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HEMA should adopt HR strategies that enhance strategic, organisational and…
HEMA should adopt HR strategies that enhance strategic, organisational and environmental fit to improve firm performance
HEMA's strategic move for increasing firm performance should be to improve profits and reduce costs (High sales/store and low costs/ store improves firm performance)
HEMA should aim for employee efficiency and effective work performance to increase sales/store and reduce costs(efficiency and effectiveness in work performance reduces costs and maximizes profits)
HEMA should match appraisal competencies with job related competencies during recruitment and selection (effective recruitment and selection criteria is key to effective and efficient job performance)
HEMA should align training modules with desired competencies to effect desired work performance (effective employee training improves employee efficiency, effectiveness and functional flexibility )
HEMA should use the socialization process to inform employees about company goals and objectives, and to invoke suggestions on how to achieve these goals (effective socialization process
encourages communication which is important for effective work performance)
HEMA should align appraisal procedures to job related competencies (effective employee appraisal decreases cost associated with layoffs and retraining)
HEMA should encourage employee participation in decision making by decentralizing managerial roles albeit with a narrow span of control (decentralized decision making is more effective in the Netherlands in promoting employee motivation and thus efficiency)
OBJECTION-Emphasis on profits and costs is likely to affect employee job quality and security(profit maximization and cost reduction practices affect employee job quality)
REBUTTAL-HEMA should strike a balance between profit maximization and ensuring employee job quality(employee motivation and job satisfaction are key in ensuring firm performance)
Scholars like Dyer& Shafer (199) and Sharp et.al (1999) suggests agile work systems ephasizing fast and efficient learning, encouraging multitasking,empowerment, reconfigurable teams and work designs
HEMA should take advantage of it's past organisational culture to create a competitive advantage (organisational image is important in improving sales and firm performance )
OBJECTION-Investing in employees(family culture) is too costly and ineffective in improving firm performance given HEMA's current debt burden(High commitment work systems are costly but effective in improving firm performance )
REBUTTAL-HEMA must strike a strategic balance between motivating employees and making profits (economic value and moral values are key in improving organisational performance)
A report by Paauwe & Boselie show that the viability of an organisation can be achieved by meeting contextual economic demands with institutional demands both at the societal and individual employee level.
Family like organisational culture creates employee citizenship and improves employee motivation (employee motivation is essential in improving organisational culture, and firm performance)
HEMA should aim for HR strategies that align the management of the firm with the environmental pressures(environmental factors influence firm performance)
HEMA should promote organisational justice/fairness to improve employee motivation and thus firm performance (employee motivation is an important precursor for firm performance in the Netherlands)
HEMA should pay its employees the market wage rate to effect distributive justice and thus employee motivation (distributive justice improves employee motivation)
By introducing reasonable flexibility in employee work schedule, HEMA can increase employee job satisfaction level and thus motivation (Reasonable flexible work schedules improves employee motivation in the Netherlands )
HEMA should embrace a particpatory decison making management style to improve employee motivation (employee motivation in the Nethrelands is affected by their participatory role in decision making)
HEMA should strive to ensure organisational legitimacy to reduce conflcits with the unions and government(elimination of conflicts with institutions and the society improves firm performance)