Strategic Organization Initiatives vs Hr Approaches Essay Example

Strategic Organization Initiatives vs Hr Approaches Essay This paper will analyze two strategic initiatives of an organization and how they match up with the HR approaches. Many organizations realize that it is their people who bring them a competitive advantage in the marketplace. Well planned HR management policies and practices are one of the common denominators of successful organizations. Let us take a look at how two strategic initiatives of an organization play a role in HR management. First initiative is diversity. Most American companies embrace and encourage diversity amongst their employees. These companies believe that diversity brings different approaches to product development and leads the way to globalization; all of which manifests in profit. Second initiative is promoting health and safety at work. Unsafe work conditions or occupational health issues can impact an organization’s bottom-line. In many organizations, one of the major goals is to reduce occupational hazards, avoid injuries, and minimize manpower loss. HR must accommodate the needs of the organization. Ivancevich amp; Konopaske (2013) said, â€Å"today, because of the recognition of the crucial importance of people, HRM in an increasing number of organizations has become a major player in developing strategic plans and facilitating changes within the organization† (p. 8). ? Strategic Initiative 1: Diversity Companies realize that employing diversity at workforce will give them a better understanding of the demographics of the marketplace they serve thus creating a competitive edge for themselves. We will write a custom essay sample on Strategic Organization Initiatives vs Hr Approaches specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Strategic Organization Initiatives vs Hr Approaches specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Strategic Organization Initiatives vs Hr Approaches specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Ivancecich amp; Konopaske (2013) asserted that an increasing number of studies illustrated that diversity-friendly strategies have a significant impact on the end results (p. 50). Companies create an image of being socially responsible while increasing their profit margin by expanding their consumer base. HR approaches are diverted into seeking diversity in their candidate pool ensuring the workforce contains diverse employees. While seeking for diversity in a candidate pool, HR must create an environment for its diverse workforce that effective and non-discriminatory. Strategic Initiative 2: Promoting Health and Safety Safety hazards are anything such as an environment, material, or equipment that can potentially cause bodily injury or death. Health hazards are dangers to health resulting from continuous exposure to environmental pollutants, such as asbestos, radiation or fumes, or cigarette smoking, chemical abuse, or continuous use of equipment that gradually causes deterioration of health such as carpal tunnel syndrome. According to Bureau of Labor Statistics, â€Å"the overall rate of severe occupational injuries/illnesses remained essentially unchanged in 2011 at 117 cases per 10,000 full-time workers† (http://www. bls. gov/news. release/archives/cfoi_09202012. htm). A huge responsibility lays on HR management with the company’s strategic initiative of promoting health and safety at work. The HR approach should be to promote safety training and wellness programs. Although these are costly approaches, lack of them could be even more detrimental to company’s bottom line. HR must consider several issues as described by Ivancevichamp; Konopaske (2013): * â€Å"Are safety rules being observed? How many near misses have occurred? * Are safety guards, protective equipment, and so on being used? * Are there potentially hazards in the workplace that safety redesign could improve? * Are there potentially occupational health hazards? † (p. 539). Additionally, HR must have a preventative wellness approach to minimize any potential loss of work and protect company employees against recurring environmental culprits such as allergies and flu. Smoking cessation programs, free mammography are great HR approaches to maintain employee health. In order to minimize loss of work, large organizations maintain company medical offices where a full time nurse by stands. These offices provide flu shots or immediate intervention in providing medical care. Conclusion HR practices need to be aligned with the strategic initiatives of the organization. Employees’ safety and well-being is as important to an organization as creating a platform of diversity. While diversity provides a company greater reach in the marketplace, safe environment assures work continuation and less legal problems. Expanding market reach and safety at work both result in either dollars saved or dollars earned. When it becomes a strategic initiative for an organization to create diversity or safe workplace, HR becomes the most important function upon which to rely. Although, at times, it might be costly to maintain safety at work, provide initiatives for the well-being of employees, or create programs to integrate diversity at workplace, HR must continue to seek out opportunities that create a platform where company goals can be achieved. References Census of Fatal Occupational Injuries News Release. (2012, September 20). U. S. Bureau of Labor Statistics. Retrieved May 4, 2013, from http://www. bls. gov/news. release/archives/cfoi_09202012. htm Ivancevich, J. M. , amp; Konopaske, R. (2013). Human Resource Management. New York, NY: McGraw-Hill Irwin.

Attacks essays

Attacks essays Franklin Delano Roosevelt and George W. Bush are presidents who faced markedly different times, economic issues and social concerns. However, they have one tragic fact in common: they were both sitting presidents when the United States experienced surprise attacks from countries or entities outside the United States. Roosevelt was President during the attack on Pearl Harbor on December 7, 1941, and Bush was president on September 11, 2001, when the terrorist organization al-Queda attacked New York City and Both incidents resulted in the United States going to war with wide support from the American public, and allegations have since arisen that both presidents knew about the likelihood of the attacks before they There's no doubt that both attacks came as a complete surprise to most people. Roosevelt called the attack on Pearl Harbor a day that would live in infamy, and the immediate circumstances surrounding the attack certainly supported that view. The attack made it impossible to not declare war on Japan, and since Japan had signed an agreement with the Axis Powers, this meant we were also at war with Germany and Italy. After the attacks of September 11, 2001, the great majority of American realized we had experienced a terrorist attack, which made it unclear at first just whom we should declare war on. In some ways the 2001 attack was even more outrageous to Americans than the Pearl Harbor attack in 1941. In 1941, Japan had chosen military targets. In 2001, al-Queda hit only one military target which resulted in a small minority of the casualties compared to the thousands of people who died in New York City when they attacked civilian targets. By September 15th, formal opinion in the government had formed that the terrorist group al-Queda was behind the attacks as they had claimed. President Bush's administration had already made it clear that we...