本篇assignment代寫-人力資源戰略讲了從這些先決條件公司設計自己的戰略。在此基礎上，每個公司根據自己的需求和績效目標制定自己的戰略。下面詳細探討了這些問題(Ocasio, and Joseph, 2008)。公司確定的下一個戰略是五個重要的人力資源戰略。本篇assignment代寫由美國第一論文 Assignment First輔導網整理，供大家參考閱讀。
Third step is the gap analysis step (Collins, and Clark, 2003). This is a combination of developing the specifics and addressing the current vulnerabilities in the process. The specifics for the job and possible impediments are factored in while determining the gap analysis. Factors such as providing additional training would be considered to hiring newer employees. Personal goals of the employees would be aligned with the strategic objective of the company. This company is known for its scrutiny of the employees and also has a very stringent process to understand the vulnerabilities of the processes (Purce, 2014).
Devising the HR strategy
From these prerequisite companies devise their own strategies. From this each company devises its own strategy that is based on their requirements and performance objectives. These have been probed in detail in the following (Ocasio, and Joseph, 2008). Next strategy that has been determined by the company is five important HR strategies. They are
In this step the organization undertake a process where they evaluate the current employee potential and their ability to adapt to the newer surroundings (Hooley, et al., 2005). In this process, there is optimization of resources and some employees are also let go in this process. Within GE there is identification of the weak teams and also identification of high performance teams (Harris, and Ogbonna, 2001). Within the high performance teams there are a number of incentives that are given to the employees. For the lower performing teams there is initial training provided and these employees are eventually passed out by the company (Hooley, et al., 2005). There is a high level of scrutiny in this process.
Specifically the company provides the employees with GE workout process. This process has been created to ensure that the employees become lean, efficient and more productive to the organization. This is an opportunity for the employees to develop the necessary prerequisite for their jobs (Purce, 2014). This is to instill system oriented thinking, increase productivity, and reduce the barriers to the learning process by the employees. This process has proven to be advantageous for the company. Employees who are not able to meet to the demands of the company are eventually phased out by the company.
There is also ombudsperson policy that has been followed by the company where the employees can report any ethical or moral violation about themselves or their peers (Purce, 2014).