Siemens’ Strategic Human Resource Outcomes
Strategic Human Resource Management (SHRM) is an important practice for attracting, training, developing, rewarding and holding the employees for the advantages of both organization and its employees. In an organization, strategic human resource management can be seen as the major contributor to the success of organization. It uses the opportunities and talent in the human resource department to make the organization more effective and stronger. If the company strategically creates its plans for its human resource activities like; training, recruitment and selection on the basis of its goals, it ensures higher chances of success to the organization. This paper includes various aspects of strategic human resource management, which are analyzed from the given four case studies. The case studies are related to different companies and different issues like; recruitment, training process, job analysis and job description.
In the first case study, Siemens is using a strategy oriented human resource system, which includes various effective human resource policies and competencies. Second case study includes the appealing and critical elements of the workplace at Global Software Solutions. The working environment at GSS is very easy and comfortable. Furthermore, there is the case study, which states the problem of job description and job analysis at the Alpha Air Filter Company. The company did not create the job description and conduct the job analysis earlier. So, this report suggests the ways to develop the job description and job analysis, by considering all major component of a particular job, like; duties, roles, responsibilities and requirements for that job. The last case is concerned with the way of working and training process. The company does not have guidelines and manual for training. All the departments are working in their own way and it is increasing the costs of the company. So, this analysis provides the suggestions for improving the working environment and training process at Van Agt.
As mentioned in the given case study, Siemens is a 150 year old German Company which is focused on the electrical products. Currently, this organization has diversified its operations in the engineering, software and services. It is operating its business globally also with more than 400,000 employees, who are working in 190 countries. At Siemens, Human resource management is playing an important role. It uses the system by combining the classroom and apprenticeship training to help the employees. It also provides continuous learning and management development. By looking at the following questions, it can be understood that company is focusing on the development of its employees and motivating them.
In an organization, there are two types of outcomes. One is general outcome and another is strategic human resource outcome. General outcomes are like; performance of organization, organizational effectiveness and well-being of employees. Human resource outcome are related to the people management in the organization, which contribute to the success of an organization. These strategic outcomes help the company in making changes in the organization and affect its growth positively.
For this case, there are four strategically required organizational outcomes. One outcome is managing the team work. It is very important for the organization to get success. The reason behind this is the enhanced productivity by the existence of unity in the market. If everyone performs as a team and focuses on the mission and vision of organization, then the employees and managers will have a sufficient time for arriving at the agreement, when the significant decisions are made (Deb, 2006). Siemens is providing a better environment for the team, so they can interact with each other freely.
Siemens’ Required Workforce Competencies and Behaviors
The second strategic outcome is high technology and products. The company in the case, i.e. Siemens had founded 150 years ago. Implementing high technology in Siemens’ business allow the employees to develop their knowledge continuously. The most significant thing is, which the Siemens offer its employees continuous training, education and development. This organization is also providing training to its employees for their tasks, which are new for them. This will help the organization in motivating the people to learn about their job and it will also enhance the brand reputation of the company.
Another outcome is the global expansion of products and services. Siemens wishes to expand its business globally and wants to gain the competitive advantage in comparison to other company, so the culture, languages and nationalities, which is showed by the employees, is the most expensive asset (John, 2015). Human resources of the Siemens understand their roles and responsibilities, which is recruiting a right person for right position.
Last one is providing effective services to the customers. This organization understands the importance of the customers, so it is conducting research regularly to develop new products and services to maximize the needs of customers. Siemens try to provide effective services to all the customers for creating good and closer relationship with the customers.
There are four competencies and behaviors, which are required. When the organization will produce high tech products, it will require trained people. The company has to train the individuals to provide better customer service. Another behavior and competency is to make the employees feel that they are part of strong organization (Armstrong, 2006). There may be need of learning environment, so people in the organization can learn new things openly. At Siemens, there will also be a need of diversified team and cross cultural experience to deal with the globalization. The organization should conduct training and development programs generating and enhancing these competencies and behaviors in the employees. An effective training program can develop new behaviors to understand the working environment and other required factors of environment, like; cultural diversity, ethics, code of conduct etc.
These competencies and behavior of the employees will assist in focusing on the collective strategic objective of the organization (Phillips, 2014).
Human resource policies and systems are the guidelines to the model, which an organization wishes to adopt for managing the people in the organization. These policies are used to assess, hire and reward the employees. The organization should organize these policies in an easy form, so they can serve many misunderstanding between employer and employee about their obligations and rights in the working environment.
Recommended SHRM Policies for Siemens
Implementing some effective human resource policies and systems will help Siemens in achieving its strategic objectives (Kumari, 2012). The company has a good work-life balance, so the employees enjoy working with it. Applying effective human resource policies in the organization will improve the efficiency and effectiveness of the organization’s operations.
Siemens should institute some effective HR policies and system to help the human resource management contribute to its strategic goals (Kelliher, Mankin, & Truss, 2012). Siemens should implement training and development programs to assist the employees to learn continuously through a classroom setting and apprenticeship training to provide technical training. Apprentice training should focus on the candidates, who want to earn money with their studies. In this training, the communication skills and ability of effective team work should be improved to be excellent.
It should provide continuous education and learning to enhance the required skills and abilities for global teamwork and to support the employees feel that they are an important part of the organization (Porter, Bingham & Simmonds, 2008). The HR team at Siemens should provide the on-the-job training to the employees, in which the supervisors should watch the employees when they are working on their job and train them if they will make any mistake.
The third one is that the organization should enhance internal selection procedure that focuses on the cross cultural experiences and cultural diversity (Janssens & Steyaert, 2009). Last one is that the Siemens should develop the human resource activities, which focus on building transparency, openness, fairness and it should support the cultural diversity. The company should create a strategic map, which should answer some specific questions, which are given below:
- What overall objectives Siemens want to achieve?
- What should the company do operationally to attain its objectives?
- What attitudes and behaviours of employees will generate the above-mentioned strategic outcomes?
Thus, all these policies will be instituted to support the human resource department contribute to achieve the strategic goals of Siemens.
Global Software Solution is the software company, which provides software solutions the firms to enhance the performance and sales of company. The major focus of this company is on providing effective recruitment. Currently, it is working with the 700 passionate employees. There are various factors, which motivate the people for applying for the job, like; no dress code, employee-created hours, company sponsored events and trips and arranging the visits for the new candidates, who come for the recruitment process. Company is providing laid-back environment to its employees, so that they can work comfortably.
Unconventional approach of recruitment consists of the hiring strategies, which work as quick way to make a selection among the pool of applicants (Royer, 2010). Although this is a significant and useful approach in the competitive environment, but still there may be some issues, which affect the overall operations and objectives of company. Global Software Solution (GSS) is using an unconventional approach for attracting the talent and training the employees. It is using various recruitment techniques, which have some shortcomings and loopholes. The recruiters at GSS pursue the freshest graduates even though they have least experience, so there is always the requirement of training. It is selecting them from the college career fairs and job markets. Company is bearing higher costs of the training and development programs. Interviews are conducted by the top managers instead of human resource team (Guest, 2011). The recruitment process at GSS is very time consuming and it generates a higher cost for the company.
GSS’s Unconventional Approach to HR
There are various types of elements which appeal to the prospective employees. At Global Software Solution (GSS), there is an amazing working environment, where the employees who are passionate about their work can prosper. The major reasons behind the growth of the employees are training activities, working environment and freedom in their work. There are some cultural elements also, which can help the GSS in appealing the creative and passionate workforce. It includes that there is no dress code for the employees and they make their own working hours. The employees socialize with each other in the kitchen of the office and in the events, which are sponsored by the company. It provides few weeks’ training to new recruited employees for making them more appropriate for their work (Prien, Goodstein, Goodsstein, & Gamble, 2009). Other elements are self-directed schedule, no fixed work schedule, employees with same interests and challenging work. They also have the company sponsored trips including the retreats in the V & A waterfront and night out at dance club. Apart from these elements in the interview process, when the employees come for 3 days preliminary visit, then the management takes them out for a visit. The employees do fun things like; playing computer games, mountain biking and other fun activities. The company is operating its business in very easy and supporting environment, so it can attract more creative and passionate employees.
The above-mentioned elements can be conveyed by considering some aspects of the organization. As the working environment of the company is amazing for the employees, so they can perform their job with full satisfaction. The employees have full freedom, so they do the job with their own hours and it will increase their productivity for the organization. The company gives a broad responsibility to the employees, so it makes the employees to think that they are getting t priority from the top management (Vanhala, & Stavrou, 2013). It motivates them and they dedicate more working hours to their job effectively. In this way, by defining the benefits at GSS, organization can convey these particular elements to the job prospects.
Yes, Global Solution Service would be an appealing and enticing for me and any person because it provides many opportunities for growth in the competitive working environment. They perform good things in the recruitment and selection process. There are many reasons, like; GSS always tries to find out the right person for the position in the organization. It focuses on the effective staff functioning (Gusdorf, 2016). GSS provides a fantastic working environment for the employees, in which they can do work easily without any stress and give their best efforts. This organization is appealing for me, because it provides the working environment, in which I like to work. They always support the employees and the recruitment policy of GSS is fair to all the employees. I like a workplace, which is challenging for everyone to their parameters but on the other side is still very laid back in the environment. The recruitment process of GSS is wonderful for finding the best talent.
GSS’s Benefits and Gaps of Their Approach
Aside from these aspects, I personally believe that GSS would actually enticing for me because not only it provides a flexible environment but it also offers the freedom of selection and understanding of responsibility, which many employers do no give. This sense of responsibility will motivate me to work harder for the future achievements. At GSS, the training in the beginning will also give me a better experience about the new job, like; what things would be done, how they need to be performed, so I think GSS is relatively appealing but there may be some people, who look at company’s policies from different perspectives. However, it will be good for the company, if it could retain the employees for a long term (Ekwoaba, Ikeije & Ufoma, 2015).
However, the recruitment process of GSS is very effective and nice for the applicants, but still there is a scope of improvement, which it should consider. There may be some suggestions for the GSS for improving its recruitment process. In this process, I would suggest to add one thing that the company should use the unbound straining policy for the employees as it will be very helpful for GSS and employees will make efforts to be more productive.
GSS only look out the college graduates at the events and college job fairs. However, this had been successful for them, but they should also go with other possibilities. The company should use the advertising for this, as it is the best way to grab the attention to the business. The average age group at GSS is 26; it means there are mostly young employees. The people from this age group are actively using the social media sites, like; LinkedIn or Facebook. So, these are the best alternatives through which it can reach to the pool of applicants from other countries. If the company wants to expand its business, then it needs to think globally. It should offer internships to college students (Boxall, & Purcell, 2011). On the other hand, GSS can use other external sources of recruitment, like; employment agencies. It can reduce the recruitment cost. Recruiting only from the fresher can cost the bad impact on the business condition. The company has to pay a large amount for their training and development program. But if there will be experienced employees, this cost will be less. So, the company must go with other alternatives.
Elements of GSS’s Culture that Appeal to Employees
This internship can provide them some experience and knowledge, which they would not get from the books. GSS should hire the best inters after competing graduation course. By using this way, it can build a good image around the colleges and this technique will also help in finding the candidates while it will use the college recruiting technique. Moreover, GSS focuses on socializing together, so it should encourage the existing staff to refer their known and friends, who are appropriate for the job position. Motivating the staff for referring their friends can develop a better and pleasant environment in the organization, because most of the people find it easy and comfortable to work with the colleagues, whom they know already.
With this, to ensure that it is competitive in the market, it needs to stay more selective about the applicants (Caliskan, 2010). It should step up the interview process and train them by a process and create a compensation system for the employee referrals. GSS should make human resource team, so it can help the top management in the interview process. This would save the time of top managers and they can interact with the new comers later. It should sort out the best candidate and give the fool proof training in a certain time period for enhancing the productivity of the company.
This is the case of Alpha Air Filter Company, in which five old-timers are going to retire and the company needs to recruit five new candidates. It is facing the problem related to create a job description for new recruitment as they did not need it in the past because old-timers had known their work and tasks. MD of the organization is taking assistance from a consultant and old-timers to develop job description (Cania, 2014). The following answers suggest the company how it should conduct the job analysis and develop job description for new recruitment. It will be beneficial for Alpha Air Filter Company in the recruitment process.
Job description is the list of duties, responsibilities, working conditions and other reporting relationships. Job description is an important element of job analysis (Perkins & Shortland 2006). The company should not ignore creating job description for new jobs. Job analysis is the process for defining the requirements of skills and duties for a particular job and type of the employee, who should be recruited.
After analyzing and studying this case, I would have conducted the job analysis in two ways. Either I will use the questionnaire, which will include both structured and unstructured or interview process. In the process of interview, after gathering all the data, I would get all the information verified and reviewed by the supervisor of interviewee (Argue, 2015). I will take incite from the old timers and use other information to determine the roles of all the employees. Conducting the questionnaire will be good for both the organization and employees. A list will be given to them, which would include, what was expected from them. I will conduct the job analysis bus using this type of table and questions for the company. There will be some structured and unstructured questions in the job in that questionnaire, which are given in the below table;
How GSS Conveys Their Culture to Prospective Employees
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Job Analysis Sheet Job Title: Date: Job Code: Dept.: Supervisor’s Designation: Working Hours: Name of Job Analyst: 1. What is the overall purpose of job? 2. If incumbent observes others, then list them by their job title; if there is more than one employee with the same job title, place the number. 3. Check the activities, which are the part of supervisory duties, like; · Training · Coaching and Counselling · Inspection of work · Performance appraisal · Budgeting · Others, if any (Kindly specify) 4. Explain the type and level of supervision received by new applicant 5. Job Duties: Describe in brief what the applicant does and how he/she is doing it. Try to include the duties in below given categories: a. Daily Duties (Which are performed on regular basis) b. Periodic Duties (which are performed weekly, monthly or in a fixed intervals) c. Duties which are performed in irregular intervals 6. Is the candidate performing the duties, which he/she regards unnecessary? If any, discuss. 7. Education: It indicates the educational requirements for the particular job. (Remember it does not include the educational background of the candidate) · Formal education required · High school education or equivalent · 2 years College degree or equivalent course · 4 year college degree or equivalent course · Training and internship project in graduation course · Professional requirements (Specific information) 8. Experience: Check thee boxes and write the work experience, which is required for that particular job position. · None · 0 to 6 months · 6 months to 1 year · 1-3 years · 3-5 years · More than 5 years 9. Location: Location of the job; · Indoor · Outdoor · Pit · Underground · Other, if any 10. Environmental factors: Consider any intolerable conditions, which are found on the job (Rarely, constantly etc.), like; · Dust · Dirt · Cold · Heat · Fumes · Noise · Humidity · Changes in temperature · Any other, specify 11. Safety and health of employees: Include undesirable situations related to health and safety, under which the candidate must work; · Machinery threats · Dominant workplace environment · Fire hazards · Violations · Others 12. Tools, equipment and machines: described in brief, what tools, equipment and machines, the incumbent uses on continuous basis. 13. Are there any work standards, like; completion time for any particular task etc. 14. Are there any personal qualities (personality traits, physical features, aptitude etc.)? 15. Successful completion and final results of a particular job. 16. What is the importance of errors on this job? What will be impact of error, which that candidate makes? 17. To what work would a successful candidate expect to be encouraged? |
There is an example of the job description, which any company can use for recruiting a sales person in the organization, who sells the financial product services. An organization should include the below-mentioned things in the job description.
- Summary of the job position
It should include the summary of the vacancy at the organization (Brannick, Levine, & Morgeson, 2007). Like; for sales person, it can include that the person at this job will identify the target client sectors for the financial products and maintain the records of sales status including sales forecasting, quota ratios and contact reports.
- Job Duties
- Conduct the research and create the list of new clients
- Perform regular follow up with the potential and past clients
- Maintain the regular records of sales activity
- Meet the clients and give the sales presentations
- Achieve the targets
- Computer skills
- MS office (Word, Excel and PowerPoint)
- Windows
- Knowledge of Customer Relationship Management Software
- Reporting authority
- Reporting to sales manager (Regional)
- Participation in the Annual meeting of sales department
Employee Requirements
- Educational Qualifications
- Bachelor’s degree in commerce, business, accounting or finance
- 0 to 2 years’ experience
- Skills and abilities
- Confident and cold caller
- Ability to meet the customer expectations
- Ability to close the sales
- Adaptability to the changing financial conditions in the market
- Certification
- Certification in computer course
- Certified financial planner
Success Factors:
- Develop the sales department
Increase the number of sales presentations within 1 year and recruit more junior associates in the department.
- Sales growth
Develop secondary channels in first 33 months and increase the referral based sales from more than 20% in the first year.
The job description will be ended with the signature of the HR representative and department head. There will be a date, on which the job description is completed.
Thus, this type of job description with the structured and unstructured questions can be used by the Alpha Air Filter Company.
In this case study, Kenny & Linda should never avoid the protest of old-timers. It is the old-timers, who have detailed knowledge about the duties, tasks and responsibilities, which they used to perform in the organization. Avoiding them may lead to instability among the employees and they will feel deceived hence it will decrease their productivity (Bayers, & Rue, 2006). They should not ignore the old-timers because their support is very important for the organization to run the operations. If the old timers know that they were cheated, then they will give the wring information to the company, which will have the adverse impact on the existence of company. In this situation, job description is very important to recruit new employees into exact roles. Otherwise, the employees will be confused about their job and whole process would be affected finally leading to the losses.
Preparing job description without any information, which is attained from old-timers, will be like climbing mountain without any guidance. Because they know the requirement and nature of job very well, so they should be asked about the information of job before preparing a job description. To deal with this issue, I would use a questionnaire, which will include structured and open-ended questions. This will lead to lesser misinterpretation and confusion by Kenny & Mia Grace. The company should involve the old-timers in job descriptions, it will allow them to feel good and important like they have in past.
Job Analysis Case at Alpha Air Filter Company
Now, Kenny should use the information, which is reviewed and verified by the employee and supervisor both, for the purpose of training. This information includes the duties, task and responsibilities of the employees. When the employees will be trained according to their job, what they will know what to do and how to perform the work at the workplace. It will reduce the wastage of time and confusion and enhance the productivity and efficiency so that Alpha Air Filter Company comes back on the track and get its previous position. Thus, now Kenny should take into consideration what the old timers are telling that their job requires and either agrees to the job descriptions or revise them and allocate the tasks. Kenny should have conducted the techniques, like; observations, interviews and other technique to support the recruitment and selection method in their organization.
This case study includes a problem in the organization, Van Agt. The problem is that the people in this organization work in their own way. All the employees are performing their tasks in their own way. The case study includes some examples from door design department and order processing department. The employees are making so many mistakes, which are increasing the costs to company. There is no formal process for training. The job description is out of date. The below answers provide the description about the training process and suggestions for improving the training process in the organization.
The training process is a significant part of the company, because if training is not provided properly then the organization will not get success or it will struggle in competitive environment. Having a weak accountability system can impact the efficiency and effectiveness of the organization. Van Agt is implementing a training process without using any training manual or guidelines (Schuler, Randall, Jackson & Susan, 2007). In training process of Van Agt’s Doors, there are many faults, which affect the organization in long run. It has a weak training process, which conveys low motivation to the employees. There is no written full description on how the trainers should be training new recruited employees. So, each mentor is training all the employees in different ways and they all are having different strategies. Every person in the company completes the assignment in their own way. It shows that the company has an informal and weak training process in which they have on the job training by the employees, who have done work on that assignment or they appoint the old employee, who was on the same post. There is no proper documentation for training. When the employees learn in their own way, then they perform the work in their own way as they are not following any step by step process.
How the Job Analysis Should Have Been Conducted
Thus, the critical analysis of the case study shows that training process of Van Agt is unsatisfactory and ineffective. Employees from other department can train the new comers and there is no proper hierarchy in all the departments. Basically, training process is similar at all the levels and throughout the organization. There are no proper training programs and guidelines, which can motivate the employees to do the tasks in the way it is actually to be done. The employees show lack of interest in the work. It should compare the performance of employees before and after the training program. On the basis of these results, company should give some incentives, so the employees may feel more motivated and work with devotion and loyalty. Thus, the training process of company has some weaknesses; like inexperienced tutors, out of date contents, overlapped schedules, short training period, i.e. 1 to 2 weeks.
Every position in the organization should have a formal and description for training program, which breaks down the employees’ job description, which will help in building training programs, which are mainly related to the job description and will be effective for that job. Training processes would be implemented for each position, which will assist in ensuring the standards. Company should create the job description in the organization, because it plays an important role in the training process for the employees. In an organization, job description develops the limitations of the jobs related to required skills and knowledge (Edien, 2015). If there will be job description, then by understanding this, a trainer in the organization can define the needs for learning for new employees. It means basically it assists define the specific job of an employee, which helps in planning a training activity. This will help in enhancing the needed skills, which are required for an individual job. If the job description will not be clear then it will affect the training process and it will also not clear. Thus, this organization should create the job description for employees at every level and it should be updated.
The training process of this company can be improved in such way that there will be different training guide for each department, which will not allow any changes unless the head of company advices something to change. The department supervisor would ensure whether the process of training has been successful. It should enhance the training process by providing proper coaching and on-the job training. When the company recruits new people in the organization, it should identify their skills, which need improvement and training. With this, the company should identify the groups, which would create a diverse workforce, like; older workers, minorities, single parents etc. If the Van Agt considers these aspects of training, then it can improve its training process for new employees and employees will work with high motivation and morale. Ultimately, it will enhance the human resource management in this organization and all the departments like; order process department and door design department can work effectively by following a predetermined schedule or training manual.
Conclusion
Thus, this report concludes that each and every organization should think strategically for enhancing its operations and getting success in the competitive environment. Strategic human resource management is very important for both the employees and organization. It assists at every stage of human resource management, like; recruitment and selection, training and development, job analysis and job description, human resource planning, rewarding and compensation, performance appraisal and managing the health and safety of employees in the organization.
All the cases studies, discussed above show that it is very important for every organization to plan all the processes of human resource management for supporting its strategic objectives. It uses to affect the organization in various aspects; like employee development, employee management, measurement of performance and goal achievement, which leads to the organizational success. It can create more enthusiasm in the behavior of the employees and develop a positive working environment. It will help all the above organizations in managing the workforce and other human resource activities in order to attain the goals. This report shows that this practice of human resource management focuses on the programs with long term goals. It emphasize on addressing and resolving the issues, which impact the human resource management issues in the long term. From this analysis, it can be analyzed that major goal of SHRM is to enhance skills of employees by working on the problems, which occur outside the people management. The actions, which are required to be taken for the HR department is to recognize the key areas of human resources, where the organization can implement effective strategies in the near future to enhance employee’s skills, productivity and motivation. If the above discussed companies use the integrated scheduling for all the activities, it will lead the organization to fulfill its dreams and achieve strategic objectives. It will help the organizations in fulfilling the consumer aims, financial aims and grow the revenues.
What Kenny Should Do Now
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