Case Study Delivering Strategic Human Resource Management Ashlynn R Gillenwater complete

Case Study: Delivering Strategic Human Resource Management Ashlynn R Gillenwater King University Abstract In the past, Human Resources (HR) has been regarded as a strictly administrative department and has no real purpose other than to answer questions from employees and write paychecks. In the last fifty years, however, HR has become more of a central hub for employees and managers to received counsel about the innerworkings of the organization. Although HR has been around for over 50 years, it has been in a constant process of adjustment to meet the needs of an ever-shifting workforce. There are still adjustments that need to be made to reach a department that exceeds expectations, there are plenty of challenges that HR faces as the growing continues. New trends in the workplace and in the social realm exist that assist in the hiring processes and the use of a human resource Planning team will prove to help the department reach new heights as HR continues to improve. Delivering Strategic Human Resource Management Improving and Preparing Human Resources for an Expanding and Successful Business. If you are a working-class American, chances are, you have some in contact with a member of the Human Resources department at your job. Human Resources control numerous differentiating areas in the workplace, depending on the company, and in some businesses, the HR department communicates with the employees more often than some supervisors and customers. With as much interaction going on, one can assume that some Human Resource- controlled processes or policies may be the reason that some businesses aren’t doing as well as others regarding their employees’ satisfaction. To know where Human Resources could go to improve the workplace, we must first understand what Human Resources does on a day to day basis that may be affecting employees and their satisfaction with their treatment. One major factor in the loss of a talented employee, as explained by Aishwarya Mehta in her paper titled “Human Capital Management: A Comprehensive Approach to Augment Organizational Performance”, involves the values of the business conflicting with the values of an employee. (2011). Today, diversity is a regular concept in business. Not having values that will run parallel with minority employees and their families is one contributor to employee dissatisfaction and in turn, talent lost. Another factor in attrition rates that some businesses may not realize they are even doing are not listening to their employees. Not creating an environment where employees can voice their concerns or their dissatisfaction with the company will create an environment that will be easier to leave when another opportunity knocks (Mehta 2011). ..........................................................continued................................................