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Essay Available:
Pages:
10 pages/≈2750 words
Sources:
1 Source
Style:
APA
Subject:
Management
Type:
Case Study
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 43.2
Topic:

Strategic Human Resource Management: Forever Homes Inc.

Case Study Instructions:

Instructions
Using research and learning from this course, analyze and integrate (not just copy or describe) Sloane’s findings about Forever Homes Inc. in the accompanying case study, and outline realistic best practices and changes in strategic HRM for her employer, Forever Homes. In your essay, specifically address the following items.1. Create a SWOT (strengths, weaknesses, opportunities, and threats) analysis using the information from the case. Use point-form for this part of the assignment only. See the explanation below regarding SWOT analysis.  (25 marks)
2. a. Identify current good and bad HR practices at Forever Homes regarding managing employee performance. Include motivation, compensation, training and development, employee relations, and more. This identification will follow from the SWOT analysis, with a focus on the internal strengths and weaknesses (SW) of Forever Homes as compared to the research-based strategic HRM best practices you learned in this course. Clearly state your assumptions, if any. (35 marks)b. Examine the external opportunities and threats currently facing Forever Homes, using the opportunities and threats (OT) analysis from Part 1. In this analysis of the external environment, state your assumptions clearly, and discuss how the external environment impacts the strategic HR management choices made by Forever Homes. (15 marks) 3. With the understanding that Forever Homes will continue with its current business model and strategy (i.e., residential home building), offer your HR recommendations to the CEO of Forever Homes Inc., for immediate implementation. With your recommendations, include notes about any possible constraints or push-back from various stakeholders. Provide at least one specific recommendation for each of the areas below. You can provide more than one recommendation for each area and/or make additional recommendations for HR planning, recruitment/selection, performance management, health and safety, etc. a. training and development,b. compensation, and c. employee relations.    (25 marks)SWOT Analysis
Strengths: Strengths are qualities, both tangible and intangible, that enable an organization to achieve its mission. These strengths include human competencies, service, and process capabilities. Strengths are mostly internal to the organization.
Weaknesses: Weaknesses are activities, services, or systems that prevent the organization from fulfilling its mission. Weaknesses can usually be mitigated by the organization. Weaknesses are mostly internal to the organization.
Opportunities: Opportunities are found in the external environment in which the organization operates, perhaps generated by the appearance of new trends in the marketplace, technology, or demographics.
Threats: Threats cannot be directly controlled by the organization. Threats that arise from the external environment often exploit weaknesses within the organization, increasing its vulnerability.

Case Study Sample Content Preview:


Case Study: Forever Homes Inc.
Student Name
Institution
Course Name
Instructor
Date
Case Study: Forever Homes Inc.
Introduction
A set of processes and approaches termed human resources best practices have been proven through study and practical application to improve business performance. A firm sets these internal policies to optimize operations and achieve the best possible outcomes across all business domains. An organizational structure overhaul is typically implemented along with a strategic change. HR can drive change and improve the organization's effectiveness by implementing the fundamentals of organizational design. Real talent development and succession planning implementation. Strategic HRM is a people management and development strategy that provides a broad framework to meet long-term performance goals. It ensures that the multiple elements of people management collaborate to influence behavior and atmosphere to achieve performance goals. Forever Homes Inc., a medium-sized residential home-building company in British Columbia and Alberta, has grown significantly in recent years. The company's rapid development, shifting employee demographics, and unstable housing market present difficulties. Sloane's move from the HR manager position at Forever Homes to that of executive assistant is the main subject of this case study. The analysis includes recommendations for resolving internal and external obstacles, a SWOT analysis, and an assessment of current HR practices.
SWOT Analysis for Forever Homes Inc.
Strengths
* A waiting list of possible clients and an established reputation for high-quality work.
* Effectively growing from 15 to more than 60 units annually during the housing boom.
* The capacity to get building lots for homes and bargain for fair pricing.
* Allen's comprehension and dedication to identifying the most talented staff members.
* Sloane's dedication to assuming HR responsibilities and her familiarity with the business.
* Excellent job and a solid reputation in the real estate industry.
* Purchasing house-building lots ahead of rivals with success.
* Competent labor force, especially in the case of construction managers.
* Effective conversion to online hiring techniques.
Weaknesses
* Established HR procedures and systems did not exist before the recent expansion.
* Allen's excessive workload in HR and his lack of HR experience.
* A lack of supply and market uncertainties over housing impacts timeliness in construction.
* The disconnect between newer and older personnel, particularly concerning culture and skill levels.
* Lack of official HR documentation and performance reviews.
* Lack of policies promoting inclusion and diversity in the workforce.
* Few possibilities for staff development and training.
* Obsolete HR technology.
* Lack of employee training and development since older employees did not know how to handle new technology.
Opportunitie...

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