Human Resource Selection Nelson Education -Myassignmenthelp.Com

Question: Discuss About The Human Resource Selection Nelson Education? Answer: Introducation From the preliminary linkage map, it could be understood that the external environment including the political, social, economic factors were considered for developing an useful corporate strategy. The internal environment consisted of the culture and workplace conditions at Starbucks, which could allow the individuals working at Starbucks to work as an unit and plan for the implementation of strategies. Based on the implementation of the business unit strategy, the planning for human resources management helped in understanding the needs and preferences of the employees. The business unit strategy was implemented to create appropriate job interface and design that were further supported by the laws, rules and regulations of the employment practices. By planning the human resources management properly, it has created ease to manage the staffing process and the performances of the workers are measured as well. Understanding the strengths and weaknesses of the employees has facilitated the training sessions provided to them for enhancing their skills, knowledge and experience (Gatewood, Field Barrick, 2015). The compensation and other that should be provided to the employees were evaluated, which was made possible by integrating the HR information system with the HR planning and employment laws. The linkage framework also has helped Starbucks to manage the HR system aligned with the business goals and objectives, which has maintained a high performance working system and resulted in both HR effectiveness and enhanced business performance as well (Buller McEvoy, 2012). HR functions contributing to the organisational growth and development To manage and implement the strategies properly, Starbucks has developed a top management team by engaging all the employees together. The linkage map was utilized for developing and implementing the business unit strategy through management of corporate strategies and by assessing the external and internal environmental factors too (Becker, Huselid Ulrich, 2001). Another HR function includes the cooperation and involvement during the development of effective programs for providing training and developmental opportunities to the employees. Performance appraisal is an essential aspect of the HR planning, which has helped in managing the job profiles, designs and even implements employment laws to ensure maintaining good workplace conditions and proper benefits provided to the employees (Alfes et al., 2013). The HR planning combined the employment laws and HR information system to manage the staging process and even provided rewards to them for keeping them motivated and encouraged to perform to their potential for enhancing the business performance. The labor relations were managed through proper HR planning to maintain good relationship between the employer and employees of Starbucks too. The strengths and weaknesses of the employees were understood, based on which, necessary training programs were introduced to make them sharpen their skills, knowledge and expertise (Jiang et al., 2012). Other than these benefits, the various HR departments at Starbucks functioned properly, which kept the employees satisfied and at the same time, allowed the company to meet the strategic and financial goals and objectives with ease and efficiency. All these HR drivers have helped in better alignment of HR strategies with the organizational goals and objectives and even engaged the employees, which made them work together, as an unit (Gatewood, Field Barrick, 2015). References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Becker, B., Huselid, M. A., Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston, MA: Harvard Business School Press. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Gatewood, R., Feild, H. S., Barrick, M. (2015).Human resource selection. Nelson Education. Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance.Human Resource Management Review,22(2), 73-85.