Human Resource Management Strategy
Evaluate the Discussion Assignment essay written by two of your fellow learners posted on the Unit 9 Discussion Board. Create a written response (250 word minimum per essay) debating the facts related to strategic implementation.
- Identify the pro’s of your fellow learner’s assessment of strategic implementation.
- Using a minimum of one peer-reviewed research resource in each answer response to build on the knowledge in your fellow learner’s essay.
- Identify the con’s of your fellow learner’s assessment of implementing strategy.
- Using a minimum of one peer-reviewed research resource, explain the strategy concepts your fellow learner might have missed covering the topics of strategic implementation in their essay.
Fellow Learner #1 Essay
Choose three companies from the list to research and discuss how rewards aid in the Intelligence Gathering and Surveillancestrategy execution efforts of each company.
SAS Software Developer-Leader in Analytics has invested in its workforce of over 7,000. Offering extensive on-site amenities for every employee to extend a balance of life-work balance. Including mental health well being and care, physical and emotional outlets. Creating an open and empowered staff that is encouraged to earn more than just a pay check. Creating access to activities and programs reduces stress and allows the workforce to be equipped with the tools for success.
Salesforce.com- global cloud company #1 CRM integrated platform solutions for every size of business needs- noted in Forbes 2014 to be the most innovative company. Tripling its work force of 5,000 in 2012 and has an extensive compensation packages for its workforce such as travel, trips and achievement rewards in the community and office. Employees want rewards that extend outside the office, rewarding and including all aspects of an employee (family) makes it worth while that the extends beyond the company walls.
Hillcorp-oil and gas exploration company that reached its five year goal of double in size awarded its employees $50,000 dream voucher ($35,000.00 cash value) Promising to award $100,000 if goals were met in 2015. This was an amazing compensation reward distributed to all employees for their hard work and dedication. It was a sign of investment of employees to do their best performance to benefit the company and each employee. Everything was on the line, and it took a team performance to obtain.
At the end of the day, working should be more than a pay check. Doing what you love to do and being rewarded goes a longer way. Each of these companies dug deeper with who they hired, why they hired and took every aspect of that persons life into consideration. Being valued, encouraged and supported makes people do a better overall job. Compensation, rewards, recognition only go so far, these companies shared and took into consideration the employees mental, physical and emotional well being. That created a happy climate and culture which motivated greater end results that benefit the company and its employees at the same time.
Fellow Learner #2 Essay
According to inc.com a company that offers their employees no type of incentive plan can compensate for a poor culture or fix a broken culture. Incentives are a great way to re-enforce a strong trust-based culture and take employee engagement to a higher level. (“How to Set up Incentives to Motivate and Bring Out the Best in Your People”, 2019) Based on personal experience, a company that offers incentives that don’t follow through in a timely manner with handing out the promised incentives can feel like a company that doesn’t offer incentives in the first place. (F. Wahlen, Purdue student, 2019)
Define incentives as something that motivates or encourages one to do something again and again. The most powerful and sustainable incentive is appreciation and positive recognition. This is especially effective for teams or organizations that rely on large numbers of employees to execute large tasks. (“How to Set up Incentives to Motivate and Bring Out the Best in Your People”, 2019)
Strategy Execution Efforts of Salesforce.com, Hilcorp, and DPR Construction:
- Salesforce.com- Founded in February 1999, by Marc Benioff and Parker Harris. This company believes that compensation plans matter! They use compensation plans to motivate their sales teams to aim high. Salesforce.com infused recognition-based compensation programs that are phenomenal. This type of reward system has assisted this company in achieving their strategy execution. Salesforce.com incentives range from Employee Stock Purchase Program to paid time off.
- Hilcorp Energy Company- Hilcorp Energy is one of the largest privately held oil and natural gas exploration companies in the United States announced that it would give all 1,381 employees a year-end bonus of $100,000 after what the company called a positive year in growth. (“Hilcorp Energy gives $100,000 bonus to all 1,381 employees”, 2019) Hilcorp’s ownership culture is second to none. Everyday, employees live the company’s core values: ownership, integrity, urgency, alignment and improvement. They don’t have “jobs”; they work as owners with purpose and passion. Innovative incentives include a buy-in program that offers employees an economic stake in select company projects and the annual share-the-wealth plan that pays up to 60% of base salary if Hilcorp hits its critical targets. What’s more: an ongoing, five-year challenge could award eligible employees with car vouchers (worth up to $50K) if the company can double its rate, reserves and value by the end of 2010. (User S, 2019)
- DPR Construction- DPR’S benefits program starts on the first day of employment, covering both the immediate and long-term needs for their employees. Medical, dental, vision, and life are only a mere fraction of the amazing benefits offered by DPR. DPR Construction is a privately held, employee-owned building contractor and construction managing company. DPR’s “ever forward”1 mentality of self-improvement drives innovation in the construction industry, which has remained largely stagnant for the last century. Completing over 7,600 projects since it was founded in 1990, DPR now boasts $2.4 billion in revenue and employs 2,600 full-time staff members, over half of whom are front-line craft workers.2 DPR earned 15th place on Fortune’s “100 best companies to work for” in America in 2013,3 its fourth consecutive year on the list.4 DPR attributes much of its success to a tight focus on fast innovation, quantifiable impact, and employee ownership of results. (“DPR Construction”, 2019)
DPR Construction. (2019). Retrieved fromhttps://www2.deloitte.com/
Hilcorp Energy gives $100,000 bonus to all 1,381 employees. (2019). Retrieved fromhttps://www.foxnews.com/
How to Set up Incentives to Motivate and Bring Out the Best in Your People. (2019). Retrieved from https://www.inc.com/
McCarthy, B. (2019). A Brief History Of Salesforce.com – Salesforce Ben. Retrieved fromhttps://www.salesforceben.
User, S. (2019). Hilcorp Energy Company. Retrieved fromhttps://www.greatgame.com/
apa 636 words