Alignment of HRM and Business Strategies

Alignment of HRM and Business Strategies
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Date
Introduction
Ford is a leading consumer brand company that deals in automobile products and services. The global company has a legacy of providing state of the art vehicles around the world. The corporation is known to many as a top brand, and takes pride in its commitment to meeting the personal needs of people around the world. Ford is the second-largest automobile corporation in the entire world known primarily for the manufacture of cars. The company plays a central role in injecting change in the global market. We can agree that for this company to come this far, there are proponents of market strategies that were aligned and properly defined. It is through this artifact that Ford is Ford today.
Using the HR Strategy in Alignment with the Business Strategy
Success as perceived is a journey that involves commitment, patience and hard work in achieving and meeting a company’s vision. In the corporate sector, success entails well-laid strategies that are goal oriented. At this point, a business seeking to accomplish its missions should integrate human resource management into its planning process (Cascio, & Boudreau, 2012). This approach incorporates the decisions about people with the results a company intends to achieve. Cascio& Boudreau state that human resource activities have the capacity to not only sustain a company’s missions and goals, but to establish an environment where healthy relationships between the management and the HR are adhered to. Accomplishments of an enterprises mission in respect to this can only be experienced when the head of these departments are held accountable for the decisions they make.
Longoni, (2014) discusses the roles that Human Resources need in achieving the purpose of being a strategic business partner. Embracing good governance is a factor in the process of alignment. The HR should be in a position to cultivate a culture that values high ethical decisions made. The leaders in the HR department can implement programs geared towards training on professional codes and ethics of conduct. The encouragement of diversity among staff members, endorsement of self-governing decision-making, and acting as role models in a company are just but ways of achieving these goals.
The HR professionals should also connect people with the motive of promoting a culture that emphasizes on the businesses mission, vision, and values. These can be incorporated by the HR during businesses events such as promotions, performance evaluation, employee orientation, hiring, job descriptions, and so on. In addition to this, particular consideration should be directed towards essential management trends that are exceptional to an entity needs and position in the market (Longoni, 2014). In a view to enhancing customer value and enact leadership and industrial skills, the HR has within it the capacity to build performance capability. Skills, experiences and motivation of employees are another task of the HR in mobilizing talent. Through this, the HR strategy aligns itself with the business strategy.
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