Download Running Head: PAC RESOURCES, INC CASE ANALYSIS and more Lecture notes Accounting in PDF only on Docsity! Running Head: PAC RESOURCES, INC CASE ANALYSIS 1 GB 520 PAC Resources, Inc Case Analysis Purdue University Global GB 520 Strategic Management and the HRM Fit Module 1 Introductio n PAC Resources, Inc. is an organization that produces and specializes in top quality components for computers. Most recently, PAC Resources, Inc has had issues with employee satisfaction, decreasing sales, employee relations, mismanagement, and HR lack of support and negligence. Currently, the organization has pending decision problems involving human resource development, staffing, employee relations, benefits and compensation, and safety and security. In order to progress forward PAC Resources, Inc must improve and develop a better a strategic management plan in action that will bring solutions regarding employee relations, human resource development, safety and security, compensation and benefits, and staffing. Strategic Management To improve the organization must have a strategic management plan in place to achieve its companies’ goals and objectives. Strategic management involves analyzing the organizations environment, setting objectives, evaluating strategies in place, and making sure that Human Resources and management implement and enforce the strategies throughout the organization. Strategic management focuses on ensuring that the company reaches its goals that is outlined in the strategic management plan the company put in place (Kenton, 2020). Process of Strategic Management in PAC Using SWOT Analysis Using the SWOT analysis to evaluate PAC Resource Inc. process of strategic management will help to determine what is working for the organization and what is not working for the organization. Furthermore, the SWOT analysis will show what external and internal factors that are affecting the organization in order to achieve and formulate a strategic management plan that will work for the company going forward. Based on the strategic management plan in place currently at PAC Resource Inc. reveals that the strengths of the company is small market operations, the employee wellness program, and tuition reimbursements, and its products. However, some of the weaknesses that is negatively affecting the company is lack of communication, employee relations, unfair and poor management practices, noncompetitive employee benefits, and lack of customer diversity. Prospective opportunities for PAC Resource Inc. would be to improve employee relations by boosting employee morale, expanding into new markets to increase sales, and promoting employees to management that are trust worthy and great in leadership. Lastly ,the potential threats to the organization is employee retention, unethical issues found in both management and employees as well as the organizations union, and lack of training programs for management and employees. Overall, the SWOT analysis revealed that PAC Resources Inc. has work to do in order to become a functional and ethical company. Three Business Unit Strategies In order for any organization to thrive and especially organizations like PAC Resources Inc. it is important to have business strategies in place to thrive. Business planning for decades the change in workforce diversity (Bachman & Buckley, 2017). However, workforce demographics and diversity issues facing HRM in the next 10 years is finding high-quality talent, finding resources for workforce development, and achieving diversity with inclusion. Finding high-quality talent in the labor workforce market has created challenges for HRM, HR professionals feel that within the next 10 years hiring and recruiting will be a critical challenge that will affect HRM (Friedman, 2020). Which will affect organizations cost- and time-to-hire curves for HRM. Within the next 10 years another issue HRM is facing is finding resources for workforce development, organizations are becoming reluctant to investing in development and training, even though investing in the workforce would create a productive and loyal team, organizations are still reluctant to investing in it. Not investing in training and development is a challenging issue for HRM, because it is important the organizations invest in that. Lastly, is achieving diversity with inclusion is an issue facing HRM in the next 10 years, many organizations today are making great strides in hiring a more diverse workforce, but in recent years organizations have failed to retain employees in which has resulted in diversity and inclusion declining in the workplace (Friedman, 2020). Going forward it is important for organizations to focus on maintaining and building a strong foundation for its employees. References Bachman, D. & Buckley, P. (2017). Meet the US workforce of the future: Older more diverse, and more educated. Deloitte. Retrieved from https://www2.deloitte.com/us/en/insights/deloitte-review/issue-21/meet-the-us- workforce-of-the-future.html Friedman, E. (2020). Top five human resources in 2020. Forbes. Retrieved from https:/ /www.forbes.com/sites/forbeshumanresourcescouncil/2020/04/06/top-five-issues- facing-human-resources-in-2020/?sh=1b0c16d348d5 Hidayat, S. (2016). The three levels of strategy. Welcome. Retrieved from https://seprianhidayatamin.wordpress.com/2016/04/23/7-the-three-levels-of-strategy/ Kenton, W. (2020). Strategic management. Investopedia. Retrieved from https:/ /www.investopedia.com/terms/s/strategic-management.asp Sonnenishein, M. (2020). Human capital. Investopedia. Retrieved from https:/ /www.investopedia.com/terms/h/humancapital.asp Teeboom, L. (2019). HR metrics and their impact on business. Chron. Retrieved from https://smallbusiness.chron.com/hr-metrics-impact-business-62267.html
