the customers appropriately as well. There were couple of issues with the centralization of the departments in the organization which affected the effectiveness of the firm in a negative manner. Due to centralization, the departments were changed and all the employees di not have the power to take their decisions which led to the downfall of the company and there was employee lay off as well.

Furthermore, the talent management played a vital role in the organization which can be adopted by the HP Company in such a manner that will enhance the overall organizational effectiveness, and this will be driving success in all the aspects in the company which can be respected both internally and externally. Moreover, this has been analysed and noticed that the decentralized organizational structure benefitted few employees and demotivated the others who were not directly under the control of the CEO Fiorina. In such a scenario, the decision-making style is required to be changed in which this will be benefitting from the overall job satisfaction which will be provided to the employees in the organization appropriately. 

References

Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Bamberger, P.A., Meshoulam, I. and Biron, M., 2014. Human resource strategy: Formulation, implementation, and impact. Routledge.

Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015 reprise. Tourism Management, 50, pp.204-212.

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.

Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management. Routledge.

Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation. Human Kinetics.

Cooke, F.L., Saini, D.S. and Wang, J., 2014. Talent management in China and India: A comparison of management perceptions and human resource practices. Journal of World Business, 49(2), pp.225-235.

Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-472.

Gatewood, R., Feild, H.S. and Barrick, M., 2015. Human resource selection. Nelson Education.

Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56.

Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.

Nyberg, A.J., Moliterno, T.P., Hale Jr, D. and Lepak, D.P., 2014. Resource-based perspectives on unit-level human capital: A review and integration. Journal of Management, 40(1), pp.316-346.

Paillé, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), pp.451-466.

Ployhart, R.E., Nyberg, A.J., Reilly, G. and Maltarich, M.A., 2014. Human capital is dead; long live human capital resources!. Journal of management, 40(2), pp.371-398.

Snell, S., Morris, S. and Bohlander, G.W., 2015. Managing human resources. Nelson Education.

Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.

Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A strategic human resource management perspective. Routledge.

Tyson, S., 2014. Essentials of human resource management. Routledge.

Wright, P.M., Coff, R. and Moliterno, T.P., 2014. Strategic human capital: Crossing the great divide. Journal of Management, 40(2), pp.353-370.

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My Assignment Help. (2021). Reorganizing HP: Issues, Challenges, And Impacts On Corporate Strategy. Retrieved from https://myassignmenthelp.com/free-samples/fblt050-human-resource-management/overall-efficiency.html.

"Reorganizing HP: Issues, Challenges, And Impacts On Corporate Strategy." My Assignment Help, 2021, https://myassignmenthelp.com/free-samples/fblt050-human-resource-management/overall-efficiency.html.

My Assignment Help (2021) Reorganizing HP: Issues, Challenges, And Impacts On Corporate Strategy [Online]. Available from: https://myassignmenthelp.com/free-samples/fblt050-human-resource-management/overall-efficiency.html
[Accessed 05 March 2024].

My Assignment Help. 'Reorganizing HP: Issues, Challenges, And Impacts On Corporate Strategy' (My Assignment Help, 2021) <https://myassignmenthelp.com/free-samples/fblt050-human-resource-management/overall-efficiency.html> accessed 05 March 2024.

My Assignment Help. Reorganizing HP: Issues, Challenges, And Impacts On Corporate Strategy [Internet]. My Assignment Help. 2021 [cited 05 March 2024]. Available from: https://myassignmenthelp.com/free-samples/fblt050-human-resource-management/overall-efficiency.html.

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