The paper "HRM at Autoliv" is a wonderful example of a case study on human resources. In the contemporary business environment, developing human resources has become a key strategy that organizations use to support their long-term competitive agendas. Such importance is especially inspired by such organizations realizing that their workforce is not only an essential resource but also that the knowledge and skills in the same workforce are critical in determining whether the organization succeeds in its business undertakings or not (Delahaye, 2011, p. 3). In this essay, human resource development strategies are evaluated, starting with the investigation exercise that identified the exact areas in which Autoliv Australia needed to use training and development strategies.
Next, the essay evaluates how the HR department designed, implemented, and evaluated the HR intervention measures. The essay concludes by observing that Autoliv Australia has proven that it is a trendsetter in innovative human resource practices especially since it realized that its workforce was predominantly female and hence set out to train and advance them accordingly. The essay, however, notes that such success in the company only occurred because the HR department and the CEO of the company took time to carry out a needs investigation on employees, and based on the results, they designed and implemented training and development programs that enhanced the skills and knowledge of the targeted employees.
In the end, it is noted that in order for Autoliv to sustain its competitive strategy through workforce training and development, it needs to invest in continuous HRD practices. This means that the company needs not to take comfort in its past success, which has been greatly publicized; instead, the company needs to continue investigating, designing, and implementing innovative human resource practices that will give it a competitive edge in its business. A strategic approach to HRM/ HRD There is contention in the literature regarding what exactly a strategic approach to human resource management is.
For the sake of this essay, however, a strategic approach to HRM or Strategic Human Resource Management (SHRM) is defined as “ the process of linking human resource function with the strategic objectives of the organization in order to improve performance” (Bratton, 2001, p. 31).
Accordingly, SRHM is organized into five basic steps which include: identifying the mission and goals of an organization; conducting an environmental analysis; strategic formulation; strategic implementation; and finally, strategic evaluation (Bratton, 2001, p. 40).
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