HRM 498 Week 2 Strategic HRM Plan – Part I Division Overview…

Strategic human resource management (SHRM) is a vital component in the success of any organization. It involves the strategic allocation of resources and the development of HR policies and practices that align with the organization’s overall strategic goals and objectives. In this strategic HRM plan, we will focus on Part I, which entails providing an overview of a specific division within the organization.

The division that will be discussed in this plan is the Sales and Marketing division. This division is responsible for generating revenue and promoting the organization’s products and services. It plays a crucial role in achieving the overall strategic goals and objectives of the organization. Therefore, it is essential to have a well-developed and aligned HR strategy for this division.

Organizational Structure:
The Sales and Marketing division is structured in a hierarchical manner. It consists of four departments: Sales, Marketing, Customer Service, and Product Development. Each department has its own manager who reports to the divisional manager. The divisional manager, in turn, reports directly to the CEO.

The Sales department is responsible for identifying potential customers, securing sales, and maintaining relationships with existing customers. The Marketing department focuses on developing strategies to promote the organization’s products and services to target markets. The Customer Service department handles customer inquiries, complaints, and support. Lastly, the Product Development department is responsible for designing and developing new products or improving existing ones.

Workforce Composition:
The Sales and Marketing division has a diverse workforce. It consists of employees with different skills, experiences, and backgrounds. The division employs sales representatives, marketing specialists, customer service representatives, product developers, and support staff. The division also relies on external stakeholders, such as advertising agencies and distributors, to support its operations.

Key Challenges:
The Sales and Marketing division faces several key challenges that need to be considered in the strategic HRM plan. These challenges include intense competition, changing customer preferences, and regulatory compliance. The division operates in a highly competitive market where rivals continuously strive to attract customers and gain market share. As a result, it is crucial for the division to have a skilled and motivated workforce that can adapt to changes and effectively respond to competition.

Additionally, customer preferences are constantly evolving, driven by factors such as advancements in technology, shifting demographics, and changing societal values. The division needs to stay updated on these changes and develop strategies to meet customer expectations effectively. Moreover, the division operates in an industry that is subject to various regulatory requirements, such as advertising regulations and consumer protection laws. Ensuring compliance with these regulations is essential to avoid legal issues and reputational damage.

HR Strategy:
The HR strategy for the Sales and Marketing division should align with the overall strategic goals and objectives of the organization. It should focus on addressing the key challenges faced by the division and supporting its mission to generate revenue and promote the organization’s products and services.

Recruitment and Selection:
Recruiting and selecting the right people is crucial for the success of the division. The HR strategy should emphasize attracting and retaining top talent with the requisite skills and knowledge. This can be achieved by implementing effective recruitment practices, such as using targeted job advertisements, leveraging professional networks, and conducting thorough assessments. Additionally, the strategy should prioritize diversity and inclusion to ensure that the division benefits from a wide range of perspectives and experiences.

Training and Development:
Continuous training and development are essential for the Sales and Marketing division to stay competitive and adapt to changing market dynamics. The HR strategy should include plans for regular training programs and development initiatives to enhance employees’ skills and knowledge. This can be done through in-house training, external training programs, and development opportunities such as job rotations and mentoring programs.

Performance Management:
Establishing a performance management system is crucial for evaluating and rewarding the performance of employees in the division. The HR strategy should include clear performance expectations and metrics that align with the division’s goals. Regular performance evaluations should be conducted, and feedback should be provided to employees to identify areas of improvement and recognize exceptional performance. This will help create a culture of accountability and drive performance excellence.

Compensation and Benefits:
To attract and retain top talent, the HR strategy should include competitive compensation and benefits packages. The strategy should benchmark against industry standards to ensure that the division offers competitive salary packages, performance-based incentives, and attractive benefits. Additionally, the strategy should include opportunities for career advancement and professional development to motivate and retain employees.

In conclusion, the Sales and Marketing division plays a vital role in the organization’s success. A well-developed and aligned HR strategy is crucial to address the division’s key challenges and support its mission. The HR strategy should focus on recruitment and selection, training and development, performance management, and compensation and benefits. By effectively implementing these strategies, the division can enhance its performance, adapt to changes in the market, and achieve its objectives.