Description
As a future leader in government administration, it is essential that you understand the fundamental concepts, principles, and processes related to human resource management. Over the past several weeks, you have explored many of these human resource management concepts.
For this Assignment, you will be completing Part 2 of the Final Project.
The Assignment:
- Submit a 3- to 4-page outline of your final project paper.
- List 10–12 peer reviewed scholarly references selected from the Walden Library databases which are no more than five years old. These should relate to the human resource management concepts from the course. Be sure that these references address the government or non-profit organization that you in Week 2. (You will be using these references to complete the final part of the Final Project due in Week 10.
privatization and outsourcing , legal environment , diversity, recruitment and the workforce. this needs to be added to the first part i shared.
Running Head: STRATEGIC HUMAN RESOURCES MANAGEMENT
Strategic Human Resources Management
Navy-Marine Corps Relief Society
Jazzmyn Carter
Mark Langevin
9/10/2018
1
STRATEGIC HUMAN RESOURCES MANAGEMENT
2
Abstract
Managing human capital in any organization is a complex process. Employees are a vital
part of an organization and the way the management treats them is what determines their
satisfaction with the organization and this contributes the overall success of the company.
Therefore, for the Navy-Marine Corps Relief Society (NMCRS) to improve its service provision
to its beneficiaries, the company will have to reform its human capital strategy. NMCR will have
to recruit individuals with exception corporation skills to be able to handle the marine personnel.
Including millennials in the work force will equally contribute positively to the performance of
the company. There is need for NMCR to reform its human capital strategy so that it can lower
its turnover and create opportunities for upward mobility within the organization. By adopting
the above recommendations, NMCRS will be able to meet its objectives.
STRATEGIC HUMAN RESOURCES MANAGEMENT
3
Navy-Marine Corps Relief Society
Organization description
The Navy-Marine Corps Relief Society (NMCRS) is an American non-profit
organization founded in 1904 and headquartered in Virginia, United States. The organization
provided emergency financial assistance to all active duty and retired Navy and Marine Corps
personnel as well as their families. It is important to note that this non-profit organization offers
assistance with the necessary living expenses and other utilities including food, medical bills,
funeral expenses, rent, emergency transportation, and other essential living expenses and
emergency utilities (NMCRCRS, 2018). Depending on the financial need of the individual, the
organization assists in the form of loans or grants.
The strategic human resources management is an essential approach to managing the
human capital of the organization with the aim of supporting the long-term organizational goals
and objectives with the strategic framework (Armstrong & Taylor, 2014). The Navy-Marine
Corps Relief Society just like any other organization focuses on managing its human capital in a
manner that is strategic to its goals and objectives. NMCRS’ goal is to ensure that the marines
and navy personnel, those still in service, the retired ones as well as their families are well taken
care of financially. The organization achieves this through raising money from football games.
The other goal of the firm is to remain financially viable as it carries out its main mission of
helping the navy and marine personnel. The available human capital is what sets the standards
for performance in any firm. Therefore, with the right human resource strategy in place, NMCRS
will able to meet its two objectives.
Skills and Competencies to Include in HRM Strategy
STRATEGIC HUMAN RESOURCES MANAGEMENT
4
Finding an employee right for a specific job is a daunting task for any organization. The
employees are what determine the success of the company in the end (Bailey et al., 2018). Some
organizations dwell on hard skills while searching for the right person for a job. NMCRS mainly
focuses on the hard skills while recruiting its personnel. Therefore, searching for soft skills
among job applicants and including them in the Human resource strategic plan will result to
significant improvements in the quality of staff working for NMCRS.
Among some of the skills that NMCRS will have to include in its human resource
strategy is the ability to cooperate with a diverse group will help NMCRS reach its goals. The
organization deals with a large group of marines and navy each of them with different needs. For
NMCRS to address all the needs of these groups, it is essential that it hire the right personnel
with vast corporation skills. Without this skill, there will be a lot of dissatisfaction from the
marines, as most of their issues will not be addressed accordingly and in time due to mix-ups.
The organization will have to prioritise the inclusion of millennials in its workforce. The
personnel in most nonprofit organizations just as NMCRS is composed of the older generations.
NMCRS needs to include the millennials in its workforce because these groups of employees
possess important soft skills; they embrace innovation, flexibility and are eager to introduce new
ways of getting a job done (Bailey et al., 2018). Such skills will help the organization manage its
finances in a better way and meet its objectives.
The Need to Review the HRM Strategy
As a nonprofit company, NMCR needs to examine its resources and plan for longevity by
considering the value of each asset the organization owns, not just the financial assets but also
the human capital. NMCR needs to be proactive in managing its human resources, attracting and
STRATEGIC HUMAN RESOURCES MANAGEMENT
5
recruiting talent as well as being able to retain the same. Just as any other nonprofit organization,
retaining employee is a major challenge for NMCRS.
For NS to ensure that it retains the employees it hires, it is essential for the organization
to review its work culture. NMCRS records a high employee turnover because of the feeling of
not being appreciated by the firm. NMCRS loses a significant number of employees each
financial year hence it is important that the organization reviews its human resource strategy.
NMCR needs to find ways of motivating its employees by including the staff in decision-making
processes and appreciating their contributions (Armstrong & Taylor, 2014). Engaging the
employees in such processes makes them feel valued by the organization and thus contributing to
low turnovers.
Moreover, the company does not offer its employees an opportunity to advance their
careers. In case of a new opening in upper levels, qualified staffs are recruited externally and this
demotivates the employees. Motivation to perform better is brought about by upward mobility in
any organization. Upward mobility saves a firm a lot of time and resources because the employee
taking up the post already has a vast knowledge about the company and the job functions
(Armstrong & Taylor, 2014). Restricting employment opportunities internally will be a great
inclusion in NMCRS human resource strategy as it will motivate the staff and hence lower the
turnover. Therefore, changing the company’s human capital will enable NMRCS meet its goals.
STRATEGIC HUMAN RESOURCES MANAGEMENT
References
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource
management. Oxford University Press.
The Navy-Marine Corps Relief Society (NMCRS). Retrieved From
https://www.military.com/spouse/military-life/military-resources/navy-marine-corpsrelief-society.html
6
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attachment
Strategic Human Resources Management
Navy-Marine Corps Relief Society
Jazzmyn Carter
Mark Langevin
9/10/2018
1
STRATEGIC HUMAN RESOURCES MANAGEMENT
2
Abstract
Managing human capital in any organization is a complex process. Employees are a vital
part of an organization and the way the management treats them is what determines their
satisfaction with the organization and this contributes the overall success of the company.
Therefore, for the Navy-Marine Corps Relief Society (NMCRS) to improve its service provision
to its beneficiaries, the company will have to reform its human capital strategy. NMCR will have
to recruit individuals with exception corporation skills to be able to handle the marine personnel.
Including millennials in the work force will equally contribute positively to the performance of
the company. There is need for NMCR to reform its human capital strategy so that it can lower
its turnover and create opportunities for upward mobility within the organization. By adopting
the above recommendations, NMCRS will be able to meet its objectives.
STRATEGIC HUMAN RESOURCES MANAGEMENT
3
Navy-Marine Corps Relief Society
Organization description
The Navy-Marine Corps Relief Society (NMCRS) is an American non-profit
organization founded in 1904 and headquartered in Virginia, United States. The organization
provided emergency financial assistance to all active duty and retired Navy and Marine Corps
personnel as well as their families. It is important to note that this non-profit organization offers
assistance with the necessary living expenses and other utilities including food, medical bills,
funeral expenses, rent, emergency transportation, and other essential living expenses and
emergency utilities (NMCRCRS, 2018). Depending on the financial need of the individual, the
organization assists in the form of loans or grants.
The strategic human resources management is an essential approach to managing the
human capital of the organization with the aim of supporting the long-term organizational goals
and objectives with the strategic framework (Armstrong & Taylor, 2014). The Navy-Marine
Corps Relief Society just like any other organization focuses on managing its human capital in a
manner that is strategic to its goals and objectives. NMCRS’ goal is to ensure that the marines
and navy personnel, those still in service, the retired ones as well as their families are well taken
care of financially. The organization achieves this through raising money from football games.
The other goal of the firm is to remain financially viable as it carries out its main mission of
helping the navy and marine personnel. The available human capital is what sets the standards
for performance in any firm. Therefore, with the right human resource strategy in place, NMCRS
will able to meet its two objectives.
Skills and Competencies to Include in HRM Strategy
STRATEGIC HUMAN RESOURCES MANAGEMENT
4
Finding an employee right for a specific job is a daunting task for any organization. The
employees are what determine the success of the company in the end (Bailey et al., 2018). Some
organizations dwell on hard skills while searching for the right person for a job. NMCRS mainly
focuses on the hard skills while recruiting its personnel. Therefore, searching for soft skills
among job applicants and including them in the Human resource strategic plan will result to
significant improvements in the quality of staff working for NMCRS.
Among some of the skills that NMCRS will have to include in its human resource
strategy is the ability to cooperate with a diverse group will help NMCRS reach its goals. The
organization deals with a large group of marines and navy each of them with different needs. For
NMCRS to address all the needs of these groups, it is essential that it hire the right personnel
with vast corporation skills. Without this skill, there will be a lot of dissatisfaction from the
marines, as most of their issues will not be addressed accordingly and in time due to mix-ups.
The organization will have to prioritise the inclusion of millennials in its workforce. The
personnel in most nonprofit organizations just as NMCRS is composed of the older generations.
NMCRS needs to include the millennials in its workforce because these groups of employees
possess important soft skills; they embrace innovation, flexibility and are eager to introduce new
ways of getting a job done (Bailey et al., 2018). Such skills will help the organization manage its
finances in a better way and meet its objectives.
The Need to Review the HRM Strategy
As a nonprofit company, NMCR needs to examine its resources and plan for longevity by
considering the value of each asset the organization owns, not just the financial assets but also
the human capital. NMCR needs to be proactive in managing its human resources, attracting and
STRATEGIC HUMAN RESOURCES MANAGEMENT
5
recruiting talent as well as being able to retain the same. Just as any other nonprofit organization,
retaining employee is a major challenge for NMCRS.
For NS to ensure that it retains the employees it hires, it is essential for the organization
to review its work culture. NMCRS records a high employee turnover because of the feeling of
not being appreciated by the firm. NMCRS loses a significant number of employees each
financial year hence it is important that the organization reviews its human resource strategy.
NMCR needs to find ways of motivating its employees by including the staff in decision-making
processes and appreciating their contributions (Armstrong & Taylor, 2014). Engaging the
employees in such processes makes them feel valued by the organization and thus contributing to
low turnovers.
Moreover, the company does not offer its employees an opportunity to advance their
careers. In case of a new opening in upper levels, qualified staffs are recruited externally and this
demotivates the employees. Motivation to perform better is brought about by upward mobility in
any organization. Upward mobility saves a firm a lot of time and resources because the employee
taking up the post already has a vast knowledge about the company and the job functions
(Armstrong & Taylor, 2014). Restricting employment opportunities internally will be a great
inclusion in NMCRS human resource strategy as it will motivate the staff and hence lower the
turnover. Therefore, changing the company’s human capital will enable NMRCS meet its goals.
STRATEGIC HUMAN RESOURCES MANAGEMENT
References
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource
management. Oxford University Press.
The Navy-Marine Corps Relief Society (NMCRS). Retrieved From
https://www.military.com/spouse/military-life/military-resources/navy-marine-corpsrelief-society.html
6
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