HRM599Assignment1StrategyPlanningandSelectionLarryRatliff.docx

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Strategy, Planning and Selection

Larry Ratliff
HRM 599
Dr. Wash
Strayer University
April 24, 2021

Analysis of the Different Types of Strategies

a. The Cost of Leadership

The Cost of Leadership is identified as one of the three Porter’s Generic Strategy. The cost of leadership strategy works in a way that the leaders would only be a success if they are able to develop a competitive advantage through offering a comparable quality. The prices should always be lower than the offerings of the competitors (Zip recruiter Blog). Cost leadership will always work and look for well-organized and very effective facilities that work on the cost of control for different organizations. There should be more effectiveness and alertness in a situation where organizations are mainly focused on the price factor such as technology and service. The leaders of the organization will always work toward the maximization of sales.
The most successful organizations always work toward having an edge over their competitors. The main focus of the organization should always be on the production of the good quality products. There is need to always on the high quality of products but at a lower price. The customer will always get the highest value of the product the best cost. Cost leadership is identified as one of the strategies which the organization uses for the purpose of achieving its competitive goal (Prachi Juneja, 2018). The leadership cost strategy aims at delivering and producing products or services at the same quality levels as their competitors but the difference is that there should be lower costs than their competitors.
b. The Differentiation Strategy

This strategy works toward ensuring a difference in the same product produced by competitors who are in the same market. This strategy works on ensuring that there is uniqueness in of products produced by competitor companies. The product should be total unique to the consumers in its different features such as the general design of the product, its features, the quality of the product, the image of the brand and the customer service (Tracy Tafero, 2018). The organization will always offer different products which are not only unique to the consumers, but give the required value. Organizations work for more than one consumer who is present in the market to pick the products. As a result of this, the provision of unique products at a premium price is necessary (Prachi Juneja, 2018). There are different bases of differentiation which include the organization, the pricing and the product to be sold to the market.
It is important to ensure that the product is innovative for the consumers to be able to fulfil the requirements at the best level. When it comes to the pricing of the products, the organization can successfully work on the lowest prices for these products or even go into charging maximum prices to effectively compete in the market. The name of the brand is of great significance in the competitive world (Mind Tools Blog, 2019). To be successful in the implementation of the differentiation strategy, organizations needed to focus on the proper analysis of customer requirements and needs and their preferences too. There is an inclusion of the features such as the usefulness of life and products.
c. The Focus Strategy

There is the utilization of the focus strategy where the organization knows its section and has different products or items to successfully fulfill different needs. According to this strategy, the company will always focus on the niche in the market and there is a better understanding of the uniqueness of consumers who are present in the market. The uniqueness of products and the low-cost incurred in different products and services makes it easier to build on the loyalty of the consumers (Prachi Juneja, 2018).
According to my own point of view, cost leadership would be one of the most appropriate for an organization that is efficiency-minded. In addition, this strategy has an effect on hoe the HR is able to carry out his roles. The leaders are required to work toward the saving of costs on different stages, where costs can be saved both internally and externally (Tracy Tafero, 2018). Some of the value chain activities that will make it possible different activities with resolutions such as:
· There is need for more focus on the reduction of the unit cost. There can be a copy rather than making use of the original ones.
· The leaders should make use of the cheaper resources and materials.
· There is need to work on an increase in the productivity of labor thus reduce the whole cost of labor.
· Making use of modern technology through permitting high cost of investment fixed.
· Ensure work is done on the high-volume purchasing which would in return give a huge discount in the buying of raw materials.
· Grants should be used as support from the government
· Research should be done on the cost drivers for different actions and why the firm is productive or wasteful in the individual exercises.
· The gaining of learning curve economies
· The examination exercises that ought to be done inside the firm and which successfully exercises the ought of redistribution.
According to the perspective of the HR, If I am the one in the organization and working toward the achievement of Cost leadership, I would ensure that I focus on how to ensure there is cost reduction. This is through hiring the less expensive staff and focusing on the lower cost of training. I would work toward making sure that there is a reduction in the turnover employees. There will be a reduction in the training costs through making use of the in-house training. Making use of the low-cost technology for instance video conferencing for the staff will greatly help the organization to work toward ensuring a reduction in the levels of costs.

Approaches to Job Design or Job Redesign

1. Job Rotation

This involves moving employees within the organization from on job to another to ensure a reduction of boredom that they feel and ensure an addition of the variety of work done. Employees are given a chance to successfully perform different duties. The interest of employees is increased to ensure best performance and an increase in the level of production in different departments (Nikoletta Bika, 2017). Employees who have an extensive scope of abilities are able to give the administration a great adaptability in the process of planning work, filling different job openings and successfully adjusting to changes.
Example:
For instance, a shoe maker works on different s given by consumers. While making different shoes, he/she is able to take up the role of a sales consultant. He/she is able to perform new tasks such as organizing the hanging shoes, organizing the store cleaning the store and greeting the customers.
2. Job Enlargement

This is the expansion of different tasks performed by employees in the same job position. This approach helps in building the interest of employees toward the work done, and thus create a variety of tasks to be completed. Meaningful work modules can be increased. Tasks are made challenging to employees (Mitrefinch, 2017).
Examples:
The main job of an auto mechanic is changing oil from vehicles. However, after that he enlarges his job into greasing and changing the transmission fluid. There is an addition of similar tasks to the individual who already has a job in existence but with different varieties and adds an interest to his job.
3. Job Engineering

This focuses on how different tasks are performed by employees, the methods used in the process of workflow between employees, the outline of employees, and the interdependence between individuals and machines Tracy (Tafero, 2018). This approach is of great significance in ensuring cost saving, but it creates boredom in the organization. Employees are able to have a clear picture of their different responsibilities toward their work processes and job.
Example:
For instance, in performing his different duties, the product manager may be required to perform different tasks thus successfully participating in organization development.
4. Job Enrichment

To make additional fulfilling this approach helps in the addition of more helpers to work. A vocation is always advanced in situations where the main idea of the activity is tested, energized and inventive. The holder of the activity has more basic arranging, controlling and leadership force. This approach helps create interest in the job of the worker and ensure a decrease in the turnover within the organization (Rikke Dam, 2018). More growth and advancement opportunities are created thus employees satisfied in the work they are doing, an increase in productivity level.
Example:
A warehouse worker whose main duty in employment is loading racks in an organization could likewise be involved in the process of the approaching stock and also take care of the request slips.

The Significance of The Application of Job Design

There is need for proper definition of jobs to encourage employees to work more, and increase their self-esteem. The job design works to ensure employees are motivated toward the best performance in their jobs, and do not in any way get bored of doing the same work. The work process should be defined daily, and the overall goals and strategies set (Nikoletta Bika, 2017). The relationship between the management and employees should be built and positively maintained.

Challenges and Constraints in Recruiting Employees

The Attraction of the right candidates for the available vacancies. The organization faces a challenge all the time it wants to get the right candidate for the available job vacancy. This is because of the many unqualified individuals. There are limited options to choose from. The company can successfully fix this through hiring employees who are talented from the small channels in the organization (Zip recruiter Blog).
Engaging in hiring fast. Instead of the organization hiring fast, there is need to consider hiring the best candidates. Most of the organization hire employees fast because they think that more money will be spent by the organization if the operation levels are delayed. All the questions that are related to the hiring of employees need to be considered (Mind Tools Blog, 2019).

Recommendation to the Outlined Issues:

The team involved in process of hiring should consider taking their time to hire the right candidate for the vacant position. Moreover, they should look at the significance of carefully hiring for the job position. Hiring fast will make the organization land on the wrong and less qualified candidate. The company needs to be more focused when advertising for the job position on websites (Mind Tools Blog, 2019).

The Candidate Selection Process

· The company and HR management should be in a position to clearly define the position that need to be filled
· All the questions need to be straight forward and in-line with the identified position
· The culture of the organization should be the one that attracts the employed workers on full-time basis and employees who are contingent to their allocated roles.

Challenges to be Avoided by the Management Team and HR in the Selection Process

· The job description of the position is not up to date and are considered to be written poorly
· The interview team is not fully prepared thus considered as a poor team
· During the interview the behavior is rude between the interviewee and interviewer
· Gender discrimination among the candidates
· Absence of follow up after the interview with the candidate is complete

References
Zip recruiter Blog, A., Mistakes to Avoid During the Hiring Process. By: Matt Krumrie. Retrieved from: https://www.ziprecruiter.com/blog/5-mistakes-to-avoid-during-the-hiringprocess/

Workable Blog. A., The Most Common Recruiting Challenges and How to Overcome Them. By: Nikoletta Bika. Retrieved from: https://resources.workable.com/tutorial/common-recruitingchallenges

Management Guide Blog. A., Job Design. By: Prachi Juneja. Retrieved from: https://www.managementstudyguide.com/job-design.htm

Mind Tools Blog. A., 2019. Porter Generic Strategies. By: Mind Tools Content Team. Retrieved from: https://www.mindtools.com/pages/article/newSTR_82.htm

Interaction Design Blog. A., How to Select the Best Idea by the end of an Ideation Session. September 2018. By: Rikke Dam, Teo Siang. Retrieved from: https://www.interactiondesign.org/literature/article/how-to-select-the-best-idea-by-the-end-of-an-ideation-session

Psi Blog. Tips for Designing An Effective Employee Selection System. 7/3/2018. By: Tracy Tafero. Retrieved from: https://blog.psionline.com/talent/bid/147051/5-Tips-for-Designing-anEffective-Employee-Selection-System

Mitrefinch. A., 2/16/2017. Smart Ways to Optimize Your Recruitment and Selection Process. Retrieved from: https://mitrefinch.com/blog/optimise-recruitment-selection-process/