Resource Management and Corporate Strategy †MyAssignmenthelp.com

Question: Discuss about the Resource Management and Corporate Strategy. Answer: Introduction The report helps in analysis of the organization named Nestle that is under the food and beverage industry. The level of the competitiveness within the respective industry has to be analysed as well by analysing the external stakeholders and current trends in the industry. The products and services of the respective company has to be analysed in an effectual manner along with identification of current strategy that helped in improving current performance of company. The main aim and purpose of the report is to understand and identify the key challenges faced by the organization related to strategic human resource management. Proper analysis of the different strategies is required to be done that will help in understanding the challenges and solve them effectually as well. Nestle is one of the worlds leading nutrition and wellness organization and it has employed more than 280,000 employees in all over the world. The products of Nestle are sold in different parts of the world and it was founded in the year 1866 and the CEO of the company is Paul Bulcke who has gained proper competitive advantage for the company in an effectual manner (Jackson, Schuler and Jiang 2014). Nestle is one of the largest food and beverage companies that is based in food processing sector. As per the statistics, it is seen that food and beverage industry comprises of different kind of establishments that is primarily engaged in the preparing of the food items along with beverages to satisfy the wants of the customers. There are different competitors of Nestle in the entire industry wherein it is seen that Nestle is one of the largest food processing companies in the entire industry (Cascio 2018). The net market share of the company is US $250 billion till the year 2017 in the month of March. The main competitors of Nestle are Heinz, Unilever and Parle Products Ltd. The supply chain of Hersheys and Heinz are simpler in nature in comparison to Nestle. However, the brand loyalty of Nestle is different kind of brand loyalty programs as well (Reiche et al. 2016). External Stakeholders and current trend of Nestle The global stakeholder market is vast in nature of Nestle and this engages with different kind of operations as this helps them in influencing the different activities. The main stakeholders of Nestle are as follows: Communities and consumers Governments Shareholders and financial community Industry along with trade associations Reporting agencies Intergovernmental organizations (Cascio 2018) The current trends of Nestle includes different kind of activities that will help them in being the best in the entire competitive market that are as follows: Natural is king wherein they meet the consumers expectations by delivering multi-dimensional and meeting the needs of the customers with natural ingredients High protein items are delivered by Nestle as this is one of the recent trends that is followed as this will help them in gaining competitive advantage Reduced sugar category has been introduced that includes the stellar growth and this will assist them in attracting more customers (Brewster, Mayrhofer and Morley 2016) Description of organization and products and services Nestle is one of the food processing companies that helps them in becoming the largest food and beverage companies in the entire society. The products and services of Nestle are baby products and tinned products along with cereal and healthcare products to the customers. The biggest brands of Nestle are KitKat, Nespresso along with Maggi and they help in supporting the families to make healthier along with tastier products and they sell to gain competitive advantage. The main strategy of Nestle is to create low cost along with highly efficient kind of operations as this will help them in gaining customer advantage. The main current strategy of Nestle is to deliver their customers with the efficient kind of products and services and improve the communication with their customers as well. The level of the organizational performance of Nestle is highly efficient in nature that has helped them in succeeding in comparison to the other competitors in the market. Nestle is one of the human company wherein it involves high performance, high commitment and high involvement. Key challenges facing practice of SHRM The five challenges faced by Nestle regarding strategic human resource management are as follows: There have been huge conflicts among the different departments in the company wherein there is huge disagreement among the employees and it is creating imbalance of power in the organization as well Secondly, there is huge communication barrier in the organization that is affecting the morale of the employees as the lower level employees are not in a position to communicate with higher level employees and this is affecting the balance of Nestle as well in the market. The change management is not up to the standard as this will create huge issues in the organization that is affecting the morale of the employees (Brewster 2017) Thirdly, there is discrimination relating to the compensation of the employees that is affecting the morale of the employees. There is no equality among the employees relating to the salary, bonus along with allowances of the company that is affecting the company in an ineffective manner (Bratton and Gold 2017) The proper workforce training and development of the employees in the organization that is affecting the motivational morale of employees and this is creating huge conflicts among different departments as well. The training and development strategies are not up to the mark and this has huge issues in managing the different changes in the organization (Kramar 2014) Lastly, the compliance with the different laws and regulations are not effectual in nature in Nestle and this is creating huge imbalance in the organization. The compliance of Nestle is not proper and the development of the leadership performed by the higher officials are not up to the mark as well (Armstrong and Taylor 2014). References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave. Brewster, C., 2017. The integration of human resource management and corporate strategy. InPolicy and practice in European human resource management(pp. 22-35). Routledge. Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016.New challenges for European resource management. Springer. Cascio, W., 2018.Managing human resources. McGraw-Hill Education. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), pp.1-56. Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), pp.1069-1089. Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016.Readings and cases in international human resource management. Taylor Francis.