Dr. Thomas Hennefer
HRM – 599 Capstone
April 16, 2018
Supreme Limited is a technological company which offers computer solutions to individuals and corporations. The company’s business strategy leverages on the consumer-oriented approach. The consumer-oriented approach advocates that the services and products offered by the company should be tailored to meet the specifications of the company’s clients. Moreover, the consumer-oriented approach is aimed at creating customer satisfaction and customer loyalty. These approaches are essential to sustain the development aspiration of the company. At Supreme Limited, the business strategies of differentiation, cost leadership, and niche are employed as business strategies to enhance sales and growth within the company. Differentiation is a marketing strategy that seeks to offer a competitive advantage to the company. Differentiation at Supreme Limited is achieved through the service differentiation. Since the company offers computer solutions, it seeks to distinguish itself through the quality of services offered to customers. Particularly, timeliness, quality, and good service are the pillars for service differentiation at Supreme Limited. Secondly, the company seeks to gain a competitive advantage over competitors through cost leadership. Cost leadership is a marketing strategy employed at Supreme Limited which aims at offering significantly reduced prices of products and services to customers. Cost leadership provides a competitive advantage to Supreme Limited as clients opt for cheap but quality products and services. Lastly, in its business strategy, Supreme Limited addresses the specific needs of its customers. The company ensures that the products and services offered, adequately address the unique needs of individual customers. Also, the focus on customization by the company offers a competitive advantage as it provides convenience to customers in addition to outlining the value of the client. Decisively, through the utilization of the business techniques as mentioned above, the company will grow over the next few years and diversify its operations.
Human Resource Management Strategy
The overall success of a business strategy is dependent on the human resource management strategy employed in the organization. The human resource management strategy acts as an enabler to the overall business strategy. This realization mandates that the two strategies should be in line and act as a complementary to each other. There are several human resource management strategies which can be used in the organization. Each human resource management strategy has its benefits and limitations mandating the need for careful evaluation before selection within an organization. The leadership human resource management strategy is extensively used strategy. The technique seeks to employ leaders with exceptional leadership skills to head operations in a company. The technique usually results in effective management and coordination of departments within an organization through the clear guidelines provided by the leaders (Scott, 2017). The second type of human resource department strategy extensively used is the talent oriented human resource management strategy. Under this strategy, the focus is on nurturing talent, skills, and knowledge within a company. The strategy is characterized by the long orientation period induced on new employees when they are employed within the organization. Moreover, efforts are based on the need to preserve knowledge and skills within an organization. In this strategy, the human resource department ensures availability of adequate information to employees to ensure high knowledge and skills level. The high-performance human resource management is the other technique used by the human resource department. Under this methodology, the emphasis is on optimization, effectiveness, and efficiency in performance of duties in a company (Zoogah, 2017). Under this technique, business operations are planned to enhance performance. Additionally, the human resource department focuses on the recruitment of highly motivated individuals with high output or yield.
As mentioned above, each human resource management strategy has its benefits and limitations. As an attempt for Supreme Limited to achieve its business strategy, a hybrid approach should be undertaken to eliminate the inadequacies of individual human resource strategies. Furthermore, it is critical that the human resource management strategy is in line with the overall business strategy to ensure uniformity and avert instances of conflict of interest. In the implementation of the hybrid human resource management strategy, it is critical for the integration of the leadership aspect. Empowered leaders are vital to spearhead the campaign of attaining the business strategy at Supreme Limited.
The leaders will ensure smooth operations in the company by providing clear and concise directives. Also, empowered leaders will ensure the formulation of effective solutions to challenges plighting the company. Decisively, a leader oriented human resource management strategy will ensure the recruitment of empowered leaders who will contribute to the attainment of the business strategy at Supreme Limited. Also, the human resource management strategy needs to have the aspect of talent. The intended business strategy intended for Supreme Limited is a continuous process and should be integrated into the business culture. The realization of this objective mandates the practice of knowledge and skills retention in the business to ensure that new employees are empowered with the appropriate skills needed to achieve the goals of the business strategy. Additionally, the practice of knowledge and skills retention by the human resource department averts the vulnerability of unqualified staff in the event of resignation as the needed knowledge is universally known in the company. The preparedness of the human resource department ensures availability of a competent staff contributing to the overall success of the business strategy. Another element that should be integrated into the human resource management strategy is the aspect of a high-performance culture. The human resource department should ensure the recruitment and selection of a productive team. This requirement is further amplified by the highly competitive business environment which necessitates the need for a competitive advantage. A high-performance culture will ensure the recruitment of productive individuals who will contribute to the realization of the business strategy of Supreme Limited.
Decisively, the hybrid human resource management strategy will ensure the benefits of individual strategies are realized and contribute to the overall success of the business strategy utilized in Supreme Limited.
Human Resource Management Strategy Scorecard
It is critical to assess the contribution of the human resource management strategy employed in the company to ensure it positively contributes to the attainment of the overall business strategy. The human resource scorecard points critical aspects that should be considered in the evaluation.
The following is the tabulation of the aspects to be considered for evaluation in the human resource scorecard:
Value of the HRM strategy towards the business strategy
Increased Operations of the workforce through HRM practices
Efficiency enhanced through HRM practices.
Knowledge and skill development
Optimization of Processes
Highly Productive Workforce
Ideal Working Environment
Enhanced overall performance
Ideal HR environment
As shown above, the human resource scorecard has four critical elements in the evaluation of the contributions of the human resource management strategy towards the business strategy. Finance, customers, internal process and growth are the four elements in the human resource scorecard. All the four elements are interconnected as they cumulatively contribute to the overall success of the business strategy (Gesuele, 2015).
The financial element encompasses the financial implication of the human resource management strategy. This involves quantification of financial resources spent and financial benefits gained. The financial benefits should exceed the financial cost and positively contribute to the optimization of HRM practices. This enhances work practices in the organization and increase financial value.
Under the customer element, the human resource management strategy should enhance the quality of services provided to customers. Moreover, the strategy should create an ideal environment for customers by creating convenience of the services offered by the company. Also, the human resource management strategy should result in a highly productive workforce to address the needs of the customers.
Under the internal processes, the optimization of processes will lead to an ideal environment which enhances operations. Moreover, the human resource management strategy should lead to the development of knowledge and skills which contribute to the delivery of better services to the customers. Also, the human resource management strategy should cumulatively enhance operations towards the attainment of the overall business strategy.
As an attempt to enhance growth and learning in the organization, the human resource management strategy should execute a strategic plan which contributes to growth and development of the company. Also, technological integration is critical to contributing to the success of the organization through growth and learning.
In conclusion, it is evident that human resource management strategy is critical to the realization of the company’s business strategy. It is critical that the human resource management strategy is in line with the business strategy to enhance the success of the company. In the assessment of the human resource management strategy, the financial, client, internal process and growth elements should be attained to ensure the comprehensiveness of the strategy.
Gesuele, B. (2015). Human Resource Measurement: A Balanced Scorecard Approach. Journal of Human Resource Management, 28. Lussier, R., & Hendon, J. (2016) Human Resource Management: Functions, Applications, and Skill Development (2nd ed.). Los Angeles, CA: SAGE Publications, Inc. Scott, C. P. (2017). The impact of implicit collective leadership theories on the emergence and effectiveness of leadership networks in teams. Human Resource Management Review. Zoogah, D. B. (2017). High-performance organizing, environmental management, and organizational performance: An evolutionary economics perspective. Human Resource Management.