Strategic Workforce Management

In: Business and Management

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Strategic workforce management





Strategic workforce management

How reward, benefits and employee development systems are aligned with strategy in my organization

Notably, organizational strategies that are not aligned with reward, benefit and employee development usually lead ineffectiveness and failure to meet set target and objectives. My organization has a reward program that is designed to support our unique human capital strategy. Instead of replicating reward practices of other organizations, my organization has trained our employees to adapt to our side of business design. Ideally, reward programs that are not strategically integrated and delivered effectively give quite different outcome from original intention. Furthermore, my organization ensures that employee benefits have responsible personnel who do follow up of employees benefit compensation. This ensures that all employees get their benefits without making many trips to the Human Resource department. Finally, our employee development programs always aim at training our employees about the strategies and objectives of our organization. Generally, an effective reward, benefit and employee development integrated with organizational strategies ensure that there is efficient delivery of value in the organization (Heneman, 2002 P 76).

A, B and C players according to Huselid, Beatty and Becker

According to Huselid, Beatty and Becker A players are people in an organization who are very influential and have a direct strategic impact. In addition, workers in position A show high performance in all their assigned tasks. B players have indirect impact on organizational strategies and evidently support the positions that have to create value in an organization (Huselid, Beatty & Becker, 2005, December, pg 115). C position players have little…...

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