Assignment Sample on 7BUS2039 Strategic Leadership & HR Management

Part 2: Individual Project Portfolio

Introduction

Any industry’s Human Resource Department seems to be an essential and critical component of its entire operating approach. Amazon comes immediately to mind when one thinks of a wild retail titan and leader. This company started as either a bookstore and has now developed with almost every industry. Amazon is well-known and being one of the largest department store corporations, teaching, motivating, and enlightening its consumers about the product and activities offered by other companies. This coursework is already on Amazon’s human resources procedures.

Contribution

I plan to keep account of a number of activities, including the use of internet resources, researching, and attendance at professional conferences. Nonetheless, I had sought mentoring and prominent leaders of the recognized standard, some of whom will support me in picking activities that are successful as a result of personal learning development. Additionally, in addition to developing the abilities indicated by the study, I had maintained track of something like the individuals who run the company for strategies or make advice for putting the organization’s strategy into action. I had used the Internet and more online resources in order to obtain expert guidance to assist me to reach my project’s aspirations.

Reflection

We acknowledged that Amazon’s main strategy is to forego short-term revenues in favor of gaining a protracted competitive edge (De Kock et al.2020). Amazon is really just another corporation, but its organization seems flexible and adaptive. To supplement Amazon’s business aim, the company has implemented just one “two pizza rule,” that specifies its employees have to be as short as multiple pizzas every mealtime. Smaller groups allow for increased responsiveness and engagement (GASHAW, 2019). Apart from that, Amazon’s organizational structure encourages staff to come up with new ideas in order to generate innovative, creative ideas. Following that, we discovered that Amazon had a comprehensive employee training program. Each individual is viewed as potential by the organization, and training sessions are regarded as an important tool of required qualifications’ characteristics and capacities.

By the end, we were able to understand that to a considerable degree, Amazon’s HR processes are compatible with Pfeffer’s seven best practices. However, there are certain limits to SHRM ideas (Poisat and Mey, 2017). Amazon, for illustration, has several departments with diverse responsibilities and employment roles, such as technical, administrative, marketing, or transportation, which raises a dilemma for SHRM, namely if something is required to design different HR requirements for various personalities.  If that was the situation, a variety of more serious questions about equality would develop. Apart from it though, the concept of best practices is inherently inconsistent, even though they are temporary and, throughout many circumstances, not the standard.

As nothing more than a result of these challenges, I’ve increased my talents. Identity education, for example, may help improve skills like leadership, resource planning, functional or responsibility allocation, and authoritative execution, all of which promote something like a company’s performance. I was able to increase my communication and ability to work effectively by using psychology learning methodologies, both of which have been severely missing in my employment context. By using psychology training, I became able to get a better position; nevertheless, I will only be successful in obtaining a superior reputation in the corporation.

Conclusion

A professional human resource manager, according to Amazon’s management of human resources, not only serves as a strategic collaborator to the company, but also contributes to the creation of things like the firm’s whole procedures and business strategies. The integration of Amazon’s human resource practices operating strategy is an illustration of how major corporations function with a coherent objective and purpose, as well as how the firm produces revenue for its own employees and investors. The consequences of the operations may be readily seen only when the economy has been re-launched.

Reference List

Journal

De Kock, F.S., Lievens, F. and Born, M.P., 2020. The profile of the ‘Good Judge’in HRM: A systematic review and agenda for future research. Human Resource Management Review, 30(2), p.100667.

GASHAW, W., 2019. Assessment on human resource management practices: The case of selected private security companies in Addis Ababa

Poisat, P. and Mey, M.R., 2017. Electronic human resource management: Enhancing or entrancing?. SA Journal of Human Resource Management, 15(1), pp.1-9.

Brueller, N.N., Carmeli, A. and Markman, G.D., 2018. Linking merger and acquisition strategies to postmerger integration: a configurational perspective of human resource management. Journal of Management, 44(5), pp.1793-1818.

Galpin, T., 2019. Avoid M&A assimilation heartburn: an actionable model for cultural due diligence and integration. Strategy & Leadership, 47(4), pp.20-25.