Human resource policies Case Study Example | Topics and Well Written Essays - 1500 words

Human resource policies - Case Study Example Our argument is that, in order to play a strategic role in the organization, the HR policies and practices that make up an organization's people strategy should reflect, reinforce, and support the organization's business aims and objectives. A strong linkage is needed between the overall vision of the organization that is held in the minds of the senior executives and the aims, objectives, and underlying philosophy of the organization's approach to managing people. This linkage will ensure that HR interventions can become a creator, and not an inhibitor, of sustained competitive advantage. This link between people strategy and business-unit strategy we term vertical alignment. Note, however that alignment suggests a much more fluid dynamic that allows for variation and flexibility. It is not a mechanistic "matching" exercise between business strategic objectives and people strategies; often, such matching is simply not feasible and, in any case, will act as a constraint. Instead, the process is evolving, based on an understanding of what the business's goals are, their people implications, and the translation of these into an overarching people strategy that can be used as a basis for detailed HR policies. Some core policy-setting, majority of decision-making and service provision is at the divisional and local level. There is limited shared services or automation, resulting in duplication across the business. Strategic goals: Cost control; divisional growth; market penetration. What this means for HR: HR services are closely aligned to divisional/local requirements resulting in variation in service offering across divisions. Challenges for HR - Evolution is driven by a 'powerful few'; - HQ has grown by adding management layers; - Corporate centre's role is to check what is proposed by divisions; - Centre not seen to add value. HR impact in a nutshell: Requires strong local HR capabilities. HR's response: Matthew Brearley, HR director, Vodafone says: "This definition is partly correct, but I feel HR's ability to influence is a blend of the organizational model and environment and personalities of people. We have a global framework but freedom to work in our territories. Do I have the ability to influence and make change - absolutely." Recruitment and Orientation At the global level, Corporate Responsibility (CR) is integrated into induction training for all new employees, through workshops that talk about the company's CR policies. All employees also receive the booklet on 'Passion for the World Around Us' that identifies the company's values and its commitment to the goals of CR. Vodafone conducts an annual employee survey that includes questions about whether the company is generating trust and adequately managing its environmental