Siemens builds a strategy oriented hr system solution

Week 1_ Discussion Post (1st PORTION due Today)

Write a 175- to 265-word response to the following:

Discuss and illustrate briefly each of the important trends influencing human resource management.Define strategic human resource management and give an example of strategic human resource.

(PORTION 2 Due Saturday) Read and respond to at least two of your classmate’s discussion posts. Be constructive and professional with your thoughts, feedback or suggestions. (125 words EACH Response - 250 words in Total) **Classmate Posts Attached**

Week 1 _ Assignment (Due Saturday)

Read “Application Case: Siemens Builds a Strategy-Oriented HR System” in Ch. 3 of Human Resource Management.

Write 350- to 700-word response to the following after reading the case:

Identify examples of at least four strategically required organizational outcomes, and four required workforce competencies and behaviors for Siemens, based on the information in this case.
Identify at least four strategically relevant HR policies and activities that Siemens has instituted to help human resource management contribute to achieving Siemens’ strategic goals.
Discuss the following regarding Siemens' strategic goals:
What overall goals does Siemens want to achieve?
What must Siemens do operationally to achieve its goals?
What employee attitudes and behaviors will produce these operational outcomes?
Submit your assignment.

Chao Wrote:

Some trends that influence human resource are, Leadership Development and Learning Opportunities, Data and Analytics, Compliance and Regulation, Controlling and Containing Costs, and More Competition for Talent. But the one that I like and think its much important is leadership development and learning opportunity because in this role, companies give the employees the opportunity to learn and grow with the leadership training and this will show employees that the company wants employee to be more engage. Plus, this kind of program can also help nurture leadership abilities and professional development. The other trend I think that plays a very important role is knowing the compliance and regulations because in this area, compliance and regulation changes all the time and companies need to be more pro-active and make changes as they have updates with any new compliance or regulations. For this, many companies turn to technology solutions to minimize the costs and resources devoted to this task, freeing up HR professionals to focus on other aspects of their work. Some strategic resource examples include recruitment, learning and development, compensation, and performance appraisal.

Quane Wrote:

Hi Dr. Clark and Classmates,

Through my assigned reading for week 1, I've learned that one-third of large U.S. businesses selected non-Human Resources managers to operate in top tier executive positions. Consequently, the most successful Human Resource executive do have prior Human Resources experience so for the select few managers without a Human Resource background that get the opportunity to serve in a Human Resource executive will increase their probability of successful career progression. The new tentative transition for businesses is to outsource the majority of their Human Resource operational needs to large Human Resource firms that service multiple businesses. Many frequently utilized services will be offered to employees online in order to address the increased demand for specialized Human Resource services as well as shorten response times and increase efficiency.

Strategic Human Resource Management is the process of determining ways to evaluate an organization's unique Human Resources need and create a plan that facilitates the establishment and maintenance of efficient personnel management systems that support the short term and long term functionality and sustained growth of an organization.