Final Mileatone One

Final Mileatone One The human resource function should be aligned with an organization's strategic plan to obtain long-term goals. I believe that if it is not, the organization will eventually fail at achieving these goals. Aligning HR with business strategy can boost employee satisfaction and performance, ensure teams are aligned to help the business achieve its strategic objectives, and increase their influence and decision-making power across the organization (Lucidchart Blog 2021). When human resource functions and the company strategic plan are aligned, both the employee and the company can reap the rewards. The company can excel with satisfied and motivated employees in place. Current global conditions in Maersk's industry impact human resource management in their organization in many ways. Maersk's rise from a family-owned business to a worldwide conglomerate meant adjusting with the expansion and adapting to a more diverse group of employees and customer base. Maersk had historically focused on hiring and training young, inexperienced individuals that would stay with the company throughout their careers. Over time this strategy began to falter as employees were being targeted by competitors that were looking to recruit their tenured employees. With the company expanding into the global market, it deemed necessary to recruit more experienced and diverse groups to maintain staff and slow the turnover. With Maersk becoming a more diverse company and bringing in external staff, the management style became less effective. With more diversity, the needs of the employees were changing, and the company needed to revisit the company values to see the best way to realign management with those values. There are many contrasts between internal and external recruitment. Of course, the first thing to say is that internal recruitment is less expensive and less time-consuming since you are only looking as far as the organization's pool of employees. You already know their skill level and work ethic and are secure that they fit with the company culture. External recruitment means going outside of the company to find the right fit for a position. This can be costly, but most important; it can take time to find the candidate that is aligned with company goals. External hiring is sometimes necessary to bring a set of fresh eyes to the company. In the beginning, Maersk's recruitment strategy of hiring young and training worked well for them as most employees stayed 40 to 50 years with the company. With this longevity also came complacency. Maersk would have to let go of some of the tenured employees due to lacking job performance. So they changed gears and decided to focus on recruiting experienced candidates, which allowed a diverse group to join the company and keep them on the path to becoming a global conglomerate. In the 2000s, the company also reversed the policy of no rehires to allow former employees to come back as long as they left on good terms. I believe that Maersk's ability to become a global conglomerate from a family business established in 1904 shows what they are capable of. Maersk is traditionally a Danish company but has grown into a worldwide company and now speaks English at meetings and within the workplace because of their international colleagues. Maersk has become more focused on hiring, developing, and retaining a much more diverse talent core, allowing them to progress further into the international market.